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Startup StaffingSUS

Free hiring tool

Turn a hiring idea into a brief people can act on

Most early stage hires stall because the requirement was never written down properly. Answer six short questions and you have a usable first brief — then add as much detail as you want. It is saved in your browser as you go, for your team, for candidates, and for a conversation with us.

Sharper than a job advert

It asks what the person must deliver, not just what technologies they should have used.

Built for early stage teams

You do not need a signed-off spec, a finished salary band or an agreed start date.

Yours to keep

Print it, save it as a PDF, or share a link with a co-founder. Nothing is sent until you decide.

A head start with us

Once it says enough, talk it through with us and we can skip the basics and discuss the actual search.

Step 1 of 3 — Start here

0 of 6 essentials answered

Answer the questions below and you will have a brief worth sending. Nothing is compulsory.

Start here

Six short answers. This is what a recruiter needs before a sensible first conversation — everything else can wait.

However you refer to it internally is fine. We can help you name it properly later.

The single most persuasive thing you can tell a strong candidate.

Two or three. If you would still interview someone without it, it is a nice-to-have.

Changes the modelling currency only — figures are not converted between currencies.

An estimate is fine. Currency is for presentation only — we never convert between currencies.

Nothing is sent until you choose to

Your answers stay in this browser while you work. You can print the brief or share a link with your team. If you ask us for a conversation, we only know you came from this tool — your answers stay with you until you choose to tell us.

Still to answer

  • What the role is called. Without a title nobody can tell what is being hired.
  • Roughly how senior. Seniority sets the pool, the pitch and the salary conversation.
  • What they need to achieve. The outcome is what a strong candidate reads first.
  • The genuine must-haves. Two or three real requirements make a shortlist accurate.
  • Where the role is based. Location or working model decides who can realistically take it.
  • Approximate salary. An estimate avoids a search that was never affordable.

None of these are compulsory. A partial brief is still a useful starting point.

What a strong technical hiring brief covers

A job advert describes a vacancy. A hiring brief describes the problem the hire solves, and that is the document a panel, a recruiter and a strong candidate can all work from. A brief does not need to be long — it needs to answer six things clearly enough that two people reading it would describe the same job.

The role
What you are hiring, and how many.
Your company
Enough context for a candidate to understand who you are.
What success looks like
The part most job adverts miss, and the part good candidates read first.
Technical requirements
Separate what is genuinely essential from what would be nice.
Practical details
Location, budget range and process. Estimates are fine.
Priorities and trade-offs
Where you would flex, and where you would not.

Everything except the role title is optional, and a partial brief is still useful. The builder saves drafts in your browser only.

Related reading

Guides from the resource hub that cover the thinking behind this page. Each one is written by us and reviewed before publication.

Once your brief is written