will ask sharpquestions about the job you’re hiring for. You can walk out any time.
Back to job ads the right person never opens, interviews you wing, and a coin-flip on every hire.
An afternoon to write. A year to get wrong.
Most hiring processes produce one document and hope it does three jobs.
The internal JD — the brief that aligns your team on what the role actually is. The external ad — the version a passive candidate’s friend forwards over coffee. The interview plan — the design that covers every competency worth proving and gives every stage a reason to exist. These are different documents for different readers — and the studio produces all three.
The best person you could hire isn’t reading your job description. They’re being shown it by a friend over coffee. Write for the friend.
Don’t take our word for it. Feed it a real one.
Paste a job-ad URL, the text, or a few keywords — yours, a competitor’s, the role that’s been open three months. The panel reads it line by line and leaves a note wherever it would push back.
Senior Product Manager
We're a fast-paced, mission-driven team looking for a rockstar to join our growing family. The ideal candidate thrives in ambiguity, wears many hats, and isn't afraid to roll up their sleeves.
It's what you write when you can't describe the pace.
Whose mission? This sells you to yourself, not the candidate.
Top performers want to know what they'll own, not to be your rockstar.
Ambiguity toward what — name the one number this seat owns.
If everything's the job, nothing's the choice.
What you'll do
Own the product roadmap end to end. Drive cross-functional alignment across engineering, design, and go-to-market. Leverage data to drive insights and synergy. Champion the voice of the customer. Be a self-starter who can hit the ground running.
Every ad demands a self-starter, so it tells a great candidate nothing about you.
Running toward which number — name the outcome you'll judge month one on.
What we're looking for
A proven track record of success in a fast-paced environment. Excellent communication skills and a passion for our mission. Comfort with ambiguity and a bias for action. Wear many hats as needed. Other duties as assigned.
It admits the lines above it were padding.
Why join us
Competitive salary. Unlimited PTO. A dynamic, collaborative culture where no two days are ever the same.
If it were genuinely competitive you'd print the band; hiding it says it isn't.
Unlimited PTO reliably means people take less, and your best candidates know it.
A sample roast — paste your own ad above. It scrolls on its own — hover to pause, then scroll back over anything you missed.
The first one is free. So is the second.
Anyone can write the job. Almost no one plans the interview.
So most hiring still comes down to a hunch and a good first impression. When your description is done, the same six reconvene and build the interview from it — the stages, what each one proves, and a scorecard precise enough that two interviewers grade the same answer the same way.
Interview plan · Senior Product Manager
What the loop must prove
| Competency | Tested at |
|---|---|
| Owns a revenue funnel end-to-end | Work sample |
| Prioritises under real ambiguity | Case + panel |
| Moves people without authority | Backchannel |
| Writes the thinking down | Take-home memo |
Live work-sample on a real checkout-conversion problem from our own data. Knockout stage — a strong no here ends the loop.
Scorecard, 1–4: a 4 names the metric they’d move first and the experiment they’d run to move it; a 2 just lists features with no thesis.
Three partners they’d have no authority over. We watch whether the room leans in or politely waits for them to finish.
Scorecard, 1–4: a 4 changes a panellist’s mind on a real trade-off; a 2 wins the argument and loses the room.
This is what your Monday morning looks like.
What the panel would likely flag.
Six of the most quoted voices in hiring, strategy and persuasion — one sharp, specific call each, to take or wave off.
Each note is inferred from the advisor’s public work — their books, talks and interviews. How the panel works →
What it costs you not to use this.
A wrong hire you spend a year unwinding. The great candidate who read your first line and never opened the email. The Monday you spend rewriting last quarter’s description because no one remembered what the role was actually for. That’s the bill. It’s already running.
You pay the model directly. Your data, your bill, your kill switch. We don’t get between you and Anthropic.