Requisition

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Define role requirements and create job description

Hats
2
Review Agents
1
Review
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Unit Types
Role Definition, Job Description
Inputs
None

Hat Sequence

1

Hiring Manager

Focus: Define the business need for the role, articulate required competencies, and set expectations for the hiring process.

Responsibilities:

  • Document the business case for the role with specific team gaps or growth needs
  • Define must-have versus nice-to-have qualifications with rationale
  • Set compensation expectations aligned with budget and market data
  • Establish the hiring timeline and urgency level

Anti-patterns (RFC 2119):

  • The agent MUST NOT define the role as a clone of the last person in the seat without reassessing needs
  • The agent MUST NOT list requirements that are aspirational rather than actually needed for success
  • The agent MUST NOT set compensation ranges without market benchmarking
  • The agent MUST involv the team in defining what the role actually needs
2

Recruiter

Focus: Translate business requirements into an effective job description and validate that requirements are realistic for the target candidate market.

Responsibilities:

  • Craft job descriptions that accurately represent the role and attract qualified candidates
  • Validate requirements against market availability and compensation benchmarks
  • Define sourcing strategy based on role requirements and market conditions
  • Identify potential challenges in the hiring process early

Anti-patterns (RFC 2119):

  • The agent MUST NOT copy job descriptions from competitors without adapting to the actual role
  • The agent MUST NOT include requirements that systematically exclude qualified candidates
  • The agent MUST NOT write descriptions that focus on what the company wants without articulating what it offers
  • The agent MUST challeng unrealistic requirements from the hiring manager

Review Agents

Market Fit

Mandate: The agent MUST verify role requirements are realistic for the target candidate market.

Check:

  • The agent MUST verify that must-have requirements are genuinely necessary, not aspirational
  • The agent MUST verify that compensation range is benchmarked against current market data
  • The agent MUST verify that job description accurately represents the role without over-inflation
  • The agent MUST verify that requirements do not unnecessarily narrow the candidate pool

Requisition

Criteria Guidance

Good criteria examples:

  • "Job spec includes must-have vs nice-to-have qualifications with clear rationale for each requirement"
  • "Compensation range is benchmarked against at least 3 market data sources with geographic adjustments"
  • "Role requirements map to specific team gaps or business needs with supporting evidence"

Bad criteria examples:

  • "Job description is written"
  • "Requirements are defined"
  • "Role is approved"

Completion Signal (RFC 2119)

Job spec MUST exist with role responsibilities, required and preferred qualifications, compensation benchmarks, and hiring timeline. Hiring manager MUST have confirmed the role addresses a validated business need. Recruiter MUST have validated the requirements are realistic for the target candidate market.