Source: frameworks/kit-job-description-optimization/04-quality.md

Quality — Job Description Optimization QC Checklists

Gate 1: Binary — all items must pass before building starts. A single failure stops the build.

Gate 2: Weighted — 100 points total. Pass threshold: 90/100. Run after every build and after every revision.

Both gates must pass before any deliverable is sent to the client.

Gate 1 — Pre-Build (Gap Protocol)

Routing Check

Is an extraction interview available?

Yes → proceed
No → stop. Conduct the extraction first.

Upstream Inputs

[ ] Role has been validated (confirmed as needed, not assumed)
[ ] Hiring stakeholders identified (who will be interviewed for the extraction)
[ ] Prior job description reviewed (if one exists) — noted as supplementary, not primary
[ ] Reference data file read for this client
[ ] Compensation benchmarking completed or flagged as a separate deliverable

Extraction Coverage

[ ] Role purpose captured (why this role exists, not just what it does)
[ ] Must-haves explicitly designated and distinguished from nice-to-haves
[ ] Reporting structure confirmed
[ ] Organizational context captured (what's happening now that makes this role critical)
[ ] Responsibilities captured as actions, not just competencies
[ ] Working conditions confirmed (location, travel, remote/hybrid/on-site)

Gap Report Status

[ ] All gaps listed and either RESOLVED or with documented resolution path
[ ] No gap resolved by inference or assumption

Gate 2 — Post-Build (100 points, 90+ to pass)

Position Profile Quality (35 points)

#	Check	Points
1	Role purpose explains WHY, not just WHAT (would a reader understand what the organization loses if this role is empty?)	5
2	Must-haves are explicitly designated — each one is genuinely non-negotiable	5
3	Nice-to-haves are clearly separated from must-haves (no ambiguity)	4
4	No requirement inflation (every must-have is proportionate to the role level)	4
5	Responsibilities are written as actions with enough specificity to inform the scorecard	4
6	Competency expectations are behavioral, not generic labels	3
7	Organizational context is specific to the current moment, not boilerplate	4
8	Compensation range is included or flagged as a pending deliverable	3
9	Success measures are defined (or flagged as a gap if not captured during extraction)	3

Profile failures are blocking. The position profile feeds every downstream deliverable. A flawed profile propagates errors through the entire search.

Job Description Quality (25 points)

#	Check	Points
10	Responsibilities are action-based, not competency-based	4
11	Required qualifications are calibrated to the actual role (no inflation from prior descriptions)	4
12	Reporting structure is clear and current	3
13	Working conditions are specific (not vague "some travel may be required")	3
14	Compliance elements present where required (EEO statement, salary disclosure where legally mandated)	4
15	Consistent with position profile — same must-haves, same role purpose, same structure	4
16	No protected-class language that could be construed as discriminatory	3

Job Ad Quality (20 points — skip if no ad being produced)

#	Check	Points
17	Opens with what makes the opportunity compelling, not a requirements list	4
18	Written from the candidate's perspective ("You will..." not "The organization needs...")	3
19	Tone matches the target candidate and publication channel	3
20	Requirements are accurately represented (no promises the role doesn't deliver)	4
21	Clear application method and what to expect after applying	3
22	Consistent with position profile — no requirements added or removed	3

If no job ad is being produced, redistribute 20 points: add 10 to Position Profile, 10 to Job Description.

Content Accuracy (10 points)

#	Check	Points
23	Organization name matches reference data in every deliverable	2
24	Role title is consistent across all deliverables	2
25	All proper nouns match reference data	2
26	No content drawn from the golden example as a source	2
27	No content from a prior client's deliverables carried into this build	2

Cross-Deliverable Consistency (10 points)

#	Check	Points
28	Must-haves are identical across all deliverables (no requirements added or dropped between profile and ad)	4
29	Role purpose is consistent (adapted for audience but same core message)	3
30	Compensation context is consistent where disclosed	3

Scoring Summary

Category	Points
Position Profile Quality	35
Job Description Quality	25
Job Ad Quality	20
Content Accuracy	10
Cross-Deliverable Consistency	10
Total	100

Pass threshold: 90/100

Blocking failures:

Must-haves not designated or inflated
Role purpose missing or generic
Position profile inconsistent with downstream deliverables
Protected-class language in any deliverable
Content from another client's deliverables

Common Failure Modes

Failure	What It Looks Like	Root Cause	Fix
Requirement inflation	Mid-level role requires MBA, 15 years experience, and six certifications	Prior description accumulated requirements across multiple hiring cycles; extraction didn't deflate	Walk through each "requirement" with stakeholders: "If someone has everything else but not this, do you pass?"
Competencies as responsibilities	Position profile says "Strategic Leadership" as a responsibility	Extraction captured what the role IS, not what the role DOES	Rewrite: "Lead annual strategic planning process and present to the board"
Job ad reads like a job description	Ad opens with "The organization seeks a qualified professional with 10+ years..."	Ad written as a reformatted JD, not as an attraction document	Rewrite from candidate perspective: lead with compelling elements, reframe requirements as identity
Stale organizational context	Profile says "in a period of rapid growth" but the organization stabilized two years ago	Context pulled from prior documentation without extraction validation	Replace with current organizational reality from extraction
Cross-deliverable drift	Profile lists 5 must-haves; ad lists 7 (two were added by someone reviewing the ad)	Deliverables edited independently without cross-checking	After any revision to any deliverable, re-run cross-deliverable consistency check
Generic role purpose	"This role is responsible for overseeing operations and ensuring organizational success"	Role purpose written as a summary, not as a strategic rationale	Ask: "What changes about this organization's capacity when this role is filled?" Write the answer.