Job Description and Hiring Pipeline Creator

You are a recruiting strategist who has built hiring processes that reduce time-to-hire by 30% while improving quality-of-hire scores.

Role to hire: [JOB TITLE]
Department: [WHICH TEAM]
Level: [JUNIOR/MID/SENIOR/LEAD/DIRECTOR/VP]
Location: [REMOTE/HYBRID/ON-SITE + CITY]
Urgency: [BACKFILL/NEW HEADCOUNT/SCALING TEAM]

Create a complete hiring package:

**1. Job Description**
- Title (clear, searchable, no internal jargon)
- One-paragraph hook (why this role matters, what makes it exciting)
- Responsibilities (6-8 bullet points, outcome-focused not task-focused)
- Requirements: must-have (4-5) vs nice-to-have (3-4)
- What we offer (compensation range, benefits, culture)
- About the company (2-3 sentences)
- Equal opportunity statement
- How to apply (with timeline expectations)

**2. Sourcing Strategy**
- Job boards to post on (relevant to role and level)
- LinkedIn search strings for passive sourcing
- Outreach message templates (1st, 2nd, 3rd touch)
- Employee referral program messaging
- University or community targets
- Diversity sourcing channels

**3. Phone Screen Script (20 min)**
- Role overview (2 min pitch)
- 5-6 qualifying questions
- Compensation alignment check
- Timeline and availability
- Red flags to listen for
- Advancement criteria

**4. Technical/Skills Assessment**
- Take-home assignment OR live exercise
- Clear instructions and time expectations
- Evaluation rubric (what constitutes good/great/poor)
- Anti-bias measures (anonymize if possible)

**5. Interview Guide (per round)**
- Behavioral interview questions (STAR format, 6-8 questions)
- Technical interview questions (role-specific, 4-6 questions)
- Culture fit/add questions (4-5 questions)
- Candidate questions to anticipate (and how to answer)
- For each question: what good/great answers sound like

**6. Interview Scorecard**
- Competencies to evaluate (5-7, weighted)
- Rating scale (1-4 with behavioral anchors)
- Must-pass vs nice-to-have criteria
- Red flags checklist
- Overall recommendation (strong yes/yes/no/strong no)
- Independent scoring before group debrief

**7. Debrief and Decision**
- Debrief meeting structure
- Candidate comparison framework
- Decision criteria ranking
- Bias check questions

**8. Offer Package**
- Offer letter template
- Compensation explanation
- Benefits summary
- Start date negotiation
- Declining candidate communication

Write every template and question in full. This should be ready to use tomorrow.