Job Requisition & Role Intake
About this template
This template helps hiring teams provide the information needed to define, position, and prepare a new role for posting. It captures the role’s purpose, responsibilities, qualifications, work arrangement, compensation guidance, reporting structure, evaluation criteria, hiring milestones, and final approval.
Who it’s for
- Hiring managers opening a new position
- HR and recruiting teams preparing a job requisition
- Teams defining a role before creating a job posting
- Organizations coordinating interview plans and hiring approvals
When to use it
- When a new role needs to be defined before recruiting begins
- Before drafting or launching a job posting
- When compensation, location, and employment type need to be confirmed
- When interview responsibilities and selection criteria need alignment
- Before the final approver authorizes the hiring request
Customization tips
- Add department, cost center, or requisition number fields if your approval process requires them.
- Include a headcount type field to distinguish new roles from replacement hires.
- Add budget owner approval if compensation requires separate authorization.
- Tailor evaluation criteria to the skills and outcomes most important for the role.
Preview the template
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Job Requisition & Role Intake
Role overview
Start with the core purpose and scope of the position.
Enter the title you’d like us to use while developing the requisition.
A short, clear summary of the role’s mission and the business need it addresses.
Focus on the responsibilities that will define success in the role.
Share only the qualifications a candidate must have to be considered.
These can help us distinguish strong candidates without narrowing the pool unnecessarily.
Work arrangement & compensation
Tell us how and where this person will work, along with the compensation approach.
Select the intended engagement type for this opening.
Choose the expected way of working for this role.
Include the office location or the geographic area where the person must be based.
Share the approved range or budget guidance, including currency and pay period where relevant.
Add details we should reflect or consider when positioning the opportunity.
Team & evaluation
Help us understand where the role sits and how candidates will be assessed.
Provide the role title of the position’s direct manager.
This helps us present a clear picture of the working environment.
Use measurable outcomes where possible.
These criteria will guide screening and interview planning.
Share the people who will participate and their expected focus in the process.
Hiring plan & posting
Set the timeline and details needed to prepare the job posting.
Select the preferred start date for the new hire.
Select when you would like the role to be ready to publish.
Share the schedule we should plan around beyond the posting launch and start date.
Include anything that should appear in or shape the public job post.
Let us know how we can make the hiring process accessible and welcoming.
Final review
Confirm who will provide the final go-ahead for this requisition.
Identify the person responsible for authorizing this opening before it moves forward.
Upload any existing job descriptions, team plans, compensation guidance, or relevant documents.
