Not because they were the wrong person. But because what you meant and what they understood were never the same. It starts with a vague job profile and ends with a conversation you did not want to have. JobsGenerator makes the role concrete before you post the vacancy — so the person you hire knows exactly what they are walking into.
Most organisations start hiring with a feeling, not a definition. The director knows what problem needs solving. But that feeling never gets translated into concrete expectations — about results, behaviour, culture and assessment. So the vacancy attracts broadly, the interview runs on gut feeling, and six months later everyone is surprised. Then the real cost begins.
'Someone independent, entrepreneurial, who fits our culture.' That sounds right. But it does not tell anyone what success looks like in six months.
Freedom, growth, impact. All true in some sense. But without concrete definition, each candidate reads it differently. The mismatch is already there before the first interview.
No behavioural indicators. No STAR questions. The person who presents well wins the role. That is not the same as the person who will perform well.
Underperformance. Difficult conversations. Sick leave. Exit. And then you start again — with the same vague input.
JobsGenerator translates what you need into a sharp job profile. Not a task list. A definition of results, behaviour, context and assessment criteria. From that one input, a job posting, competencies, STAR interview questions and assessment criteria are generated — all connected to the same role expectation.
Pick the vacancy that is open right now. Generate the job profile, compare it to what you were about to post and use the STAR questions in the first interview.