# Role-family JD scaffolds — TEMPLATE

> Replace the contents of this file with your team's actual scaffolds.
> The jd-writer skill reads this file on every run and uses it for
> section ORDER, not for section CONTENT — content comes from the
> hiring-manager interview. Without your real scaffolds, every JD reads
> the same.

Each scaffold lists section headers in the order recruiters expect to see them for that role family. Add or remove sections per family — the defaults below are starting points.

## Engineering (IC)

1. About the role
2. What you'll do
3. What we're looking for — must have
4. What we're looking for — nice to have
5. Tech stack you'll work with
6. About the team
7. Compensation and benefits
8. Equal employment opportunity
9. Accommodations
10. How to apply

Notes: Tech stack section sits before "About the team" because engineers skim for it first. Cap must-haves at five. Avoid version numbers (Python 3.11+) — they age the JD fast.

## Engineering (leadership: EM, director, VP)

1. About the role
2. What success looks like in 12 months
3. What you'll do
4. What we're looking for — must have
5. What we're looking for — nice to have
6. About the team and org context
7. Compensation and benefits
8. Equal employment opportunity
9. Accommodations
10. How to apply

Notes: Lead with the 12-month outcome, not the responsibilities — senior candidates evaluate on scope and mandate before tactics. "About the team" expands to org context (reports up, dotted lines, peer functions).

## Sales (IC: AE, AM, SDR)

1. About the role
2. What you'll do
3. What we're looking for — must have
4. What we're looking for — nice to have
5. Quota, comp plan, and territory
6. About the team
7. Compensation and benefits
8. Equal employment opportunity
9. Accommodations
10. How to apply

Notes: Quota and territory sit above "About the team" because they're the deciding inputs for sales candidates. Comp section then expands the OTE math.

## Marketing (IC and leadership)

1. About the role
2. What you'll do
3. What we're looking for — must have
4. What we're looking for — nice to have
5. About the team and how marketing partners with sales/product
6. Compensation and benefits
7. Equal employment opportunity
8. Accommodations
9. How to apply

Notes: Always include the cross-functional partnership context — marketing candidates evaluate the partnership shape as much as the mandate.

## Operations (RevOps, MarketingOps, SalesOps, BizOps)

1. About the role
2. What you'll do
3. The systems you'll own
4. What we're looking for — must have
5. What we're looking for — nice to have
6. About the team
7. Compensation and benefits
8. Equal employment opportunity
9. Accommodations
10. How to apply

Notes: "Systems you'll own" (Salesforce, HubSpot, Marketo, dbt, etc.) is the deciding section for ops candidates. List the actual systems, not categories.

## Cross-family rules

- Every scaffold ends with EEO + accommodations + how-to-apply, in that order. The jurisdiction-matrix file supplies the verbatim language for the first two.
- "Compensation and benefits" is always present. The jurisdiction-matrix file decides whether the pay range is mandatory.
- "What we're looking for" is always split into must-have and nice-to-have. Combining them is the single most common source of candidate-pool shrinkage.