Skip to main content الرئيسية المنشئون miosa-osa canopy hiring-brief
hiring-brief Produce hiring brief for one of 8 roles (Setter / Closer / SDR / Content Manager / Video Editor / Customer Success / VA / Marketing Manager). Scorecard + ideal profile + outreach script + interview questions + 30/60/90-day plan. Revenue-threshold-aware (per the VSL director team model).
الانتقال إلى التثبيت سوق المهارات اكتشف واستكشف مهارات الذكاء الاصطناعي التي بناها المجتمع.
المهن ذات الصلة SOC
استنادا إلى تصنيف SOC المهني
التثبيت باستخدام Codex أو Claude انسخ هذا Prompt والصقه في Codex أو Claude أو مساعد آخر ليراجع صفحة Skill ويثبّتها لك.
عرض تفاصيل Prompt يتجاوز الأمر المباشر Prompt المخصّص للمراجعة. افحص المصدر قبل تشغيله.
npx skills add https://github.com/Miosa-osa/canopy --skill hiring-briefيبقى الأمر في سطر واحد. مرّر أفقيًا لمراجعته كاملًا قبل النسخ.
تفضّل نسخة محلية؟ نزّل الملفات المتاحة حاليًا لدى SkillsMP.
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name hiring-brief description Produce hiring brief for one of 8 roles (Setter / Closer / SDR / Content Manager / Video Editor / Customer Success / VA / Marketing Manager). Scorecard + ideal profile + outreach script + interview questions + 30/60/90-day plan. Revenue-threshold-aware (per the VSL director team model). signal {"mode":"linguistic","genre":"hiring-brief","type":"inform","format":"markdown","structure":"w-hiring-brief","receiver":"creator + hiring manager + candidates","receiver_capacity":"medium"} department scale agent_affinity ["scale-head","talent-recruiter"] required_compartments {"offer_architecture":50,"operational_intelligence":30} upstream_dependency build-sop execution_mode interactive tier structured_ai temperature_gate warm required_tools ["file_read","file_write"] required_mcps ["filesystem"] required_integrations {"job_boards":"linkedin-jobs-api","ats":"greenhouse-api","crm":"gohighlevel-api"} credentials_required ["LINKEDIN_ACCESS_TOKEN","GHL_API_KEY"] evidence_gate ["role_selected","scorecard_5_plus_competencies","ideal_profile_specific","outreach_script_provided","interview_questions_5_plus_rounds","30_60_90_plan_present","revenue_threshold_aligned","signal_score_gte_0_8"] keywords ["hiring brief","hire setter","hire closer","hire VA","scorecard"] priority 1 version 1
/hiring-brief — 8-Role Hiring Brief Generator
Role
Produce hiring briefs aligned to the VSL director's Revenue-Threshold Team Model. Lineage: the VSL director (solo → 3-8 → 10-20 → 20-40 A-players + 3-Strike System), the growth engineer (closer-recruitment playbook — headline + VSL + Typeform + 90s selfie + formal interview with role plays + EEOC compliance), the acquisition economist (A-player hiring in a lead-generation canon), Scale department Team Builder .
The Revenue-Threshold Team Model (15-step VSL methodology)
Revenue Team Key hires $0-$30K MRR Solo + 1 VA VA (admin/scheduling) $30K-$100K MRR +2-3 1 Setter, 1 Video Editor, VA $100K-$500K MRR 3-8 2 Setters, 1 Closer, 1 Content Mgr, 1 Editor, VA, optional Marketing Mgr $500K-$1M MRR 10-20 4-6 Setters, 2-3 Closers, 1 SDR, 1 Content Mgr, 1-2 Editors, 1 CS, 1 Marketing Mgr $1M+ MRR 20-40 A-players Full team + Ops Manager + Finance
the VSL director rule: don't over-hire. Each role has a revenue threshold. Don't under-hire at scale.
The 8 Role Variants
# Role When to hire 1 Setter When creator spending > 20% time on booking calls 2 Closer When booking > 30 calls/week 3 SDR / Dialer When outbound volume > Setter capacity 4 Content Manager When content production > 10hr/week creator time 5 Video Editor When Content Mgr exists + editing is bottleneck 6 Customer Success When >20 active clients 7 VA / Admin Day 1 — first hire always 8 Marketing Manager
When ad spend > $20K/mo or mixed channel complexity
Output Structure W(hiring-brief) =
1. Role Definition + Revenue Threshold Check
2. Scorecard (5-8 competencies with measurable criteria)
3. Ideal Profile (background / skills / culture fit)
4. Compensation Structure (base + commission + bonus)
5. Outreach Script (LinkedIn / job board copy)
6. Screening Flow (the growth engineer 5-stage: Headline + VSL + Typeform + 90-sec selfie + Formal Interview)
7. Interview Questions (5+ rounds of questions)
8. Role Plays (scenario-based evaluation)
9. 30/60/90-Day Plan (success milestones)
10. Compliance + Legal Notes (EEOC, contractor vs employee, state-specific)
Decision Logic
Scorecard Competencies (role-specific)
Response speed (< 5 min target)
Qualification accuracy (>80% booked calls qualify on-call)
Show-rate (>70% for booked qualified)
CRM discipline (clean data, tagged correctly)
Communication (DM tone, reply quality)
Close rate (25%+ for qualified shows)
AOV consistency
Follow-up discipline (3-7 touches post no-close)
Objection handling depth
Discovery quality
Refund prevention (<5% refund rate)
Production velocity (weekly post plan executed 95%+)
Engagement delta vs baseline
Repurposing ratio (1 anchor → 10+ derivatives)
Brand voice consistency
Platform analytics literacy
[per-role scorecards declared in output]
Compensation Per Role (market-aligned) Role Base Commission OTE Setter $3K-$4K/mo 10% of closed deals from bookings $60-$120K Closer $3K-$5K/mo 15-20% of closed deals $120-$300K SDR $3K-$5K/mo + $25-$50/show N/A on closes (hand off to closer) $60-$100K Content Mgr $4K-$8K/mo bonuses on performance $50-$120K Video Editor $2K-$4K/mo or per-video N/A $30-$60K CS $4K-$6K/mo retention bonuses $50-$90K VA $1K-$3K/mo N/A $15-$40K Marketing Mgr $5K-$10K/mo campaign ROI bonuses $80-$180K
Adjust by geography (Philippines / India / US / EU).
the growth engineer 5-Stage Screening
Headline + VSL (ad/post with video)Typeform application (qualification + DQ criteria)90-second selfie video task (tests commitment + personality + clarity)Formal Interview with Role Plays (scenario-based evaluation)Paid Trial Week (real work + observation)
The 3-Strike System (15-step VSL methodology)
Strike 1: Private correction + documented
Strike 2: Public (team) correction + documented
Strike 3: Termination
Keeps standards without emotion-driven firing.
EEOC Compliance (US hires)
No protected-class questions
Standard application criteria
Equal opportunity statement in brief
Document interview scores objectively
Tacit Principles
Hire for the role you have, not the role you want. Don't hire a $200K Marketing Mgr at $50K MRR.
VAs first. Always. Frees creator time fastest per dollar.
Setter before Closer. Bookings must exist before closes to book.
Specific > generic. "3 years coaching sales closer experience at $3-10K AOV" > "sales experience."
Commission-heavy for revenue roles. Setter + Closer + SDR should feel revenue through pay.
Paid trial > unpaid test. Pay for a week of real work. Unpaid scares A-players away.
Role play during interview reveals real skill. Resumes lie. Role plays don't.
30/60/90 plan non-optional. New hire knows success targets. Manager knows evaluation gates.
Document everything. 3-Strike system requires paper trail.
Don't hire to solve your own chaos. Fix SOP first, then hire into the defined role.
Process
Phase 0 — Load
company.yaml Compartment 11 (team structure, tech stack)
Existing SOPs for the role
reference/operators/vsl-director.md (Revenue-Threshold model + A-player hiring)reference/operators/growth-engineer.md (5-stage screening)
Phase 1 — Revenue Threshold Check Cross-check creator's revenue vs role's threshold. If mismatched, flag.
Phase 2 — Role Definition What they do, what outcomes, what they report on.
Phase 3 — Scorecard 5-8 competencies with measurable criteria.
Phase 4 — Ideal Profile Background + skills + culture fit. Specific > generic.
Phase 5 — Compensation Base + commission + bonus + geography adjustment.
Phase 6 — Outreach Script LinkedIn / job board post copy. Hook + role + compensation + CTA.
Phase 7 — Screening Flow (the growth engineer 5-stage)
Headline + VSL brief
Typeform questions
90-sec selfie prompt
Formal interview questions + role plays
Paid trial spec
Phase 8 — Interview Questions 5+ rounds of questions per stage.
Phase 9 — Role Plays 3-5 scenario-based tests for the specific role.
Phase 10 — 30/60/90-Day Plan Week-by-week milestones + KPIs.
Phase 11 — Compliance EEOC + contractor/employee + state-specific.
Output Format # Hiring Brief — [Role] — [Creator Brand]
**Role:** [Setter | Closer | SDR | Content Mgr | Video Editor | CS | VA | Marketing Mgr]
**Revenue Threshold Check:** [PASS — at $X MRR, this role is appropriate]
**OTE:** $[N]-$[N]
**Version:** 1.0
---
## 1. Role Definition + Outcome
[what, outcome, who they report to]
## 2. Scorecard (5-8 competencies)
| Competency | Measurable Criteria | Weight |
|---|---|---|
| [Response speed] | < 5 min 95% | 20% |
[...]
## 3. Ideal Profile
- Background: [specific]
- Skills: [list]
- Culture fit: [3-5 traits]
- Deal-breakers: [3-5]
## 4. Compensation
- Base: $[N]/mo
- Commission: [formula]
- Bonus: [triggers]
- OTE: $[N]-[N]
- Geography: [adjustment notes]
## 5. Outreach Script
### LinkedIn Post / Job Board Copy
[hook + role + pay + CTA]
### Direct Outreach DM
[personalized template]
## 6. Screening Flow (the growth engineer 5-stage)
### Stage 1 — Headline + VSL
[ad brief + 60-90s VSL script]
### Stage 2 — Typeform Application
[qualification questions + DQ criteria]
### Stage 3 — 90-Second Selfie Video
[prompt: "Record a 90-second video answering X"]
### Stage 4 — Formal Interview
[5+ questions per round + role plays]
### Stage 5 — Paid Trial Week
[scope + compensation + observation criteria]
## 7. Role Plays (3-5 scenarios)
### Scenario 1 — [Name]
Setup: [...]
Evaluation criteria: [...]
[repeat]
## 8. 30/60/90-Day Plan
### Days 1-30 (Onboarding)
Week 1: shadow + read SOP
Week 2: supervised execution
Weeks 3-4: autonomous w/ daily review
### Days 31-60 (Ramp)
[milestones]
### Days 61-90 (Full Contribution)
[KPI targets]
## 9. Compliance
- EEOC: [equal opportunity statement]
- Contractor vs Employee: [1099 or W-2]
- State-specific: [notes if US]
- Background check: [yes/no]
## 10. 3-Strike System
- Strike 1: private + documented
- Strike 2: team + documented
- Strike 3: termination
---
## Appendix A — Interview scoring rubric
## Appendix B — Role play evaluation sheet
## Appendix C — Onboarding checklist
Important Rules
NEVER hire without revenue threshold check (over-hiring kills margin).NEVER unpaid trial for real work.ALWAYS use 5-stage the growth engineer screening for commercial roles.ALWAYS document interview scores (3-strike requires paper trail).ALWAYS include 30/60/90 plan. ALWAYS EEOC-comply for US hires.
Verification Checklist
Next Skills
/build-sop — SOP for the role being hired (if not yet exists)/retention-check — if CS hire, feeds retention tracking/revenue-report — team hires impact P&L
References
reference/operators/vsl-director.md (Revenue-Threshold Team Model + A-player hiring)reference/operators/growth-engineer.md (closer-recruitment playbook — 5-stage screening)reference/operators/acquisition-economist.md (a lead-generation canon — hiring standards)
v1.0 — 2026-04-19. Cycle 5 Scale.
