Hiring & Talent

I need to hire a [role title]. Before I write the job description, help me think through the role clearly.\n\nAsk me these questions one at a time (don't answer them for me):\n1. What specific problem will this person solve that isn't being solved today?\n2. What does success look like for this hire at 90 days? At 6 months? At 1 year?\n3. What will this person do in a typical week? (Top 5 activities by time spent)\n4. What's the minimum experience level where someone could realistically succeed in this role?\n5. What's the one thing that separates a great hire from a good hire in this role?\n6. What's the biggest reason this hire might fail? (What's the hardest part of the job?)\n7. Who does this person work with most closely? What do those people need from this role?\n\nAfter I answer all 7, synthesize my answers into a Role Definition document that I can use to build a scorecard and job description.

Based on the role definition we just created for [role title], build a hiring scorecard with these sections:\n\n1. **Must-have criteria** (3-5 non-negotiable requirements — if they don't meet these, it's a no regardless of everything else)\n2. **Core competencies** (4-6 skills/attributes ranked by importance with weight percentages totaling 100%)\n3. **For each competency:**\n   - Definition (what it specifically means for this role)\n   - What a 1, 3, and 5 score looks like (concrete examples, not vague descriptions)\n   - Suggested interview question to evaluate it\n4. **Culture/values fit** (2-3 criteria specific to our team, not generic 'culture fit')\n5. **Red flags** (specific warning signs that suggest a candidate will struggle)\n\nFormat as a table I can print and use during interviews.

Write a job description for [role title] based on the role definition and scorecard we've built. Company details:\n\n**Company:** [company name] — [one-line description]\n**Stage/size:** [employees, funding stage, revenue range]\n**Location:** [remote/hybrid/onsite, any location requirements]\n**Compensation range:** [salary range, equity if applicable]\n**Team:** [who they'll work with]\n\nRules:\n- Lead with the impact they'll have, not a list of requirements\n- Write in our voice: [tone description]\n- Don't use phrases like 'fast-paced environment,' 'rockstar,' 'wear many hats,' or 'competitive salary' (just state the salary)\n- Include 'must-have' requirements (hard cutoffs) separately from 'nice-to-have' (preferences)\n- Keep must-have list to 5 items maximum — longer lists discourage great candidates from applying\n- Include what makes this role genuinely compelling (not just company perks)\n- Under 600 words total

Generate structured interview questions for [role title] based on our scorecard. I need questions for [number] interview rounds:\n\n**Round 1 — [type]:** [who's interviewing, what they're evaluating]\n**Round 2 — [type]:** [who's interviewing, what they're evaluating]\n**Round 3 — [type]:** [who's interviewing, what they're evaluating]\n\nFor each round, provide:\n1. 4-5 questions mapped to specific scorecard competencies\n2. What a strong answer sounds like (so interviewers know what to listen for)\n3. One follow-up probe for each question (to dig deeper if the initial answer is surface-level)\n4. One question to avoid and why (common interview questions that don't actually predict performance)\n\nAll questions should be behavioral ('Tell me about a time...') or situational ('How would you approach...'), not hypothetical ('What's your greatest weakness?').

I just interviewed [candidate name] for [role title]. Here are my notes from the interview:\n\n[paste raw interview notes]\n\nScore this candidate against our scorecard:\n\n[paste or reference the scorecard]\n\nFor each competency:\n1. Score (1-5) with specific evidence from the interview supporting the score\n2. Confidence level — how confident am I in this score based on what we learned? (high/medium/low)\n3. If low confidence, suggest a follow-up question for the next round\n\nOverall:\n- Total weighted score\n- Top 2 strengths for this role\n- Top 2 risks\n- One thing I should probe deeper in the next round\n- Recommendation: advance / hold / pass (with reasoning)

I have [number] finalists for [role title]. Here are their scorecard evaluations:\n\n[paste all candidate evaluations]\n\nCompare them:\n1. Side-by-side scorecard comparison (table format)\n2. Each candidate's unique strengths — what do they bring that the others don't?\n3. Each candidate's biggest risk — what's the most likely failure mode?\n4. Team fit — given what I've told you about the team dynamics, who complements the existing team best?\n5. Your recommendation — and the one factor that should tip the decision\n\nDon't just pick the highest score. Tell me what I'd be gaining AND giving up with each choice.

Draft a compelling offer letter for [candidate name] for the [role title] position.\n\nDetails:\n- Base salary: [amount]\n- Equity: [details if applicable]\n- Start date: [proposed date]\n- Reporting to: [name and title]\n- Benefits highlights: [list key benefits]\n- Any special terms: [sign-on bonus, remote work, etc.]\n\nTone: warm, excited, professional. This should make them feel wanted — not like they're signing a legal document. Include the logistical details they need but lead with enthusiasm.\n\nAlso draft a short personal note I can send alongside the formal offer — something that references our conversations and why I'm excited about them specifically joining.

I'm doing reference checks for [candidate name], a finalist for [role title]. Based on their interview performance, I want to validate:\n\n1. [specific strength I want to confirm]\n2. [specific concern I want to probe]\n3. [specific claim they made that I want to verify]\n\nGenerate 6-8 reference check questions that:\n- Are specific enough to get useful signal (not 'what's it like to work with them?')\n- Include at least one question designed to surface potential issues gently\n- End with: 'On a scale of 1-10, how strongly would you recommend I hire this person?' (anything below 8 is a red flag)