Free tool for hiring managers and in-house recruiters
We do not ask you to trust that we are a partner. We show you.
The same need is usually written five or six times: the business case, the requisition, the profile, the advertisement, the recruiter brief, the interview guidance. Each retelling is a place for the role to drift.
diNect is the brief we use ourselves. It is free because a staffing firm that cannot describe the work cannot staff it. You keep the artefacts. We earn the search.
One requirement, six documents
Requisition, position profile, advertisement, screening criteria, interview scorecard, and ATS fields — all generated from the same answers, so they cannot drift apart.
Market data on day one
A benchmark rate band, skill availability, and a realistic time-to-fill, attached before the file goes to your approvers — not after.
An approval chain you can see
Every step, who owns it, and how long it has been waiting. The queue is the thing we measure.
Each step is small. Each step gives something back.
You can stop and come back. Nothing is submitted until you say so. The panel beside the form shows what we will do with the answer — and what we will not.
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Step 1
Name the role — title and city. You get a market read immediately.
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Step 2
How you will engage them — contract, convert, hire, or fractional.
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Step 3
Where and how they work — one screen, not a form of codes.
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Step 4
Why it exists — a few sentences. We flag what approvers will ask.
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Step 5
What success looks like — one outcome is enough to start.
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Step 6
Skills that are actually required — we keep nice-to-haves out of screening.
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Step 7
Who it joins — optional context for the panel, never an assessment of your team.
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Step 8
Review — the structured draft, editable before anything is generated.
Prefer to talk
Walk the brief with a specialist.
Same conversation, spoken. Nothing is published until you approve it.
Talk to a specialist
Describe the role in your own words. A specialist turns it into a brief.