Most Hiring Pain Starts With a Weak Brief

Not because talent is the issue. Because you haven't defined the job properly.

This is how a lot of senior roles get written:

We're hiring a [Insert Title].

• 8+ years' experience

• Strong leadership skills

• Proven track record

• Comfortable managing budgets

• Cross-functional collaboration

• Thrives in a fast-paced environment

It sounds fine. But it doesn't say anything.

What is this person here to change?

Because usually you're trying to:

• Stop revenue slipping

• Fix a team that's plateaued

• Bring structure to something that's grown messy

• Improve output without just adding headcount

• Get better commercial return from the work

• Get yourself out of constant firefighting

That's the job. Not "8+ years' experience".

If you can't clearly define what needs to look different 6 - 12 months after they join, the process drags.

• Interviews become subjective.

• Shortlists feel interchangeable.

• Decisions stall.

Clear briefs lead to better hires. Vague briefs can lead to expensive mistakes.

Start with what needs to change. Then hire the person who's already done that.