Role brief & interview kit
Every hire starts with a hiring manager explaining the role again, usually in a meeting nobody wrote up properly. This agent takes the intake notes, the brief used for the closest comparable role and the team's own interview guidance, and drafts a role brief with a question set for each stage. The hiring manager edits and approves it before the panel sees anything.
Step by step
Collect the intake material
The agent pulls the intake notes, the advert and the brief used for the closest comparable role from the connected drives and wikis.
Draw on comparable past roles
It finds how your organisation has described similar roles before, so the language matches what the team already uses.
Draft the role brief
Responsibilities, requirements and preferences are drafted in your own format, with each point cited to where it came from.
Build the question set
Questions are grouped by stage and mapped to the competencies in the brief, using the interview guidance the People team has published.
Flag what is missing
Anything the intake did not cover, such as level, budget owner or panel, is listed as an open question rather than guessed.
The hiring manager approves
The hiring manager edits the brief and the question set, then approves. Nothing reaches the panel or the advert until they do.
Exactly what this agent can see, touch and change
The same five controls sit behind every ollo agent. These are this one's settings — visible before you build it, not buried in an admin screen afterwards.
Context
What reaches the modelHeads of people and hiring managers who open new roles regularly and rewrite the same brief each time. It earns its keep when several interviewers need to ask consistent questions.
Escalation
When it asks a personThe hiring manager approves the brief before the panel or the advert uses it
Applications & Rights
Which tools it uses, and what it may do in each
NotionRead only
SlackRead only
Google DriveReadWrites newCreates new records or documents. Never edits, moves or deletes anything that was already there.Verification
How you know it’s rightEvery claim links to the document it came from. A statement the agent cannot cite does not make it into the output — which is what makes the result reviewable in minutes rather than re-read end to end.
Who it’s for
Heads of people and hiring managers who open new roles regularly and rewrite the same brief each time. It earns its keep when several interviewers need to ask consistent questions.
What you’ll need
- Past role briefs in a connected drive
- Published interview guidance
- An agreed brief format
- A named hiring manager to approve
What you get
- A cited role brief
- A stage-by-stage question set
- A list of open intake questions
What it doesn’t do
It writes the brief and the questions. It does not set the level, the salary band or the panel, and it never judges a candidate against the brief.
We build the first one with you
Not a template you configure alone. We sit with your team, build it on real data, and hand over the controls.
Scope
One session with the people who actually do the work. We agree what the agent reads, what it may write, and who approves.
Co-build
Built on your own data, not a sandbox. You watch it being made, so you know why it behaves the way it does.
Handover
You own the controls. Change the context, tighten the rights, move the approval gate — without coming back to us.
Parts of the work currently spread across the categories below. It does not replace any of those products outright.
Frequently asked
Will every role end up sounding the same?
The brief is drafted from your own past material, so it reads like your organisation rather than a template. The hiring manager edits it before approval, and those edits become part of what the agent draws on next time. A role with no close comparison is drafted from the intake notes alone and flagged as such.
What if the hiring manager gives thin intake notes?
The agent does not fill gaps with plausible guesses. It lists what is missing as open questions on the draft, so the recruiter can go back with a short specific list instead of booking another meeting.
Can it write the job advert too?
It drafts advert copy from the approved brief when you ask for it, in the format your team uses. Publishing is a separate step that a person does, and the agent has no rights to post anything to a job board.
How does it handle inclusive language?
It follows the wording guidance your People team has published and cites which guidance it applied. Where no guidance is connected, it says so rather than inventing a standard of its own.