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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).
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5 arquivos 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.
