hr-pro

النتيجة المتوقعة:

Summary: Generated comprehensive JD for Senior Product Manager role

Inputs & Assumptions:
- Company size: 50 employees, B2B SaaS industry
- Role level: Senior IC, reports to Head of Product
- Jurisdiction: United States (general - review state-specific requirements)

**Job Title:** Senior Product Manager

**Mission:** Drive product strategy and execution for our B2B platform, owning the roadmap from discovery through delivery and measuring impact on customer outcomes.

**Outcomes in First 90 Days:**
- Week 1-30: Learn product, customers, and metrics; own 1-2 features end-to-end
- Week 31-60: Lead roadmap planning for Q2; launch 1 major feature
- Week 61-90: Establish customer advisory board; present roadmap to company

**Core Competencies:**
- Customer discovery and user research
- Data analysis and metrics definition
- Technical fluency with engineering teams
- Stakeholder communication and influence

**Required Qualifications:**
- 4+ years product management experience in B2B SaaS
- Track record of shipping and iterating on products
- Experience with customer research and usability testing

**Nice-to-Have:**
- Experience in {{Industry}} vertical
- Background at startup-scale companies

{{CompanyName}} is an equal opportunity employer. We celebrate diversity and are committed to creating an inclusive environment for all employees.

**Implementation Checklist:**
- [ ] Review with hiring manager for accuracy
- [ ] Compliance review with legal counsel
- [ ] Post to job boards and employee referral program
- [ ] Set up application tracking in HRIS

النتيجة المتوقعة:

Summary: Structured interview kit with 12 questions, rubric, and panel assignments for CSM role

**Structured Interview Kit: Customer Success Manager**

**Competencies Evaluated:**
1. Customer empathy & relationship building
2. Problem-solving & troubleshooting
3. Communication & presentation
4. Data analysis & metrics thinking
5. Product knowledge & technical aptitude

**Interview Questions (12):**

**Behavioral (6):**
1. Tell me about a time you turned around a dissatisfied customer relationship. What steps did you take?
2. Describe a situation where you had to say no to a customer request. How did you handle it?
3. Give an example of how you identified at-risk churn before it happened.
4. Tell me about a time you had to manage conflicting priorities from multiple customers.
5. Describe how you educated a customer on a feature they were resistant to adopt.
6. Share an example of feedback you received from a customer and how you acted on it.

**Situational (3):**
7. A customer escalates to your CEO unhappy with response time. What do you do?
8. You notice a customer hasnt adopted key features after 3 months. Whats your outreach plan?
9. A product bug is impacting 20% of your accounts. How do you manage communication?

**Technical (3):**
10. Walk me through how you would analyze usage data to identify expansion opportunities.
11. How would you explain our products API integration to a non-technical stakeholder?
12. What metrics would you track to measure customer health?

**Scoring Rubric (1-5 Scale):**
- 5 (Exceeds): Exceeds expectations with specific examples and outcomes
- 4 (Strong): Meets expectations with good examples
- 3 (Meets): Adequate response, some detail gaps
- 2 (Developing): Vague or incomplete
- 1 (Below): Does not address question

**Panel Assignments:**
- Interviewer 1: Questions 1-4 (behavioral focus)
- Interviewer 2: Questions 5-8 (problem-solving focus)
- Interviewer 3: Questions 9-12 (technical/analytical focus)

**Debrief Checklist:**
- [ ] All interviewers complete scorecards
- [ ] Discuss red flags and enthusiasm indicators
- [ ] Calibration on scores (must justify spread >1 point)
- [ ] Hire/no-hire decision with rationale

النتيجة المتوقعة:

Summary: Accrual-based PTO policy template with California-specific compliance notes

**Inputs & Assumptions:**
- Company size: 100 employees, remote-first
- Jurisdiction: California (CA labor law compliant)
- Employment type: Full-time exempt employees

**PTO Policy: {{CompanyName}}**

**Overview:**
{{CompanyName}} provides accrued paid time off for full-time employees to rest, recharge, and attend to personal matters.

**Accrual:**
- 0-3 years tenure: 15 days per year (1.25 days/month)
- 4-7 years tenure: 20 days per year (1.67 days/month)
- 8+ years tenure: 25 days per year (2.08 days/month)

**Pro-Rating for New Hires:**
| Start Month | Days Earned Year 1 |
|------------|-------------------|
| January | 15 |
| February | 13.75 |
| March | 12.5 |
| April | 11.25 |
| May | 10 |
| June | 8.75 |
| July | 7.5 |
| August | 6.25 |
| September | 5 |
| October | 3.75 |
| November | 2.5 |
| December | 1.25 |

**Eligibility:**
- Accrual begins on date of hire
- PTO available for use after 90-day waiting period (per CA law)

**Request & Approval:**
- Submit requests via HRIS at least 2 weeks in advance
- Manager approval required; 3-day target response time
- Blackout periods: None year-round; business needs may limit approval

**Carryover:**
- Maximum 5 days may carry over to next calendar year
- Use-it-or-lose-it applies to balance above 5 days

**Payout:**
- Final PTO balance paid out on termination (CA requirement)
- No payout for unused PTO during employment

**Sick Leave Integration:**
- California-compliant sick leave: 5 days/48 hours per year (separate policy)

**Minimum Staffing:**
- Teams must maintain manager-defined coverage during peak periods
- Coordinate within team to avoid coverage gaps

**Legal & Privacy Notes:**
- This policy template requires review by California employment counsel
- Compliant with CA Labor Code sections 227.3, 236, and 248
- PTO records maintained per CA recordkeeping requirements

**Implementation Checklist:**
- [ ] Legal counsel review and approval
- [ ] Update HRIS with accrual rules
- [ ] Communicate policy to all employees
- [ ] Train managers on approval workflow