# Role Intake

Everything Phase 1 needs to collect before any research or writing starts.

Ask for whatever is genuinely missing in one grouped message rather than one question
at a time. If the user has already provided most of this — including a stated preference
like "send it to DocuSign" — extract it and confirm rather than re-asking.

**Never guess at a field to avoid asking.** A wrong assumption about compensation or
credentials costs more than a question.

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## Fields

| Field | What to get |
|---|---|
| Role title | The exact title they want to post |
| Team and function | Who this person reports to and works with |
| Key responsibilities | Three to five things this person will own day to day |
| Must-have qualifications | Hard requirements: years of experience, specific skills, credentials |
| Nice-to-have qualifications | Preferred but not required |
| Location and remote policy | On-site, hybrid, or fully remote; location where it matters |
| Compensation range | The salary band if they have one. Flag that it needs HR or legal sign-off |
| Existing JD or template | Ask whether a prior version sits in Google Drive or M365, or on their Desktop |
| Offer delivery preference | See below |
| Interview process | See below |

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## Offer delivery preference

Capture this in Phase 1 so the right Phase 5 and 6 path is clear before any writing starts.

- **Send via DocuSign** — the skill opens DocuSign in Chrome, uploads the letter, sets up
  the envelope, and saves a draft for review before sending.
- **Word doc only** — the skill saves the offer letter as a `.docx` and stops. The user
  handles routing themselves.

---

## Interview process

This one is critical. The interview guide is organized by stage, and each stage gets its
own question set. Ask:

- How many rounds or stages are there?
- Who conducts each stage? Recruiter, hiring manager, peer, skip-level, panel.
- What is each stage meant to assess? Culture fit, technical depth, cross-functional
  collaboration.
- Is there a take-home exercise or work sample at any stage?

If the user does not know yet, suggest a sensible default based on role level and company
size, then confirm before proceeding.

### Default for a business under roughly 25 people

There is no recruiter and no skip-level. Default to two owner-run stages plus a work
sample:

1. A 20-minute screening call
2. A working interview
3. A short final talk on terms and start date

### Default for a mid-senior individual-contributor role at a larger company

| Stage | Interviewer | Focus |
|---|---|---|
| Phone screen | Recruiter | Communication, baseline fit, logistics |
| Hiring manager interview | Hiring manager | Scope, ownership, role-specific depth |
| Peer interview | Team member | Collaboration, working style |
| Skills or case exercise | Senior IC | Relevant technical or domain depth |
| Final or culture interview | Skip-level or exec | Values, long-term trajectory |