We are hiring a sales lead. Prepare the job brief, scorecard and questions.
An AI chat writes a job post, but does not always structure the end-to-end evaluation process.
Bruno coordinates HR, manager and business strategy to align criteria, questions and final decision.
A job brief, scorecard, interview guide and decision template.
Bruno aligns the people involved in hiring without exposing more information than necessary.
Mobilized foundations- Shared project and permissions: agents work inside the right scope, with access approved for the relevant team.
- Personal brain: authorized people’s notes, preferences and history enrich the answer without asking everything again.
- Digital twin: Bruno keeps track of the goal, constraints and tradeoffs instead of treating each request as an isolated prompt.
- Hiring project: criteria, questions, interview feedback and final decision stay in the same workspace.
Apply the "Align the team before interviews" use case in my company context.
- The priority deliverables are produced: Job brief, Scorecard, Interview guide, Decision summary.
- Assumptions, risks and required human approvals are explicit.
- The result is reusable by the team, as in the Klara RH, a B2B services SMB example.
Info to clarify
- What is the exact context of your company, customer or project?
- Which documents, data or conversations can Bruno use as a starting point?
- Which deliverables do you want first, and which ones can wait?
- Who must approve the result before any external action is launched?
The founder is hiring a sales lead, but partners are not aligned on what they actually want to evaluate. One wants an enterprise closer, another wants a process-minded profile able to structure the junior team. Early interviews confirm the ambiguity: candidates all tell a strong career story, but nobody knows how to compare complex selling, coaching ability and forecasting discipline. The risk is choosing the most reassuring interview presence, not the person who will solve the real problem of the next twelve months.
Bruno clarifies criteria, prepares the scorecard, interview questions and shared decision method. Each criterion is tied to a real situation from the role, so candidates are not scored on vague impressions. It also proposes proof to request, short exercises and warning signs to document during interviews. Partners can debate comparable observations instead of each defending their intuition after the fact.
Created agents
- Job brief agent
- Scorecard agent
- Structured interview agent
Delivered assets
- Weighted scorecard
- Interview guide
- Final decision template