The requisition is the real bottleneck
A role is approved in a meeting, then waits for someone to write it down. The draft circulates, collects comments, and loses a fortnight before a single candidate has heard the job exists.
Every downstream step inherits that delay, and the best candidates are gone by the time the advert goes live.
One word, one draft, one review
Start from the role title alone. Generate a complete draft — responsibilities, must-haves, nice-to-haves, seniority signals — and put the hiring manager in the position of editing rather than authoring. Editing takes minutes; authoring takes weeks.
The approved JD becomes the rubric
This is the part that matters. Once approved, the job description is not a marketing document — it is the scoring criteria for fit checks and the question set for the interview. Change the JD and the rubric changes with it.
That single link removes the most common failure in structured hiring: assessing against criteria nobody wrote down.
