Stop writing job descriptions. Start with the questions that actually prevent a mis-hire.
This toolkit brings together Jess Skylar‘s complete approach to hiring at the right role and right level: from the template that walks you through the four magic questions before you ever open a job description, to the reference guide that helps you gut-check titles and salary ranges, to the Why Interview — the most important conversation you’ll have in any hiring process. Used together, these three resources help you get intentional before you get moving.
From the Helia Library — based on the article The Right Role at the Right Level, and a companion to the article Different Cultures Need Different Humans.
What’s Inside
Three resources, meant to be used in sequence. Start with the template — the other two are most useful once you’re clear on what you actually need.
01 — Right Role Right Level Template
A step-by-step template for working through the four magic questions, matching level to decision-making authority, and reality-checking whether you can actually support the hire you’re considering. Use this first — before you look at candidates or write a single line of a job description.
02 — Finding Your People Worksheet
A structured reflection to help you hire for your real culture—not the one in your values statement
03 — Common Roles Reference Guide
A reference table breaking down common roles across five functions (ops, development, sales, program, product) — with quick descriptions, sample responsibilities, what each level won’t do, and salary ranges. Use this once you’ve identified the level you need, to gut-check that your title and budget actually match the work.
04 — The Why Interview Template
A guided conversation framework for uncovering whether a candidate actually wants to do the specific job you’re hiring for — not just any job with that title. Use this early in your process (first or second round), after you’ve designed the role.
When Resources and Templates Aren’t Enough
These tools will help you get clear on what you need and run a more intentional process. What they can’t do is help you navigate internal politics when your team has conflicting opinions about what to hire for, facilitate a full org-structure diagnostic, or manage a senior search from role design through the final offer. If the stakes are high, the role is complex, or you keep ending up in the same stuck place — that’s usually where having a thought partner makes a real difference.
If you want help with hiring
Sophia Zisook helps organizations build equitable, systematic hiring processes — from job description through offer.
She’s a good fit if:
- You’re wrestling with the budget vs. support capacity tradeoff and need someone to think it through with you
- You want a hiring process that’s both rigorous and fair
- You need help designing the role before you start recruiting
