Draft a Requisition

What Draft a Requisition is

Draft a Requisition is the generator on the Recruiting section's Apps row: you type the role you need in your own words, and you get back a restoration-specific plan to open it. Where the review apps read your data and report a finding, this one takes a subject from you and builds something, which is why its screen has the one thing no review has: a text field. Everything else works like every other analyst app, the result lands in the card, is saved under Past analyses, and exports to a PDF, so the hiring plan you drafted in March is still there, titled after the role, when the same seat opens again in September.

You will find it as a green tile on Recruiting reading "Turn a role into a hiring plan you can post today," with a Generate button.

Running it

The run screen asks for one thing, under the label The role you're hiring for, with a placeholder showing the level of detail that works: "e.g. Lead water tech, night shift, 3+ years experience." Write it the way you would say it to a colleague; the shift, the experience bar, and anything unusual about the seat all sharpen the plan. The field is required, a generator needs its subject, and the button reads Draft it.

Like the review apps, the cost is quoted under the button before you run, about 15 IU covering the whole back and forth, and the confirmation states exactly what you will get; see what a run costs. The saved result is titled "Requisition:" followed by the role you typed, so a list of past drafts reads at a glance.

What comes back

The plan lands in the card in four parts:

• Framing against your current team. How this role fits the crew you already have, what the hire changes, and how to position the seat so it attracts the person you actually need rather than a generic applicant.
• A job description draft. Written for restoration, not adapted from an office template: the certifications, the physical realities, the on-call expectations, in language a working tech recognizes as written by someone who knows the trade.
• Where to post it. The channels most likely to reach the right person for this specific role, because the place you find a lead water tech is not the place you find an office coordinator.
• Screening questions. What to ask to separate the candidate who has run a dry-out from the candidate who has watched one.

The boundary is stated in the app's own copy before you run it: it does not run an applicant tracker or schedule interviews. It drafts the plan; the pipeline is yours to run, and the platform has a separate home for that, which brings us to the tile next door.

Draft a Requisition vs the Create tile

Right beside this app in the same Apps row sits a plain create tile, labeled Create, reading "Open a requisition," and the two are deliberately different tools that sit side by side on purpose:

• Draft a Requisition produces the thinking: the framing, the job description, the channels, the questions. It creates a saved result, not a record in your pipeline.
• The Create tile opens a requisition record: title, crew, and start date, on a full-page form where applicants, interviews, and time-to-hire attach to it from there. That workspace, and the deeper drafting conversation available inside it, is covered in creating a new role.

The natural order is draft first, then create: run Draft a Requisition while the need is still a sentence in your head, read the plan, and when you are ready to actually open the seat, use the create tile to put the requisition on the books and start tracking candidates against it. Nothing enforces that order; the drafts stay saved either way, and some owners run a draft purely to pressure-test whether a role is worth opening at all.

Best-practice example

A mitigation manager loses a night-shift lead to a competitor on a Thursday. Before posting anything, they open Draft a Requisition and type "lead water tech, night shift, 3+ years, needs to run a crew of two without supervision." The plan comes back framing the seat as a step up from their current bench rather than a lateral hire, drafts a description that leads with crew leadership rather than equipment lists, names two posting channels they had not used, and suggests a screening question about documenting moisture readings that later filters out half the applicants. They export the PDF for the office manager who will do the posting, then open the requisition record from the tile next door and start the pipeline.

Data sources