What It Is

Most recruiters build their search materials separately and inconsistently. A job posting written from scratch. A LinkedIn post borrowed from the last role. Interview questions pulled from a generic template. No battle card at all. The result is a search that looks like every other search — disconnected pieces that don't reinforce each other and don't reflect what's actually interesting about this role.

The Role Playbook changes that. It takes everything learned during the intake process — the intake form, the meeting transcript, the employer brand canvas — and generates a complete set of materials in one pass. Job posting, social content, video prompts, interview questions, evaluation criteria, and (if you have a target competitor) a battle card. All built from the same foundation. All saying the same thing in different ways.

Every role gets the same level of preparation. Every search starts with a consistent identity. And the recruiter walks in with tools that actually reflect the role — not templates filled in by habit.

When to Use It

After the intake meeting has been processed and the intake form is complete. This is the last step in the intake series — it consumes what was learned and turns it into everything needed to run the search.

Do not start this skill until you have the required inputs. It asks for everything upfront and generates the full playbook together — no piecemeal output, no half-finished document.

What to Bring

Required:

• The completed intake form (from the intake transcript processor)
• The intake meeting transcript
• Your employer brand canvas or EVP

Optional but valuable:

• The hiring manager profile, if you've built one
• An existing job posting from your company for a similar role
• The name of a specific competitor you'd like a battle card built against

For the competitor: the more specific, the better. "Build a battle card against Ramp" produces a much more useful battle card than "infer a competitor from the market." If you don't have one in mind, the skill can infer — but flag that it will be less precise.

What You'll Get

A single document with everything you need to launch the search:

1. Job posting Written to attract the right person, not describe the role to everyone. Paragraphs over bullets. Brand voice throughout. Leads with what's interesting about the role, describes the team in the hiring manager's language, and includes qualifications framed as descriptions of who succeeds here — not a checklist to filter against.

2. Three recruiter LinkedIn posts Fully drafted. Copy, paste, publish. Each one leads with something worth reading — a specific insight, an honest observation, something true about the role — before referencing the open position. None of them say "we're hiring" or "great opportunity." They're written for people who aren't looking for a job yet.

3. Two hiring manager LinkedIn posts Written in the hiring manager's voice, drawn from their language in the transcript. Personal, specific, and focused on the team and what the company is building — not on the job description.

4. Two to three hiring manager video prompts Starting points for 45-second videos — clear direction without a script. Each prompt gives the hiring manager a topic and a few angles to speak to, so they can record something authentic rather than something rehearsed.

5. Three to five interview questions Specific to this role and brand — not generic competency questions. Each one is designed to surface something that connects to what the hiring manager said matters most, with a note on what a strong answer looks like.

6. Interview evaluation criteria Two to five things the interview panel will actually be evaluating — drawn from the intake and framed for handoff to the hiring manager and the ATS. Not a scorecard, just a clear list of what matters for this specific role.

7. Competitor battle card (if a competitor was identified) Where you're stronger, where they're stronger (honestly), specific talking points for candidate conversations, and what to avoid. Built from career site research at the time of generation.

How to Use It

The job posting is a strong first draft — review it with the hiring manager before it goes live. They should confirm it accurately reflects what they're looking for.

The social posts are ready to publish — but the recruiter and hiring manager should read them before posting. Personal voice matters, and a quick read ensures it sounds like them.

The video prompts work best when given to the hiring manager in the first week of the search, while enthusiasm is high. After that, the urgency fades.

The interview criteria should go back to the hiring manager for confirmation before the loop begins — "based on what we discussed, here's what I think we're evaluating. Does this match what you're looking for?"

The battle card is a starting point, not a permanent reference. Verify anything time-sensitive before using it in candidate conversations.

To Start

Share your inputs:

"Here's my completed intake form, the meeting transcript, and our employer brand canvas. I also have the hiring manager profile from a previous role. For the competitor, I'd like a battle card against Workday..."

"I have the intake form and transcript but I don't have a formal brand canvas — I can share our EVP statement instead. No competitor in mind, so go ahead and infer one..."

The skill will tell you if anything required is missing and ask whether to proceed or wait. Once everything is in, it generates the full playbook.