Turn a hiring manager's brief into a usable specification

The short brief that went in, and the structured specification that came back, so you can see exactly what the agent added and what it only reorganised.

Build a spec from my briefOpening the agent does not run it or spend credits.

What the agent was given

Company: Northbank Software (fictional)
Role: Senior Customer Success Manager
Reports to: Head of Customer Success
Location: Manchester (hybrid, 3 days on site)
Contract: Permanent, £60,000
Brief supplied: 6 lines of free text

What came back

lines of brief in

structured sections out, every requirement traceable to a line of the brief

gaps marked for a human rather than filled with an invented requirement

What went in

The hiring manager's brief, verbatim

Need a senior CSM for the enterprise book, reporting to me.
Manchester, hybrid 3 days.
Around 30 accounts, mostly £50k-£200k ARR, renewals + expansion.
Must have: enterprise SaaS CS experience, run their own renewals, comfortable with usage data.
Nice: worked with a PLG motion, Gainsight.
£60k, permanent. Need someone who can also mentor the two junior CSMs.

This is the complete input. Nothing else was supplied.

What came back

Generated specification

Senior Customer Success Manager

Northbank Software · Manchester (hybrid) · Permanent · Reports to Head of Customer Success

Purpose of the role

You will own renewal and expansion outcomes for Northbank Software's enterprise portfolio, roughly 30 accounts between £50,000 and £200,000 ARR, and set the standard for how the wider Customer Success team works with accounts of that size.

This is a senior individual contributor role with a mentoring responsibility, reporting to the Head of Customer Success.

Key responsibilities

Own the renewal cycle end to end across a portfolio of approximately 30 enterprise accounts, including forecasting and commercial negotiation.
Identify and progress expansion opportunities within existing accounts, working alongside Sales where a new commercial relationship is required.
Use product usage data to identify accounts at risk before the risk is visible in the relationship, and act on it.
Mentor two junior Customer Success Managers: review their account plans, support them through escalations, and model the engagement approach.
Feed recurring customer themes back to Product and Support so that fixes are prioritised against revenue at risk.

Essential requirements

Experience managing enterprise SaaS customers through a full renewal cycle, with personal ownership of the commercial conversation.
Confident working with product usage data to reach a judgement about account health.
Experience supporting or mentoring less experienced colleagues.

Desirable

Experience in a product-led growth motion.
Familiarity with Gainsight or a comparable customer success platform.

Working arrangements and package

Permanent, full time. Manchester, hybrid with three days on site.

Salary £60,000.

Where the brief was silent

Gaps left for a human

Benefits

Not supplied in the brief. Pension, holiday and any bonus or commission structure need adding before this is circulated.

Performance measures

The brief names the outcomes but not the targets. Add net revenue retention or a renewal-rate expectation if one exists.

Progression

Not supplied. A senior IC role with mentoring usually prompts the question of where it leads.

The draft marks these rather than filling them. A requirement nobody asked for is harder to argue out of a specification later than one that was never added, and a visible gap is something a hiring manager can answer in a sentence.

Assumptions and limits (4)

The brief shown is the complete input. Nothing else was supplied to the agent.
Where the brief was silent, the draft marks a gap for a human to fill rather than inventing a requirement.
The output is a first draft for review, not a final document. Package, benefits and legal wording need your own sign-off.
Northbank Software is fictional. Any resemblance to a real employer is coincidental.

Why this matters

The gap between what a hiring manager sends you and what you can circulate is usually a couple of hours of rewriting. The brief arrives as bullet points in a message: the team, roughly what the person will do, and two or three things they must have. Someone in talent then turns that into a document with consistent sections, responsibilities phrased as accountabilities, and requirements split into essential and desirable.

Read the rest of the background

Taligent's Job Spec Builder does that first pass. It takes the role details and requirements you supply and returns a structured draft: purpose, responsibilities, essential and desirable requirements, working arrangements and package. It organises and phrases what you gave it; where the brief is silent, the draft leaves a visible gap rather than inventing a requirement, because a requirement nobody asked for is harder to remove later than one that was never added.

Below is the brief exactly as it was submitted, alongside the specification generated from it. The point of showing both is to make the transformation inspectable: you can check every requirement in the output against a line in the input, and see where the draft is asking you for a decision rather than making one.

Run this for your own role

Create a free account and Job Spec Builder works from your role, your requirements and your numbers. You start with 3 credits; each agent shows what a run costs before you start it.

Build a spec from my brief