Most role briefs describe the job. The useful ones describe the decision: what this person must change, by when, and what you will trade off to get them.
Start with outcomes, not duties
Write down the two or three results that would make this hire a clear success after ninety days and after a year. Everything else in the brief should support those results.
Separate must-haves from nice-to-haves
If every requirement is essential, the search will be slow and the shortlist thin. Name the three things you will not compromise on, and be honest about the rest.
Say what you can offer
Scope, team, learning, flexibility and compensation range all matter. Candidates compare roles, and a brief that knows its selling points makes outreach far more credible.
Agree how you will decide
Who interviews, in what order, and who has the final say? A clear process respects candidates’ time and keeps strong people from dropping out.