People Task
Define a role from the work that needs to move
Turn recurring founder work into outcomes, tasks, boundaries, entry competencies, and evidence that interviewers can use consistently.
“This is costing me founder time and raises the risk of assessing candidates against unstated expectations.”
The result you need
Open a role with reviewable outcomes, tasks, context, boundaries, and entry competencies.
What is happening now
Where the work gets stuck
You can name work that limits the founder, yet the proposed role remains a broad profile or technology list.
- When it starts
- The team is ready to open a role or choose an assessment.
- What makes it difficult
- A broad role leaves candidates and interviewers guessing which work and outcomes matter.
- What progress looks like
- A qualified local HR reviewer approves a role record that interviewers can use without adding private criteria.
What to try next
Analyse the work before choosing a hiring assessment
Produce a locally reviewed role record from actual work evidence.
Before you act
Check these limits
- Strategy decides whether and when the organisation needs the role.
- Use actual work evidence and job-related entry requirements.
- Do not infer protected traits, personality, honesty, health, or future performance.
- Kit Hickey describes her own founder experience with People challenges; her named EIR role does not establish a general EIR pattern.
Sources
Check the research behind this advice
Read the sources before relying on a claim or recommendation.