Describe the work, not just the title
A title such as “marketing assistant” can mean very different things across businesses. List the recurring tasks, the decisions the person can make and the outputs your team expects. Separate essential skills from skills that can be learned during onboarding.
Make success observable
Explain what good work looks like using examples, acceptance criteria and realistic review periods. This helps candidates understand the role and gives the person supervising them a useful basis for feedback.
Agree on overlap and communication
Identify when live collaboration is genuinely needed and what can be handled asynchronously. Set expectations for check-ins, response windows and escalation without assuming everyone will be available all the time.
Prepare access and context
Gather relevant documentation, examples, brand guidelines and workflow instructions. Give access according to the responsibilities of the role and use the organization’s approved account and security processes.
Plan the first review
A new engagement benefits from an early check on workload, unclear instructions and missing context. Agree on how feedback will be shared and how priorities can change. A thoughtful role brief makes the conversation more concrete for everyone involved.