Refined Position Record

Refinement and Confirmation

This page refines your existing Position Record. It confirms structure, clarifies constraints, and prepares your record for alignment.

Active Record: You are working from an existing Position Record.

1. Upload (optional updates)

Upload additional or revised materials if needed. This supplements your record.

Position Record Requirement

Candidate evaluation, comparison, and outreach require a completed Position Record.

This section captures management-defined role structure. Inputs must reflect actual hiring authority,
operational priorities, and decision criteria.

Incomplete or generalized entries may result in restricted system output, delayed candidate alignment,
or administrative review.

Position Record — Structured Output

Review the Position Record generated from the guided interview. Confirm accuracy before submission.
VCV formats it: “80% billable / 20% support”
Experience Priority
(VCV already limits to 3)
Compensation Structure Alignment
Confirmation

Document Upload Instructions

Optional items appear below. You may also provide whitelisted URLs you own/control.

Optional materials (helpful for precision)

  • Employer Messaging Profile — tone/voice, candidate value prop, topics to emphasize/avoid, boilerplate disclaimers.
  • Policy Index — handbook excerpts or links (leave/holidays, bar dues/CLE, relocation, bonuses, expenses).
  • Interview & Evaluation — steps, stakeholders, timing SLAs, decision criteria, rejection/hold protocols.
  • Offer Templates — offer letter/terms (ranges only), standard contingencies, start-date practices.
  • Ethics/Compliance — confidentiality, walling/ethical screens, client-name usage, marketing approvals.
  • DEI statements and accessibility accommodations text.
  • FAQs for candidates and internal recruiter notes.

Optimize your submission

  • Prefer current, production copies. If draft, label clearly (e.g., “Draft v3, pending GC review”).
  • Use clear sections in JDs: Level/PQE | Must-haves | Nice-to-haves | Location/Work Model | Conflicts/Eligibility | Compensation Band.
  • Map your screening flow: Apply → Screen → HM Review → Panel → Decision → Offer with typical timelines.
  • For compensation, share bands/ranges and components (base/bonus/target); avoid individual pay histories.
  • If providing URLs, whitelist them (no logins) and ensure content is stable during the assessment window.
  • File names: Firm_Department_DocType_YYYYMM.ext (e.g., VeroLex_Corp_JD-SeniorCounsel_202510.pdf).

Redaction checklist

  • Replace client names with neutral descriptors (e.g., “Global SaaS company (>$600M ARR)”).
  • Remove personal data (SSNs, home addresses, direct phone numbers) and confidential pricing beyond published ranges.
  • Strip document metadata before upload (Office: File → Info → Inspect Document).
Scope tags (used for guardrails)

We tag your materials so answers stay in-scope. Common tags: benefits, eligibility,
conflicts, work_model, compensation, screening_flow.
Add others as needed (e.g., relocation, bar_dues, bonus_policy).

Originals stay in your account; extracted text is searchable only within your employer materials. Nothing is shared outside your account
without your request. Answers generated later cite the specific file/section and will say “Not in the materials provided” when unsupported.
Not legal advice.

Submitter Name
Practice Areas
Add optional details (compensation, timing, constraints)
I have files to upload
Consent Required
Save and Resume Later

2. Record Summary

Position Title[vx_position_title]
Practice Area[vx_practice_area]
Jurisdiction[vx_jurisdiction]
Work Model
Core Requirements
Confirm accuracy before proceeding.

3. Refine the Role

  • Level and responsibilities
  • Work profile and matters
  • Geographic and operational constraints
  • Compensation structure
  • Hiring process and timeline

4. Candidate Sources

  • Direct applicants
  • Referrals
  • Recruiters
  • Prior relationships
  • Institutional channels

5. Expected Outputs

  • Structured role brief
  • Screening prompts
  • Alignment-ready criteria
  • Interview structure
Next Step: Your refined Position Record proceeds to Alignment.

FAQ

Is this for law firms only?

No. This workspace is for any employer hiring attorneys to provide legal services. A law firm is one employer type.

What should I upload first?

A job description is best. If you don’t have one, upload intake notes or a short role brief: scope, must-haves, constraints, timeline, decision steps.

What if the output seems off?

Pause, correct the input, narrow the scope, and re-run. If needed, request administrator review.

Back to Upload Privacy & Consent Contact administrator
Next: After your materials are reviewed and structured, you will move to Approval, Distribution, and Publishing. On the next page, only you decide whether anything is shared, posted, screened, or held.
Continue to Approval & Distribution