Tell us about this role.

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List the posted title and, if different, what the role is actually called internally.

What is this person primarily being hired to do?

Be direct. This sharpens urgency and gives the recruiter a clear story for candidates who need a reason to move.

Skills without which the candidate cannot do the job. Add one per row.

Skills that differentiate candidates but are not required.

What size organization should this person have worked in?

Click in order of importance for this specific role. #1 is most critical.

The personality type that naturally thrives in this specific role.

For your #1 behavioral requirement above, what does it actually look like on the job?

Total years required for this role level — separate from per-skill minimums above.

How much senior-facing communication does this role require, and at what level?

How many groups, at what organizational levels, does this person need to navigate?

Beyond the company culture, what specific attributes matter most for this role and this team?

Specific deliverables, milestones, or visible wins expected in the first 90 days.

Names and titles of interviewers, and what each is evaluating.

This is the close. Be honest about what this role offers that others don't.

Honest answers prepare the recruiter for real conversations.

Target companies, functions, or environments. Do-not-target companies are equally useful.