TASKS ARE NOT THE OUTCOME

A job description lists activity. A scorecard names ownership

The difference between a busy hire and a useful hire is what the person can own when the work gets real. Opus starts there, before sourcing begins.

Start hiring Define the work once. Evaluate every candidate against it.

A role profile built with your managerCandidates assessed against real ownershipA search that stays tied to the outcome

WHY THE SCORECARD HOLDS

A search that stays anchored to the original need

Interview questions with a clear reason behind them

A stronger handoff from hiring manager to new teammate

A decision the whole team can explain

ABOUT SCORECARDS

Is a scorecard just another job description?

No. A job description says what the role may touch. A scorecard describes what a strong person should own and improve.

Who creates it?

Opus builds it with your hiring manager during discovery, then uses it to guide sourcing, vetting and the shortlist.

What if the role changes during the search?

We update the profile deliberately. The goal is not to freeze the role; it is to make any change visible before the evaluation drifts.

Does this work for customer roles too?

Yes. Customer success, implementation, support and account roles all become easier to hire when the ownership behind the title is clear.

DEFINE WHAT GOOD OWNS

Turn the open role into a decision your team can make

Tell us what the hire needs to change, carry and improve. We will build the search around that ownership.

Start hiring