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Help users write effective job descriptions. Use when someone is creating a job posting, defining a new role, preparing to hire, or trying to attract the right candidates for an open position.
Help users create and run AI evaluations. Use when someone is building evals for LLM products, measuring model quality, creating test cases, designing rubrics, or trying to systematically measure AI output quality.
Help users define AI product strategy. Use when someone is building an AI product, deciding where to apply AI in their product, planning an AI roadmap, evaluating build vs buy for AI capabilities, or figuring out how to integrate AI into existing products.
Help users synthesize and act on customer feedback. Use when someone is analyzing NPS responses, processing support tickets, reviewing user research, synthesizing feedback from multiple channels, or trying to identify patterns in customer input.
Help users apply behavioral science to product design. Use when someone is designing for habit formation, reducing friction, applying psychology to UX, increasing retention through behavioral principles, or using nudges to influence user behavior.
Help users craft compelling brand narratives. Use when someone is defining brand strategy, writing company positioning, creating pitch narratives, developing messaging frameworks, or trying to make their company story more memorable.
Help users get promoted at work. Use when someone is preparing for a promotion conversation, building their case for advancement, trying to understand what's blocking their promotion, or figuring out how to get to the next level in their career.
| name | writing-job-descriptions |
| description | Help users write effective job descriptions. Use when someone is creating a job posting, defining a new role, preparing to hire, or trying to attract the right candidates for an open position. |
Help the user write effective job descriptions using frameworks and insights from 6 product leaders.
When the user asks for help with job descriptions:
Jonathan Lowenhar: "Start with, it's 12 months later, you hired the person, 12 months have gone by, you're clinking champagne because of how great it's been. What's changed about the business?" Define success by business impact after one year, not a list of responsibilities.
Bob Moesta: "Job descriptions are made up. They're literally just made up - a list of stuff the manager wants plus stuff they don't want to do." Focus on the 'progress' the role enables rather than arbitrary feature requirements.
Lauren Ipsen: "Trying to determine where this person should major and minor, where they should spike. Is this someone that's going to lean into design efforts or operate like a very senior PM?" Define specific competencies required rather than seeking a generalist who does everything.
Bob Moesta: "Don't tell me I need Excel, PowerPoint, and Word skills. Tell me what I'm going to do with those. Tell me you're going to need to build PowerPoints for executive alignment." Replace 'X years of experience' with specific capabilities that time is supposed to represent.
Jason Shah: "Taking a product mindset where I meet people and don't know exactly what role they're going to fill. A product mindset on hiring and iterating on it based on the candidates you're meeting." Treat job descriptions as iterative documents that evolve with market reality.
Anton Osika: "Long hours, high pace, candidates must thrive under high urgency. Those seeking comfortable work need not apply." High-signal, polarizing language filters for candidates who thrive in specific environments.
Peter Deng: "I asked her to write up a job description of what this thing is. There's something magical here. The role was model designer." Ask high-performing individuals to write their own ideal job description to identify new functional needs.
For all 9 insights from 6 guests, see references/guest-insights.md
