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Skillintermediate
define hiring profile
<required_reading>
Claude Code Knowledge Pack7/10/2026
Overview
<required_reading>
Read these reference files before defining a hiring profile:
references/patterns-archetypes.md- Pattern identification and role-fit questionsreferences/primary-traits.md- A, B, C, D trait details
</required_reading>
<purpose>Define the ideal Culture Index profile for a role you're hiring. This workflow helps translate job requirements into specific trait positions, identify acceptable patterns, and flag red flags.
</purpose> <process>Step 1: Gather Role Context
Collect information about the position:
Role: [Title]
Reports To: [Manager's pattern if known]
Team Context: [Existing team profiles if available]
Business Stage: [Growth / Consolidation / Turnaround / Stability]
Step 2: Answer Role-Fit Questions
These three questions determine primary trait positions:
| Question | Answer | Implication |
|---|---|---|
| Is this role more macro or micro? | Macro → High A | Micro → Low A |
| Is this position more about people or problems? | People → High B | Problems → Low B |
| How much repetition is in this role? | High repetition → High C | Low repetition → Low C |
Record your answers:
- Macro/Micro: [answer] → A should be [High/Low/Normative]
- People/Problems: [answer] → B should be [High/Low/Normative]
- Repetition level: [answer] → C should be [High/Low/Normative]
Step 3: Determine D Trait (Conformity)
Ask additional questions:
| Question | If Yes | If No |
|---|---|---|
| Does this role require strict adherence to process? | High D | Low D |
| Are details and precision critical to success? | High D | Low D |
| Will quality failures have significant consequences? | High D | Low D |
| Does the role require creative rule-breaking? | Low D | - |
| Must they challenge status quo to succeed? | Low D | - |
Record: D should be [High/Low/Normative]
Step 4: Map to Ideal Pattern
Using your answers from Steps 2-3, identify the ideal pattern:
| Role Profile | Trait Combination | Example Roles |
|---|---|---|
| Visionary/Architect | High A, Low C, Low D | CEO, Founder, Strategy Lead |
| Rainmaker/Persuader | High A, High B, Low C | Sales, BD, Account Executive |
| Scholar/Specialist | Low B, High C, High D | Engineer, Analyst, Researcher |
| Technical Expert | Low A, Low B, Low C, High D | Security, QC, Operations |
| Craftsman | Low A, Low B, High C, High D | Finance, Compliance, Audit |
| Accommodator | Low A, High B, High C | HR, Customer Success, Support |
| Philosopher | High A, Low B, High C | Strategy, Research |
Your ideal pattern: [Pattern name]
Step 5: Define Acceptable Range
Not every hire will be a perfect match. Define acceptable variance:
| Trait | Ideal | Acceptable Range | Hard No |
|---|---|---|---|
| A | [High/Low/Norm] | [range] | [extremes to avoid] |
| B | [High/Low/Norm] | [range] | [extremes to avoid] |
| C | [High/Low/Norm] | [range] | [extremes to avoid] |
| D | [High/Low/Norm] | [range] | [extremes to avoid] |
Guidance for ranges:
- "Must have": ±1 centile from ideal
- "Strongly prefer": ±2 centiles from ideal
- "Acceptable": ±3 centiles from ideal
- "Hard no": Beyond ±4 centiles
Step 6: Consider L and I
Logic (L) and Ingenuity (I) use absolute values:
| Question | If Yes | If No |
|---|---|---|
| Does this role require detached, analytical decision-making? | High L (7-10) | - |
| Does this role require empathy and emotional intelligence? | Low L (0-3) | - |
| Does this role require novel problem-solving and innovation? | High I (7-10) | - |
| Does this role benefit from proven methods over invention? | Low I (0-3) | - |
Record:
- L: [range or "any"]
- I: [range or "any"]
Step 7: Identify Role-Specific Red Flags
Based on role requirements, flag patterns that would struggle:
| If the role requires... | Red flag pattern | Why |
|---|---|---|
| Independent decision-making | Very Low A | Needs direction, avoids decisions |
| Customer interaction | Very Low B | May seem cold or disengaged |
| Steady, predictable work | Very Low C | Creates unnecessary urgency |
| Precision and accuracy | Very Low D | Misses details, inconsistent |
| Quick pivots | Very High C | Resists change, slow to adapt |
| Creative solutions | Very High D | Rigid adherence to process |
| Collaboration | Very High A | "Me first," dismissive of others |
Your red flags:
- [Pattern/trait that would fail in this role]
- [Pattern/trait that would fail in this role]
Step 8: Consider Team Dynamics
If team profiles are available:
| Current Team Gap | Hire For |
|---|---|
| No High A (lacking "Gas") | Consider High A |
| No High B (lacking "Glue") | Consider High B |
| No High D (lacking "Brake") | Consider High D |
| All same pattern | Add diversity |
| Existing friction | Avoid intensifying |
Team consideration notes: [observations]
Step 9: Generate Hiring Profile
Compile the complete hiring profile:
## Hiring Profile: [Role Title]
**Date Created:** [Date]
**Created By:** [Name]
### Role Context
- Reports to: [Manager pattern if known]
- Team: [Team composition summary]
- Business stage: [Growth/Consolidation/etc.]
### Ideal Profile
| Trait | Position | Confidence | Notes |
|-------|----------|------------|-------|
| A (Autonomy) | [High/Low/Norm] | [H/M/L] | [reason] |
| B (Social) | [High/Low/Norm] | [H/M/L] | [reason] |
| C (Pace) | [High/Low/Norm] | [H/M/L] | [reason] |
| D (Conformity) | [High/Low/Norm] | [H/M/L] | [reason] |
| L (Logic) | [range or any] | [H/M/L] | [reason] |
| I (Ingenuity) | [range or any] | [H/M/L] | [reason] |
**Target Pattern:** [Pattern name]
### Acceptable Alternatives
- [Alternative pattern 1] - [why acceptable]
- [Alternative pattern 2] - [why acceptable]
### Red Flags (Do Not Hire)
1. [Pattern/trait] - [why problematic for this role]
2. [Pattern/trait] - [why problematic for this role]
### Interview Focus Areas
Based on the ideal profile, explore these areas in interviews:
- [Area 1 based on required traits]
- [Area 2 based on required traits]
### Using This Profile
**With predicted traits (from interview transcript):**
- Compare predicted profile to this template
- Note areas of alignment and concern
- Flag any red flag traits in predicted profile
**With actual CI survey (after offer signed):**
- Compare actual survey to predictions
- Assess fit against this profile
- Identify onboarding considerations based on gaps
<anti_patterns>
Avoid these hiring profile mistakes:
- Over-specifying: Requiring exact positions reduces candidate pool unnecessarily
- Cloning existing team: Different patterns bring valuable perspectives
- Ignoring business stage: Growth needs Gas, consolidation needs Brake
- Using CI as sole filter: Profile is one input, not the complete picture
- Treating traits as skills: CI measures drives, not capabilities
- Dismissing normative traits: Flexibility can be a strength
</anti_patterns>
<success_criteria>
Hiring profile is complete when:
- Role context documented (reporting, team, stage)
- All three role-fit questions answered
- D trait determined with rationale
- Ideal pattern identified
- Acceptable ranges defined for all traits
- L and I requirements specified (or marked as "any")
- Red flags identified with explanations
- Team dynamics considered (if team data available)
- Interview focus areas identified
- Profile formatted for use in hiring process
</success_criteria>