Employer Setup Position Record Builder — Structured Role Input

Position Record Builder

This builder captures the required management input used to define the Position Record. Entries must reflect actual hiring authority, operational priorities, and evaluation standards.

The Position Record governs candidate evaluation, comparison, and alignment. Incomplete or generalized inputs may restrict system output or require administrative review.

System Requirement

Candidate evaluation requires completion of the Position Record context. Incomplete or generalized inputs may result in an unstable evaluation process.

The operator is responsible for confirming that all required management input has been obtained prior to completion.

Build Options

The Position Record may be completed directly or supported using Verolex tools.

  • Direct Entry: complete the structured form below
  • VCV Intake: use guided prompts to organize inputs before entry
  • VVC Session: refine complex or high-impact roles through structured discussion
  • Document Upload: reference prior materials where relevant

All inputs should be reviewed and confirmed prior to submission.

Guided Position Record Interview

The Position Record is established through a structured interview. This process defines the operational, economic, and decision framework of the role before candidate evaluation begins.

You will be guided step-by-step. Each response contributes to the Position Record. Please proceed in sequence.

Position Record Output

Responses from the guided interview are organized into the Position Record below. Review and confirm all entries before proceeding.

Position Record Requirement

Candidate evaluation, comparison, and outreach require a completed Position Record.

This section captures management-defined role structure. Inputs must reflect actual hiring authority,
operational priorities, and decision criteria.

Incomplete or generalized entries may result in restricted system output, delayed candidate alignment,
or administrative review.

Position Record — Structured Output

Review the Position Record generated from the guided interview. Confirm accuracy before submission.
VCV formats it: “80% billable / 20% support”
Experience Priority
(VCV already limits to 3)
Compensation Structure Alignment
Confirmation

Document Upload Instructions

Optional items appear below. You may also provide whitelisted URLs you own/control.

Optional materials (helpful for precision)

  • Employer Messaging Profile — tone/voice, candidate value prop, topics to emphasize/avoid, boilerplate disclaimers.
  • Policy Index — handbook excerpts or links (leave/holidays, bar dues/CLE, relocation, bonuses, expenses).
  • Interview & Evaluation — steps, stakeholders, timing SLAs, decision criteria, rejection/hold protocols.
  • Offer Templates — offer letter/terms (ranges only), standard contingencies, start-date practices.
  • Ethics/Compliance — confidentiality, walling/ethical screens, client-name usage, marketing approvals.
  • DEI statements and accessibility accommodations text.
  • FAQs for candidates and internal recruiter notes.

Optimize your submission

  • Prefer current, production copies. If draft, label clearly (e.g., “Draft v3, pending GC review”).
  • Use clear sections in JDs: Level/PQE | Must-haves | Nice-to-haves | Location/Work Model | Conflicts/Eligibility | Compensation Band.
  • Map your screening flow: Apply → Screen → HM Review → Panel → Decision → Offer with typical timelines.
  • For compensation, share bands/ranges and components (base/bonus/target); avoid individual pay histories.
  • If providing URLs, whitelist them (no logins) and ensure content is stable during the assessment window.
  • File names: Firm_Department_DocType_YYYYMM.ext (e.g., VeroLex_Corp_JD-SeniorCounsel_202510.pdf).

Redaction checklist

  • Replace client names with neutral descriptors (e.g., “Global SaaS company (>$600M ARR)”).
  • Remove personal data (SSNs, home addresses, direct phone numbers) and confidential pricing beyond published ranges.
  • Strip document metadata before upload (Office: File → Info → Inspect Document).
Scope tags (used for guardrails)

We tag your materials so answers stay in-scope. Common tags: benefits, eligibility,
conflicts, work_model, compensation, screening_flow.
Add others as needed (e.g., relocation, bar_dues, bonus_policy).

Originals stay in your account; extracted text is searchable only within your employer materials. Nothing is shared outside your account
without your request. Answers generated later cite the specific file/section and will say “Not in the materials provided” when unsupported.
Not legal advice.

Submitter Name
Practice Areas
Add optional details (compensation, timing, constraints)
I have files to upload
Consent Required
Save and Resume Later

Operator Confirmation

By completing this form, the operator confirms that the Position Record reflects accountable input from the appropriate management roles.

The Position Record defines the conditions under which candidate evaluation will occur.

Next Step

Proceed to the Job Description Data Form to translate the Position Record into a market-facing description.

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