Official skill · Hiring

Role intake and scorecard

v1.0.0 · Updated 4 November 2026

Runs the hiring-manager intake and turns it into a role scorecard: mission, measurable outcomes, 5 or fewer must-haves, level, deal breakers, loop and sourcing plan. Use it when A manager asks to hire for a new role or a backfill.

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When to use it

A manager asks to hire for a new role or a backfill
A search is stuck because nobody agreed what good looks like

What you give it

Manager's notes or intake transcript
Approved pay range
Where the role can be based

What you get

A role scorecard with outcomes, must-haves, job-related deal breakers, competencies mapped to interview stages, sourcing plan and timeline.

How it works

Run the meeting with a fixed agenda 30 to 45 minutes (our default). Ask: Why are we hiring now, and is this new or a backfill? What are the top 3 things this person must deliver in the first 90 days, and what by the end of year 1? Which skills are required and which are nice to have? What would rule someone out, and why? How will we assess them? What's the range, the start date, the reporting line? All but the year-1 question come from Workable's intake question set; year 1 is our default.
Write the mission in one sentence What the role exists to achieve, in words the manager would repeat: "Get our first 50 customers live within 30 days of signing."
Turn duties into 3 to 5 outcomes Each has a verb, a measure and a date: "Cut onboarding time from 60 days to 30 by month 9". If the manager can't put a number on one, keep it and write "[measure to agree]".
Cut the must-haves to 5 or fewer Keep a skill only if the manager would reject an otherwise strong candidate who lacks it and it can't be learned in the first 3 months (our default). Move the rest to nice-to-haves. Write skills, not years or degrees, and keep each tied to an outcome. The EEOC says pre-employment inquiries should be limited to those essential for determining if a person is qualified; we apply the same test to criteria (our default). Acas warns that wording such as "recent graduate" or "highly experienced" can discriminate against age.
Set the level and deal breakers Level: scope, autonomy, who they manage, and the pay range. Deal breakers are job-related only (can't work the required shift, lacks a required licence). Never a protected characteristic, "culture fit" without a definition, or a proxy such as age, graduation year or family plans; if one comes up, take it out and note "[removed: not job-related]".
Pick 4 to 6 competencies for the interviews Each must-have and outcome maps to at least one competency, and each competency to one stage of the loop. Google's re:Work guide describes the basis of structured interviewing: the same vetted questions for every candidate, one scale, and decisions against predetermined qualifications.
Design the loop and sourcing plan Our default loop: recruiter screen, hiring manager interview, a work sample, a peer interview, and references, each owning named competencies and one interviewer. Sourcing: name at least 2 channels (Acas advises advertising in at least 2 ways or places), plus referrals and 10 to 20 named target profiles or companies. Set a timeline per stage.
Get sign-off Send the scorecard to the manager and every interviewer. Changes to must-haves after interviews start need a written reason, because they move the bar mid-search.

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