Template preview · Professional services
Job description and scorecard
Define a role around outcomes and a fair evaluation scorecard.
A hiring brief for a fictional open role.
Sample purpose
Define a role around outcomes and a fair evaluation scorecard.
Audience: Hiring manager, People operations- Structure
- 4 sections
- Criteria
- 12
- Sources
- 7
- Watches
- 3
- Default approach
- Review first
Set the purpose first. Then change every section, criterion, and agent setting before anything runs.
Fictional sample
Structure and criteria
Sample content shows the shape of a useful document. Copying it is optional.
01 Review firstRole outcomes
For this job description and scorecard, defines measurable outcomes expected in the role.
Criteria
- Each outcome has a baseline, a first-year target and a validator, such as tutorial completion 54% to 70%.
- States what the role does not own.
- Outcomes are ordered so the first drives a met or not met judgement.
Sources
- O*NET OnLine onetonline.orgRole families and typical duties.
- O*NET OnLine onetonline.orgTask and competency profiles.
Sample content
Moss & Metric needs a fictional customer education lead to improve new-user confidence. Ben Ortiz is hiring a customer education lead. The role owns onboarding materials and monthly learning sessions; it does not carry a sales quota.
02 Review firstResponsibilities and scope
For this job description and scorecard, separates essential requirements from preferences.
Criteria
- Must-haves and nice-to-haves are listed separately, with fewer must-haves than nice-to-haves.
- Every responsibility links to an outcome.
- Names exclusions, such as product roadmap and sales training.
Sources
- Moss & Metric competency model (fictional) api.moss-metric.exampleExisting role levels.
- O*NET OnLine onetonline.orgTask statements for similar roles.
Watches
- Follows Role outcomes
Sample content
First-year outcome Measure Role boundary Improve new-user confidence Raise tutorial completion from 54% to 70% Own learning content, not product roadmap Scale live education Run 1 session per month Partner with support and product 03 ManualSelection scorecard
For this job description and scorecard, maps each criterion to candidate evidence.
Criteria
- Each criterion has 1 to 4 anchors with observable behaviours at levels 1 and 4.
- Weights sum to 100 and favour criteria tied to the main outcome.
- A true requirement is a screening gate, not a scored criterion.
Sources
- OPM structured interviews opm.govEvidence on structured assessment.
- Moss & Metric hiring outcomes (fictional) api.moss-metric.exampleWhich past scores predicted success.
Watches
- Follows Responsibilities and scope
Sample content
Score 1–4 Evidence sought Weight Instructional design Shows a lesson revised from learner feedback 35 Product judgement Explains when content cannot solve a usability problem 35 Facilitation Guides a group to a clear next step 30 04 Review firstHiring process
For this job description and scorecard, states interview stages and decision ownership.
Criteria
- Each stage has an owner, a go or no-go question and the criteria it tests.
- Stages do not test the same criteria twice.
- A calibration step precedes the offer decision, with a date.
Sources
- Moss & Metric hiring calendar (fictional) api.moss-metric.examplePanel availability.
Watches
- Follows Selection scorecard
Sample content
- 2026-10-12 · ScreenBen checks role outcomes and core experience.
- 2026-10-19 · Work sampleCandidate improves a fictional onboarding lesson.
- 2026-10-23 · DecisionPanel compares evidence against the same scorecard.