Hiring
Role brief
Role brief is the written object of the seat: what they own by week four, the locked hours, the English bar, the tools, the decision rights.
How it works
If the brief is ‘VA to help with stuff,’ every candidate is qualified and none is. Name the queue. Name the hour lock. Name what good looks like on day 30. This becomes the probation standard if you hire as an employee, so do not write poetry. For a U.S. company hiring one Filipino teammate, write this into the brief, the employment contract, and the peso payroll file before the start date. Slack habits do not override the Labor Code, BIR, or NPC. If the local employer of record holds the paper, they run the statutory step; you still owe a clean operating definition so the seat does not fail in week three. Put a number on the example when you budget loaded cost, because a nameless allowance always returns as a December surprise or a missed SLA.
Example: week four: inbox to a 24-hour SLA, calendar owned, weekly ops doc out Monday 7 a.m. Pacific. That is a brief.
How it differs
Scorecard scores the brief. Live working session tests it. Offer vs contract must not contradict it.
Common errors
Changing the brief after the slate arrives and blaming the market.
In practice
Treat Role brief as a week-one operating object. Put this on the scorecard or the start-date checklist. If it only appears in a pitch deck, it will not survive week one. Write an owner - founder, local employer, or worker - and a date you will look at it again: first cutoff, first holiday, or first miss. If nobody can show a contract clause, a payslip line, a calendar block, or a checklist box, you do not have role brief yet. You have a conversation. Convert the conversation before the person starts, while changing the deal still costs a paragraph rather than a resignation. Re-read the worked example above against the actual hire in front of you. If the numbers in that example cannot be swapped for this seat’s pesos, hours, and start date, the brief is still unfinished.