We are ready to write the job description for our first true outside executive hire, but we are struggling to define their role without making the seat too broad. How do we use the Accountability Chart to scope this seat?

Question

Tyler Smith · Accepted Answer

Scoping your first major outside executive seat is a critical milestone, but most owners fail because they write job descriptions based on a wishlist of skills rather than organizational need. This inevitably leads to hiring a highly paid firefighter who burns out trying to do everything.

To avoid this, you must use your Accountability Chart, not a traditional corporate job description. Before you ever write a job post, define the exact seat on your Accountability Chart. What are the five major roles this person must own? If you cannot limit the seat to five core responsibilities, you are trying to hire two people, or you have not clearly defined your workflow.

Once the five roles are locked, you must define what success looks like in this seat. Translate these roles into measurable, weekly scorecard metrics and clear quarterly Rocks. This establishes clear expectations before the first interview.

During the hiring process, filter every candidate through GWC™. Do they get it? Do they want it? Do they have the capacity to do it? Getting it means they truly understand the unique culture and pace of an entrepreneurial business. Wanting it means they are intrinsically motivated to do this specific job, not just looking for a paycheck. Capacity means they have the emotional, physical, and intellectual bandwidth to lead. If a candidate does not score a perfect yes on all three, do not hire them, no matter how impressive their resume looks.