Employer Setup

Position Record Method

Controlled position structure, accountable employer inputs, and authorized market-facing expression.

Position Record Method

The Position Record Method establishes a structured record of the position being considered. It defines the operational, economic, evaluative, and authorization context required to support disciplined hiring decisions.

This page explains the method and directs construction of the Position Record across the following components:

  • Position Record — Core Position Structure
  • Position Data Form — Structured Employer Inputs
  • Position Listing Data Form — Authorized Market-Facing Expression

Each component serves a distinct function. Together, they create a governed position structure in which internal criteria, structured inputs, and any public-facing expression remain separated, reviewable, and authorized.

Purpose

The purpose of the Position Record Method is to establish a controlled framework for defining a position before candidate, referral, recruiter, or market evaluation begins.

Evaluation requires a completed Position Record context. Without a structured record, evaluation becomes inconsistent, subjective, and vulnerable to changing assumptions, incomplete criteria, or unauthorized market-facing activity.

This method preserves decision integrity by separating the employer’s internal position structure, required inputs, evaluation criteria, authorization limits, and any approved market-facing expression.

System Requirement

Completion of the Position Record is required before candidate, referral, recruiter, or market evaluation may proceed.

The system requires structured position definition so hiring decisions are based on defined criteria, authorized scope, and reviewable employer inputs rather than evolving expectations, informal assumptions, or market-facing improvisation.

Every hire has structural consequences. The Position Record defines those consequences in advance by clarifying role function, economics, evaluation criteria, disclosure limits, authorization posture, and the permitted use of any Position Listing or market-facing expression.

Management Input Requirements

Each component of the Position Record is aligned with the management function responsible for that area of authority.

  • Practice Context: Practice Group Leader, Practice Head, or Managing Partner
  • Hiring Objective: Managing Partner, Practice Head, or authorized business leader
  • Structural Impact: Practice Head, Managing Partner, and Executive Leadership
  • Compensation: Compensation Committee Member or authorized compensation decision-maker
  • Evaluation Criteria: Hiring Partner, Practice Lead, or authorized evaluator
  • Risk and Retention: Managing Partner, Practice Head, or Senior Leadership
  • Market-Facing Expression: Authorized employer representative responsible for permitted position disclosure

The system does not rely on generalized input. It requires accountable input tied to the management function with authority over the relevant issue.

All contributions are attributed, separated by function, and subject to operator review before inclusion in the Position Record or use in any authorized Position Listing.

Governance and Decision Integrity

The Position Record Method preserves decision integrity by aligning each input with the area of management authority responsible for that issue.

This structure reduces uncoordinated input and helps ensure that practice context, hiring objectives, compensation, evaluation criteria, structural impact, risk, retention, and any authorized market-facing expression are defined by the appropriate decision-makers.

The framework protects against distortion of the position structure by separating internal criteria, accountable input, authorization limits, and any permitted Position Listing or external expression.

A Position Record should support disciplined hiring decisions without allowing informal expectations, unsupported assumptions, or unauthorized disclosure to control evaluation.

Tools & Guided Build

The Position Record may be developed independently or through guided intake using Verolex communicators. Participants may combine multiple tools to construct a complete, accurate, and reviewable position structure.

  • Document Upload: Submit prior materials, notes, internal role discussions, compensation references, draft descriptions, and other source documents to establish baseline content.
  • Structured Form: Define position requirements, experience profile, practice context, evaluation criteria, compensation context, and authorization limits in a consistent format.
  • VCV Intake: Use guided text prompts to organize role definition, clarify missing inputs, and capture structured employer criteria.
  • VVC Interview: Use guided voice discussion, where available, to refine priorities, clarify objectives, surface operational considerations, and identify unresolved management questions.
  • LLM Search / Search Engine Research: Examine public information related to the position, practice area, personnel, competitors, compensation context, and market conditions to inform role definition.
  • Research Integration: Incorporate relevant findings into the Position Record only where they materially affect hiring criteria, compensation context, market positioning, disclosure limits, or authorized Position Listing content.

Inputs from these tools are organized into a structured Position Record used for evaluation, comparison, alignment, and authorized position activity throughout the recruiting process.

Tool output does not replace employer authorization. Materials, research, communicator output, and draft language remain subject to review before inclusion in the Position Record or use in any market-facing expression.

Instructional Flow

The Position Record is developed through a structured sequence:

  1. Define position context using the Position Record Builder
  2. Complete structured employer inputs through the Position Data Form
  3. Develop any authorized market-facing expression through the Position Listing Data Form

Input may be collected through direct entry, document upload, structured form completion, or guided interaction using a Verolex Virtual Communicator.

The operator is responsible for reviewing, organizing, and confirming all inputs before the Position Record is treated as complete or used for candidate, referral, recruiter, alignment, or market-facing activity.

Defining Terms

  • Position Record: The structured source record for a specific position, including operational, economic, evaluative, authorization, and disclosure components.
  • Position Context: The conditions, constraints, practice needs, business objectives, and organizational setting within which the position exists.
  • Hiring Objective: The employer’s defined purpose for the hire, including the problem the position is intended to solve or the growth objective it is intended to support.
  • Structural Impact: The expected effect of the hire on team composition, workload distribution, client service, leadership coverage, economics, leverage, succession, or practice development.
  • Evaluation Criteria: The standards used to assess candidate, referral, recruiter, or market alignment against the Position Record.
  • Accountable Input: Input provided by the management role or authorized decision-maker responsible for the relevant decision area.
  • Position Listing: Any authorized market-facing expression derived from, or approved in relation to, the Position Record.
  • Authorization Limits: The boundaries governing what may be evaluated, shared, disclosed, published, referred, submitted, or used in market-facing activity.

Next Step

Generate structured QRecruit access only after the Position Record has been reviewed, confirmed, and authorized for position-specific evaluation.

QRecruit Access

Open the controlled access path for this position. Access does not authorize broader market activity, publication, referral, submission, or representation outside the approved Position Record.

Open QRecruit Access

Voice (VVC) requires TimePass.

Activate Voice (1 Hour)
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