Why do we have this?

To enable you to write clear and impactful job descriptions (JDs) to assess your team’s performance.

It is a core expectation that all employees have a JD assigned to them in their ‣.

Table of contents

What does a good JD look like?

JDs are documented in ‣ using the ‣. A good JD lets you develop your direct reports' performance in line with our Performance playbook by

  1. providing clarity over what strong looks like
  2. letting you assess where they exceed / fall short of those expectations
  3. letting you set concrete actions to improve or to build upon strengths, either to meet expectations of their current JD or work towards a future JD

Every JD must have:

Job title See ‣ e.g. “Senior Engineer II”
Mission Why this role exists (1-2 sentences) e.g. “To make Juro more valuable by building and scaling an ambitious product.”
Responsibilities How you deliver against that mission e.g. “Things are shipped with high quality. That means: (1) … (2) … (3) …”
Outcomes What success looks like e.g. “[ ]% of pull requests are successful”

Good responsibilities and outcomes are:

measurable = can be quantified → What outcomes can we attribute to this?
impactful = predict success → Do those outcomes drive company growth?
coachable = can be trained → Have we been able to train this in the past?

How do I write a great JD?