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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.
The prompt — copy and run it
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.
How to use this prompt
- Copy the full prompt above with the Copy button.
- Fill in your inputs. Replace each bracketed placeholder with your specifics:
[ROLE + LEVEL][WHAT'S BROKEN THAT THIS HIRE FIXES][TEAM CONTEXT][MUST-HAVE CONSTRAINTS] - Paste into ChatGPT, Claude, or Gemini and run. Read the reality guardrail below before you act on the output.
Why this prompt 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.
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When should I use this prompt?
You're about to hire and the role is fuzzy. Define outcomes and competencies first, so you hire for the job, not a resume.
Why does this prompt work?
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.
What mistake does this prompt help you avoid?
Resume-wishlist hiring — a scorecard leads with ranked measurable outcomes and must-have-vs-teachable competencies so the screen tests the real job.
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