Job Description and Requirement Register
Three of those fourteen would have screened out the strongest person already doing the job. The register is what makes that visible.
Free download · No account needed
A job description is a screening instrument before it is an advert. Every line in the must-have column will be used to reject a named person, so every line needs a test somebody outside the room could apply. This pack takes the requirements as drafted, writes the test next to each one, then runs every test against the people already doing the job, as they were on their hire date rather than as they are now. The surviving column travels forward into resume screening unchanged.
That last step is the one no downloadable template can perform, because it needs data only you have. In the worked example, Marloe Logistics drafted fourteen requirements for a Senior Implementation Consultant from four sources nobody had reconciled. Six survived. Three of the fourteen would have screened out the consultant who now delivers 94 percent of her go-lives on time, because she had two years of experience when she applied, no degree in any listed field, and no certification.
Written for recruiters and people leads who have watched a requisition sit open while everybody agreed the market was tight, and for hiring managers about to inherit four stakeholders' wish lists as one posting. Reach for it before the role opens. If a role has already been open for months, recruiting funnel analysis says whether the requirements are the constraint. For a single posting with no register behind it, the job description writer is the faster path.
What is in the pack
Requirement Register
Every requirement anybody said out loud, with who asked, what the proxy stands in for, and the objective test that decides it. Fourteen rows in the worked example. Six of them end up mandatory.
Incumbent Check
Each drafted must-have run against the people currently doing the job, evaluated at hire-date state. Today's version of your team was produced by the job, not selected by the posting, so today's version cannot test the filter.
Market Comparison
Eight live postings with the range quoted verbatim or marked not posted, the years asked for, the travel figure and the date seen. Nothing estimated and no pay figure attributed to a company that did not publish one.
Job Description
The posting, written from the register only, with every requirement stated as its test rather than its proxy, travel as a number, and the pay range that California requires at fifteen employees.
Internal Levelling Note
Why this level, why this band, and the three-question equity check: would a midpoint hire out-earn an incumbent, out-earn whoever trains them, and is the strongest performer in the role currently the lowest paid.
Sourcing Angles
The adjacent populations that satisfy five of the six surviving must-haves as a side effect of the job they hold now, ranked by ramp cost rather than by how easy they are to search.
How a Requirement Earns Its Place
The four conditions, three of which restate the only federal definition of a basic qualification: established in advance, non-comparative, and objective enough for a third party to apply.
How it works
- 1
Send what you have
The requirements in whatever shape, including the ones nobody wrote down, plus resumes and hire dates for the people already doing this job. Two of them is enough.
- 2
The test column gets filled
Every requirement gets the specific thing that decides it. Anything with no test is marked unresolved rather than reworded into something vaguer, and it does not proceed.
- 3
The check runs
Each drafted must-have against each incumbent, at hire-date state. The finding names which requirements would have rejected your best performer, and who added each one.
- 4
The posting gets written
From the register and nothing else. The pre-publication pass lists every ability the prose implies and flags the ones that trace to no surviving row.
Frequently asked questions
Why not just download a job description template and fill it in?
Because the template cannot run the step that matters. A generic template hands you a requirements section to populate, and populating it is exactly where four stakeholders' wish lists become fourteen mandatory lines. The check against your own incumbents needs your hire dates and your performance data, so no template can ship it.
What if nobody currently holds this job?
Use the nearest adjacent role and say which one you used. A first hire into a function has no incumbents, so the check runs against the person whose work this role takes over, or it is marked blocked. The register still forces a test onto every requirement, which is most of the value.
Does this mean I have to lower my standards?
No, it means stating them. Six requirements every current performer passed at hire is a harder bar than fourteen nobody checked, because all six get tested rather than skimmed. What comes out is proxy inflation: years figures and degrees standing in for abilities the register can test directly.
Do I have to put the salary range in the posting?
In a growing number of places, yes, and the trigger is generally where the work can be performed rather than where the company sits. California requires the pay scale in the posting at fifteen or more employees, and the same section bars asking an applicant for their salary history.
The hiring manager will not accept a shorter list. Now what?
Show them their own data. The strongest sentence available is that the requirement they are defending would have rejected the person currently doing this job best, named, with what she had at hire. That argument lands earlier at intake, where level, speed and budget are priced against each other before the requisition opens.
What comes in the download, and what does the AI add?
The download is the four documents and three sheets as Word and CSV, with the worked example left in place so the shape is visible. The AI fills them from your material: your requirements, your incumbents, live postings for your role. The method is in the files either way.
Where does the register go after the posting is live?
Into the screen and the loop. The six surviving must-haves become the columns the resume screen marks met or missed with the evidence quoted, then the weighted competencies on the interview loop assignment sheet, one owner each. The debrief synthesis checks each interviewer tested the one they owned. Rewriting requirements downstream is how a screen filters on something the posting never said.
Find out which requirements would reject your best hire
Send the requirements as drafted and whatever you have on the people already doing the job. The first thing back is the list of filters your own team would have failed.
Test my requirements