菜单
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).
默认使用会先检查来源的 Prompt；你也可以切换为直接命令，或下载本地副本。
决定是否安装前，请先阅读 SKILL.md，以及 SkillsMP 当前展示的配套文件。
用 Codex 或 Claude 帮你安装 复制这段 Prompt，粘贴到 Codex、Claude 或其他助手里，让它检查 Skill 页面并帮你完成安装。
直接命令不会经过审查 Prompt；运行前请先检查来源。
npx skills add https://github.com/Miosa-osa/canopy --skill hiring-brief命令会保持在同一行。复制前请横向滚动并检查完整内容。
想先保存到本地？可下载 SkillsMP 当前能够提供的文件。
基于 SOC 职业分类
正在显示 SKILL.md
| 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 |
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.
| 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.
| # | 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 |
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)
Setter:
Closer:
Content Manager:
[per-role scorecards declared in output]
| 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).
New hire gets 3 strikes:
Keeps standards without emotion-driven firing.
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.
reference/operators/vsl-director.md (Revenue-Threshold model + A-player hiring)reference/operators/growth-engineer.md (5-stage screening)Cross-check creator's revenue vs role's threshold. If mismatched, flag.
What they do, what outcomes, what they report on.
5-8 competencies with measurable criteria.
Background + skills + culture fit. Specific > generic.
Base + commission + bonus + geography adjustment.
LinkedIn / job board post copy. Hook + role + compensation + CTA.
5+ rounds of questions per stage.
3-5 scenario-based tests for the specific role.
Week-by-week milestones + KPIs.
EEOC + contractor/employee + state-specific.
# 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
/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&Lreference/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.