Just a Tuesday · Employer portal
This takes about 15 minutes. The more honest your answers, the better your matches. We're not looking for the job posting — we're looking for the real job.
Section 1 of 6
Your company
No login yet — this identifies who the role belongs to so candidates and matches can find their way back to you.
Company name
Your name
Your email
Company name, your name, and a valid email are required.
Section 2 of 6
The role basics
Start with the structured stuff. Upload your job description and we'll extract what we can automatically — then we'll ask you the questions that matter.
Job description
Paste it below or upload a file. We'll parse the structured data so you don't have to re-enter it.
Drop a file here or click to upload
.pdf, .doc, .docx, or .txtRole title (as you'd actually say it internally)
Location
Compensation range
Why is this role open?
Section 3 of 6
The actual job
Forget the job description for a minute. Tell us what this person actually does.
What does this person actually do on a typical Tuesday?
Not the responsibilities section. What does a real day look like — who do they talk to, what do they produce, what decisions do they make?
What does success look like at 30, 90, and 180 days?
Of everything listed as required in the posting — what are the three things that actually matter most?
Be honest. If you'd hire someone missing half the list but strong on these three things, tell us which three.
What's genuinely negotiable that the posting makes sound mandatory?
Years of experience, specific tools, certifications — what would you flex on for the right person?
Section 4 of 6
The honest part
This section is different. These questions don't appear on any job posting. They exist because the most common reason a hire fails isn't skills — it's unspoken expectations on both sides. Answer honestly. Your candidates will too.
What's the hardest part of this role that won't be in the job description?
Organizational friction, unclear ownership, difficult stakeholders, program challenges, team dynamics — whatever it actually is.
What kind of person has struggled in this role or on this team before?
Not a person — a profile. Someone who needs a lot of direction, someone who works in silos, someone who can't handle ambiguity. Whatever's true here.
What would make you say six months in that this hire was a mistake?
The clearest signal you can give a candidate about what not to be.
What does the team this person joins actually look like day to day?
Size, dynamic, how decisions get made, what the culture actually is vs. what you'd put in a careers page.
Section 5 of 6
Leadership & growth
Candidates want to know who they're working for and where this role goes. Give them something real.
How would you describe the management style of the person they'd report to?
Where does this role go? What's the realistic path forward?
Not the boilerplate "growth opportunities" line. What has actually happened to people who've done this job well here?
What does the interview process look like from here?
Number of rounds, who's involved, timeline to offer. Candidates are interviewing you too.
Work environment
Section 6 of 6
Aerospace & defense context
The details that matter in your world and don't exist on any other platform.
Clearance requirement
Program environment
Program phase
Contract type
Realistic travel requirement
Not the legal cover percentage. What does this person actually do?
What's one thing you wish candidates understood about working here before the first conversation?
This goes directly to candidates who match your role. Say what you'd say in the first five minutes of a call.
Role received.
We'll start matching candidates against it.