Turn the role in your head into a sharp, searchable brief: mission, outcomes, non-negotiables and the search reality behind the profile you want.
Build a role brief a recruiter or internal talent team could search from tomorrow. The tool tests coverage, the candidate proposition and process readiness, and shows what strong candidates will ask.
Approximately 8 to 12 minutes. Optional fields can stay blank, they are marked "Not assessed" rather than treated as failures. Indicative guidance, not market data or legal advice.
Step 1 of 5 · Role & business · 20%
What is this role, really?
Not the job title, the job. A brief that starts with a clear mission and honest context attracts people who want that mission.
Give the role a title.
Choose the closest role family, the brief adapts to it.
Commercial accountability
Pick how the role is commercially accountable.
Business context (optional, supports a confidential brief)
The mission
Write the mission, it is the single most-read sentence in the brief.
A strong mission names a commercial outcome and a horizon. "Drive sales growth" is a wish; "take us from two reference customers to a defensible position in 18 months" is a mission.
The market it plays in, and what success looks like.
Candidates decide with outcomes, not duty lists. Two to four measurable outcomes beat twenty bullet points.
Where the role operates
Choose the scope.
Choose the route to market.
This shapes the whole brief, who closes?
Crediting decisions get made properly in the Sales Compensation Designer, the brief just has to state the intent.
This captures leadership context for the brief only, leadership incentive design is a separate conversation, not a calculator.
12-month outcomes (2 to 4, each with a measure and timing)
OutcomeHow it's measuredBy when
The first 90 days
Formal target, if the role carries one
Designing the payout too? The Sales Compensation Designer pressure-tests the target and mechanics before candidates do.
The package, and why anyone good would take it.
A brief without numbers gets ignored by the exact people you want. A brief that pretends the role has no hard parts gets found out at offer stage.
Package
Add at least a base "from" figure, candidates filter on it.
Why would a good person join?
Distinct and specific beats warm and generic. "Great culture" earns nothing here, "40+ referenceable enterprise customers" does.
Straight talk, the hard parts
How difficult do you currently expect this profile to be?
This is your assumption, not a verified market benchmark, the report combines it with the measurable risk signals in the brief.
Plenty of candidatesCompetitiveScarceUnicorn
Who genuinely has to exist for this to work?
Each additional must-have narrows the available pool, sometimes sharply. Keep only the requirements without which the person could not deliver the outcomes.
Genuine non-negotiables (maximum five, that's the point)
Capabilities the person can learn after joining
Product knowledge, internal systems and sector vocabulary are usually teachable. Moving them out of the non-negotiables widens the pool without lowering the bar.
Objective, job-required constraints only, e.g. Australian working rights, ability to travel, driver's licence, a required certification, a genuine location or attendance requirement, or essential customer/market experience. Not personal or demographic preferences.
Process & decision readiness
Search authorisation
A brief can be excellent while the search itself is not approved. Two minutes here separates document quality from permission to hire. All optional, unanswered items are "Not assessed".
Commencement dates are targets for planning, not guarantees.
Your brief, assembled.
The headline and readiness are open. The full brief, with the questions it can't yet answer, is prepared below.
Brief at a glance
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Brief status
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Brief status Completeness measures whether the essential search decisions have been documented. Search status is separate: it reflects whether the search can actually begin. A brief can be complete and still not ready to launch. Neither figure determines whether the written content is commercially persuasive or whether the market will accept the package.
Search authorisation(separate from document quality)Not assessed
Edit answers:
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Your role brief is ready.
Enter your details to unlock the full on-screen brief: the formatted document, the readiness assessment, search-risk signals and the questions strong candidates will ask.
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Handled confidentially by GTM Search Partners. By unlocking the brief, you agree that we may contact you about your search. Privacy Policy.
Executive readiness assessment
Top three actions before the search
Before this search can commence
What a strong candidate will ask that this brief can't answer yet
Search-risk signals
Deterministic signals from the brief plus your own difficulty assumption, not a verified market benchmark.
Role brief, confidential
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Prepared with the GTM Search Partners Role Brief Builder · gtmsearchpartners.com · 07 3706 2668 · GTM Search Partners is a trading name of Warrell & Reid Pty Ltd, ABN 82 651 080 116. Indicative document for discussion, not an employment contract, offer or advertisement.
Internal search status
Internal use only, remove before sharing externally.
Recommended next steps
Indicative brief-building guidance based on what strong Australian commercial candidates ask. General information only, not legal, employment or remuneration advice, and not market data.
GTM Search Partners · Boutique go-to-market executive search, a trading name of Warrell & Reid Pty Ltd (ABN 82 651 080 116) gtmsearchpartners.com · mark@gtmsearchpartners.com · 07 3706 2668 · Paddington, Brisbane QLD, by appointment
