18/08/2026
It usually starts with a message like this:
"We need a sales guy."
"2–3 years experience."
"Should be good at communication."
That's the entire brief.
No detailed JD.
No clear responsibilities.
No defined outcomes.
No must-have vs. nice-to-have skills.
Sometimes, not even a clear understanding of what the person will actually be doing.
And then the hiring team is expected to find the perfect candidate.
Here's the problem:
You can't search for the right candidate when you haven't defined the right candidate.
Before we start sourcing, founders need to be clear about what they actually need...not just the job title they want to fill.
Because better hiring starts with a better brief.
jobskafe haas
