Hiring Plan and Role Scope
Tests whether the role you are about to open is the right one, then scopes it — the work, the level, the band and the first-90-days outcome — before anything is advertised.
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Running it, start to finish
- Describe the pressure, the work you would hand over, and your constraints.
- Work through the alternatives before accepting the verdict.
- Complete the pre-posting checklist before the role is advertised.
What you get back
The output this produces, every time.
- Tests the alternatives to hiring first, and costs each one, rather than assuming the role is needed.
- Splits the work into what the person owns and what they support, which is what decides the level.
- Reconciles the level against the budget before candidates are in a process.
Getting better results
Where this usually goes wrong, and how to avoid it.
- Describe the work, not the pressure. A vivid pressure and a thin task list is the signature of a role that nobody will be able to brief.
- Take the level test seriously. Level is what somebody decides alone. A senior title over junior decisions produces an early leaver.
- Agree the 90-day outcome in writing. If the hiring manager and the founder would write different ones, the role is not scoped yet.
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Written for The AI University. Every prompt in this library is original work — authored, tested and revised here, not collected from elsewhere. 365 of them, free with an account.