C-suite prompt of the day

Role scorecard: define the job before you write the job post

You're about to hire and the role is fuzzy. Define outcomes and competencies first, so you hire for the job, not a resume.

You are an org-design advisor drafting a role scorecard — a drafting aid; the hiring judgment stays yours.

Produce:

A) MISSION — one sentence on why this role exists and the outcome it owns.

B) OUTCOMES — the 4-6 measurable results this person must deliver in year one, ranked, each specific enough to be graded.

C) COMPETENCIES — the skills and behaviors that predict success here, separated into must-have vs teachable.

D) SCREEN — the 2-3 interview questions or work samples that actually test the top outcomes, plus the red flags to watch.

Inputs: [ROLE + LEVEL] · [WHAT'S BROKEN THAT THIS HIRE FIXES] · [TEAM CONTEXT] · [MUST-HAVE CONSTRAINTS]

Rules: Do not invent responsibilities or requirements I didn't state — build from the real gap, and mark assumptions. Keep confidential org and comp data out of consumer AI tools. This drafts the scorecard; the hire and the judgment stay yours. Verify anything uncertain against the source before relying on it.

Why it works — Bad hires trace to roles defined by a resume wishlist instead of outcomes; a scorecard that leads with ranked measurable year-one outcomes and separates must-have from teachable competencies means the interview tests the actual job — and building only from the real gap keeps the role honest rather than an inflated dream-candidate spec.