People & Admin tool · Virtual Chief of Staff · reads your Company Memory

Job Description + Hiring Scorecard

Describe the role you need filled. Get a plain-English job description plus an interview scorecard — must-haves vs nice-to-haves, the questions that actually tell two candidates apart, and the red flags to listen for. So you stop hiring on gut and a good handshake.

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The gap in your org

read from your Roles Map

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The role you need

what it does, who it’s for

⚡

AI drafts it

sent once · nothing stored

📋

JD + scorecard

must-haves · questions · red flags

A job description anyone can picture, plus the scorecard that keeps the interview honest — so you're judging every candidate against the same bar, not against how much you liked the last one.

Watch the 90-second build

Describe the role you need to fill — what the person would actually do all day, what's gone wrong without them, and how you'd know they're great

🔒 What this touches: your role notes plus your saved Roles Map and Company Memory are sent once to an AI model to draft the job description and scorecard. The draft shows here; nothing is uploaded or stored on a server — no account, no database. It drafts; you decide who to hire.

Drafting…

Draft — a hiring aid, not a decision. You interview and choose.

Job description

Interview scorecard

Questions that discriminate + red flags

✓ Built from your Company Memory — the Roles Map gap and business facts you set up once. Read every line before you post the job or run the interview; it's a draft, not a decision.

This is your Virtual Chief of Staff compounding → Map your roles once and every People tool — this scorecard, onboarding, SOPs — reads the same org. See the whole Run the Business path.

Why the scorecard matters more than the ad

The job ad gets all the attention, but the ad isn't where hiring goes wrong. It goes wrong in the interview — where a warm, likeable candidate and a quiet, capable one sit across from you, and you have no honest way to tell them apart. So you hire the one you liked, and three weeks later you're covering the phones yourself again.

A scorecard fixes that before you meet anyone. It forces you to write down what the role must have versus what's just nice, the two or three questions whose answers actually separate a real operator from a good talker, and the red flags you'd otherwise talk yourself out of. Then every candidate faces the same bar — and the decision gets easier because you did the thinking up front.

Must-have vs nice-to-haveThe role's dealbreakers written down before the interview, so a charming candidate can't quietly become your standard.

Questions that actually tell people apartNot "are you a team player" — the specific ones whose answers separate someone who can do this job from someone who interviews well.

Red flags you won't rationalize awayNamed up front, so the thing you'd have explained to yourself at 6pm on a Friday is already on the page.