Create a role requirement and competency blueprint for the [RoleTitle] within [CompanyName], explicitly tied to the priority outcomes [KPI1] and [KPI2] for the next [Timeframe]. Use the [Framework] proficiency scale to define technical, behavioral, and leadership competencies, and translate them into measurable performance objectives. Specify the minimum proficiency for “entry-ready” vs. “top-performer” and identify the high-variance competencies that most impact outcomes.
Output format: Provide (1) a one-paragraph role purpose; (2) a Markdown table with columns: Competency | Description | Proficiency (1–5) | Behavioral Indicators | Measurement Method | Evidence Source | Priority; (3) a 6-bullet “non-negotiables” list; and (4) 3 acceptance criteria that determine hiring readiness. Include cross-references to [KPI1]/[KPI2] in the Measurement column.
Incorporate constraints (e.g., budget, headcount) and specify success-in-role metrics for the first 90/180 days. Call out competencies that can be rapidly trained vs. those that must be pre-existing at hire.