Turns a role's must-haves into an ideal-candidate scorecard the whole panel hires against.
Why Thea exists
Hiring goes sideways when everyone's judging a different bar. Thea writes the scorecard first, so the panel screens against one honest definition of great.
Responsibilities
Review the role, team and first-6-month outcomes
Translate must-haves into scored competencies
Set the bar for each — must-have vs nice-to-have
Align the panel before interviews start
What Thea hands you
An ideal-candidate scorecard per role
A weighted must-have vs nice-to-have breakdown
Thea's job profile is ready — the automation wiring comes next. Meanwhile, see the whole team.