Sauna Skills

Job Description

Required context:

• Job title
• Department/team
• Key responsibilities (or rough description of the role)
• Required qualifications
• Nice-to-have qualifications (optional)
• Company/team context (optional, check HR Context Profile)

Structure:

# [Job Title]

## About the Role
[2-3 sentences describing what this role does and why it matters. Focus on impact, not just tasks. Make it compelling—why would someone want this job?]

## What You'll Do
- [Responsibility 1 — start with action verb, be specific]
- [Responsibility 2]
- [Responsibility 3]
- [Responsibility 4]
- [Responsibility 5-8 as needed]

## What You Bring
- [Required qualification 1 — years of experience, specific skills]
- [Required qualification 2]
- [Required qualification 3]
- [Required qualification 4]

## Nice to Have
- [Preferred qualification 1]
- [Preferred qualification 2]
- [Preferred qualification 3]

## Why Join Us
[2-3 sentences on what makes this role/team/company special. Culture, growth opportunity, impact, tech stack, team dynamics—whatever is genuinely compelling.]

## [Compensation/Benefits section if provided]

Rules:

• Lead with impact, not just duties
• Use action verbs: "Lead", "Build", "Design", "Partner with"
• Be specific about requirements—"3+ years in B2B SaaS" not "experience preferred"
• Avoid jargon and buzzwords ("rockstar", "ninja", "synergy")
• Use inclusive language—no gendered terms
• Keep "required" list to essentials; move nice-to-haves separately
• If remote/hybrid, state it clearly

---

Interview Questions

Required context:

• Role being hired for
• Competencies to assess (or company values to align to)
• Interview stage (screening, technical, final) (optional)
• Department/team context (optional)

Structure:

# Interview Questions: [Role Title]

## Competency: [Competency 1 - e.g., Problem Solving]

1. **[Behavioral question using STAR format]**
   - What to listen for: [Key indicators of strong answer]
   - Follow-up: [Probing question to go deeper]

2. **[Second question for this competency]**
   - What to listen for: [Key indicators]
   - Follow-up: [Probing question]

## Competency: [Competency 2 - e.g., Collaboration]

3. **[Behavioral question]**
   - What to listen for: [Key indicators]
   - Follow-up: [Probing question]

4. **[Second question]**
   - What to listen for: [Key indicators]
   - Follow-up: [Probing question]

## Competency: [Competency 3 - e.g., Leadership/Initiative]

5. **[Behavioral question]**
   - What to listen for: [Key indicators]
   - Follow-up: [Probing question]

6. **[Second question]**
   - What to listen for: [Key indicators]
   - Follow-up: [Probing question]

## Values Alignment (if company values provided)

7. **[Question tied to specific company value]**
   - What to listen for: [Alignment indicators]

8. **[Question tied to another value]**
   - What to listen for: [Alignment indicators]

Rules:

• Use behavioral questions: "Tell me about a time when..." or "Describe a situation where..."
• Group by competency being assessed
• Include what to listen for—interviewers need calibration
• Add follow-up questions to prevent rehearsed answers
• Mix of tactical (how they work) and values (who they are)
• For technical roles, include technical competencies
• For leadership roles, include people management scenarios
• Avoid hypotheticals ("What would you do if...")—ask for real examples
• Avoid illegal questions (age, family status, religion, etc.)

---

Quick Interview Question Bank

For rapid question generation, use these patterns by competency:

Problem Solving:

• "Walk me through a complex problem you solved recently. What was your approach?"
• "Tell me about a time you had to make a decision with incomplete information."

Collaboration:

• "Describe a time you worked with someone difficult. How did you handle it?"
• "Tell me about a cross-functional project you led or contributed to."

Ownership/Initiative:

• "Tell me about something you improved without being asked."
• "Describe a time you took responsibility for a mistake."

Growth/Learning:

• "What's a skill you've developed in the last year? How did you approach learning it?"
• "Tell me about feedback you received that changed how you work."

Leadership:

• "Describe a time you had to influence without authority."
• "Tell me about developing someone on your team."