Turn a role into a
hiring plan
Describe the role.
Rob builds the plan.
Rob reads your connected tools first — email, calendar, Drive, LinkedIn — before asking a single question. Read first, ask second, confirm third.
lena11:04 AM
Anyone else think the backend role needs someone who can own the migration? Haven't seen movement in a bit.
alex11:05 AM
Yea, we're still blocking on architecture decisions every sprint. Need someone senior enough to own it.
priya11:07 AM
Feels like we need a senior IC who can own the event-driven migration. Probably also worth checking if they've done Kafka.
karri11:08 AM
@Rob create a brief for this and assign to me
RobAPP11:08 AM
On it. I'll pull context from your connected tools and draft a structured brief.
Created
BRIEF-127Sr. Backend Engineer
Rob
your hiring assistant
I've read the #hiring-eng thread and pulled context from your LinkedIn, Drive, and calendar. Here's what I'm seeing:
Context ingested
Before I draft the full brief — what level is this? Staff or Senior IC? And is there budget flexibility above £80k for the right person?
11:12 AM
Senior IC. Hard cap at 80k but we can do 0.15% equity. London hybrid, 2 days in office.
Got it. I've drafted BRIEF-127 with must-haves, nice-to-haves, a 5-stage pipeline plan, and a salary benchmark. Here's the coverage:
Brief coverage
CompleteWant me to send it to karri for review, or shall I set up screening criteria now?
Create briefs at the speed of conversation
Mention @Rob in discussions on Slack or Microsoft Teams, and Rob will create structured hiring briefs informed by your conversation's context.
Read first, ask second
Rob ingests your connected tools — LinkedIn, Drive, calendar, email — before asking a single question. One response might resolve ten topics.
“What culture traits matter most for this role?”
“What technical challenges will they face in 90 days?”
“Walk me through your screening-to-offer pipeline.”
Per-persona onboarding
A CEO gets culture and vision questions. A Head of Department gets domain questions. A Recruiter gets operational workflow questions. Same role, different conversations.
What seniority level are you targeting?
Staff-level, 7+ years
Does this role manage anyone directly?
One mid-level eng
What does the first 90 days look like?
Coverage
topics done
No forms, no dead ends
Rob asks one question at a time, in the order that makes sense given what he already knows. Stop and come back any time — the coverage map tracks where you left off.
Role Summary
Must-haves
Pipeline Plan
Lena Chen
lena@acme.co
Mark Torres
mark@acme.co
Jess Okonkwo
jess@acme.co
You approve before anything moves
Every Brief is reviewed by you before Source spins up. If approval chains exist, Rob routes the plan by email — no login required.
From two paragraphs
to a full hiring plan
Brief decomposes your description into must-haves, nice-to-haves, 90-day success measures, a salary band, and a per-stage pipeline plan — with evaluation criteria for every round.
Must-haves
- Distributed systems experience (event-driven architecture)
- 5+ years backend engineering at scale
- Led at least one major migration or re-architecture
- Can manage one direct report (mid-level eng)
Nice-to-haves
- Kafka / event-sourcing experience
- Fintech domain knowledge
- Open-source contributions
Salary benchmark
90-day success measures
- Migration architecture approved by team
- First service migrated to event-driven
- Direct report ramped and productive
From plain English to a structured hiring plan
Brief decomposes your description into must-haves, nice-to-haves, a salary band, and a per-stage pipeline plan — with evaluation criteria for every round.
Must-have vs nice-to-have
Explicit trade-offs, not implicit ones. Every requirement is classified so downstream stages know what to enforce and what to flex on.
Recommended
Market-rate salary benchmark
Rob benchmarks compensation against your market, seniority, and company stage — so your offer lands the first time.
One-step regeneration
when the role shifts
If the role shifts mid-search, Brief regenerates — rubric, pipeline plan, salary benchmark, all updated. Every downstream stage picks up the new version automatically.
Must-haves
- Distributed systems experience
- 5+ years backend engineering
- Led at least one migration
Seniority shifted from Senior IC to Staff. Scope now includes platform ownership.
Pipeline plan
Must-haves
- Distributed systems experience
- 7+ years backend engineering
- Led at least one migration
- Platform ownership experienceNEW
- Staff-level technical leadershipNEW
Salary benchmark
UPDATEDPipeline plan
RENAMEDChange log
Regenerate in one step
Tell Rob what shifted. The Brief regenerates — rubric, pipeline plan, salary benchmark, all updated — and every downstream stage picks up the new version automatically.
Per-stage pipeline plan
Every round has its own format, assessor, evaluation criteria, and candidate prep — independently configurable per role.
Interview rubric generation
Every interviewer gets a rubric to score against — derived from the Brief, so it stays aligned with what you're actually hiring for.
What Brief
replaces
No more blank templates, gut-feel rejections, or roles that drift mid-search without an audit trail.
Internal thread · 14 replies
“Is this a senior or staff role?”
“Do we need Kafka or just event-driven?”
“I'll know it when I see it”
Sr. Backend Engineer — Event-driven migration
Must-haves: Distributed systems, 5+ yrs, led migration
Nice-to-haves: Kafka, fintech, OSS contributions
From chaos to clarity
Blank templates, gut-feel rejections, and drifting roles are replaced by a shared written understanding with explicit trade-offs and a rubric every stage can score against.
VP Engineering
“Seemed sharp, good vibes”
Tech Lead
“Not a culture fit”
Systems design
Collaboration
Code quality
Rubric every stage can score against
No more gut-feel rejections. Every interviewer scores against the same criteria, derived directly from the Brief.
Audit trail, not drift
Every change to the role is versioned. The pipeline never drifts from the current definition — and you can see exactly what changed and when.
Under the hood
Everything Brief generates, from role decomposition to pipeline customisation.
Role decomposition
From plain-English prompts to a structured ideal-candidate profile.
Coverage map
8 intelligence dimensions, ~60 topics. Gaps are visible, not assumed.
Must-have vs nice-to-have
Explicit trade-offs so downstream stages know what to enforce and what to flex on.
Salary benchmarking
Market-rate compensation for your market, seniority, and company stage.
Interview rubric generation
Per-role rubrics so every interviewer scores against the same criteria.
Culture-fit scoring
Optional. Only included if you provided culture context during onboarding.
Pipeline customisation
Per-role, per-stage — format, assessor, criteria, and candidate prep.
Approval chains
Route the completed Brief to a named approver by email before anything posts.
Per-persona onboarding
CEO gets culture questions. Head of Dept gets domain questions. Recruiter gets ops.
Passive intel ingestion
Rob reads your connected tools on signup — company context before you type a word.
One-step regeneration
Role shifts mid-search? Rubric, pipeline, salary — all updated in one step.
Dev-team escalation
Unsupported tools get escalated to our dev team. No CSV workarounds.
Questions
and answers
Do I have to write a job description to get started?
No. Two paragraphs of plain English is enough. Rob pulls everything else — company context, team structure, comparable roles you’ve hired before — from the tools you’ve already connected.
What if the role changes mid-search?
Tell Rob. The Brief regenerates in one step — rubric, pipeline plan, salary benchmark, all updated. Every downstream stage inherits the new version automatically, so the pipeline never drifts from the current definition of the role.
Can I require sign-off before anything goes external?
Yes. If your onboarding surfaced an approval chain, Rob routes the completed Brief to the named approver by email. They sign off without logging into Jobsly. Nothing posts until you have approval.
Does Rob generate a culture-fit score?
Only if you provided culture context during onboarding. If you didn’t, Brief scores on technical, cognitive, experience, communication, and motivation/fit only. Culture-fit stays off unless you opt in.
Does every role have to look the same?
No. Every pipeline stage is independently configurable per role — format (email Q&A, skills test, video, live panel, take-home, reference), assessor, evaluation criteria, and candidate prep.
What happens if Rob can’t infer something?
He asks one question at a time, in the order that makes sense given what he already knows. No forms, no linear sequence, no dead ends. Stop and come back any time — the coverage map tracks where you left off.
1.0 Source
Find candidates who actually fit
2.0 Screen
Every application read and scored
3.0 Interview
Interviews that build on context
4.0 Reference
References that reveal the truth
5.0 Hire
Close the hire, not just the loop
“We stopped chasing candidates and started closing them. Rob handled the entire pipeline while we focused on building.”
Mira Johansson
VP Engineering, Vercel
“Six hires in two months with zero recruiter hours. That's not an optimization — it's a different model.”
Daniel Kraft
Head of Engineering, Ramp
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