Hiring-intent tool
Describe the role once. Stop re-describing it five more times.
Most hiring managers describe the same need five or six times over: the business case, the requisition, the position profile, the advertisement, the recruiter brief, the guidance to the interview panel. Capture it once here and you get a requirement that is market-complete before anyone spends an hour on approvals.
The flow shows you, as you go, exactly what the system will do with each answer and what it will not do. No surprises after you submit.
One requirement, six documents
The requisition, position profile, advertisement, screening criteria, interview scorecard and ATS fields are all generated from the same answer set — so they cannot drift apart.
Market data on day one
Benchmark rate band, skill availability and a realistic time-to-fill are attached to the requirement before it goes to your approvers, not after.
An approval chain you can see
Every step, who owns it, and how long it has been waiting. The queue is the thing we measure and attack.
What the flow asks you for
Six short steps, in the order a hiring committee actually asks them. You can stop and come back; nothing is submitted until you say so.
- The role — title, engagement, work mode, location, target start.
- Why it exists — the business justification, in your words.
- What it must achieve — the outcomes you are accountable for.
- Today — what this hire takes off the team’s plate, and who it joins.
- Skills — required and preferred, kept apart on purpose.
- Review — the structured draft, editable before anything is generated.
What we do with your words
The business justification, the outcomes and the current state are quoted in the position profile and the advertisement where that is useful, and they may be shared with candidates we approach for this role.
Nothing is published, no candidate is contacted, and your requirement is never syndicated to another agency — until you approve it.
Start the flow