Six months ago, you decided you needed to hire someone. You've thought about it most weeks since. You still haven't written the ad.
If that sounds familiar, you're not being lazy and you're not disorganised. You're just too deep in the work that role would take off your plate to also find the hours it takes to describe that role properly on paper. That's the trap, and it's a common one for owners who've grown past what they can manage alone.
Why the job ad never actually gets written
Writing a good job ad is its own project. You need to work out exactly what the role covers, what a typical week looks like, which skills matter and which don't, and how to word it so the right people apply and the wrong ones don't. That takes a clear head and a free afternoon, and if you had either of those things spare, you probably wouldn't need to hire in the first place.
So the ad sits half-drafted in a document somewhere, or it exists only as a rough idea in your head. Meanwhile you're still doing the invoicing, still chasing the inbox, still handling the calls that should have gone to someone else months ago. The role stays undefined because defining it properly feels like a job you don't have time for, on top of the job you're already not managing to finish.
A rough list beats a polished ad
A job description doesn't need to be tidy to be useful, and it definitely doesn't need to look like a job ad. A messy list of what you're currently doing and wish you weren't is enough to start with. You know the role better than anyone, even if you've never had to write it down properly, and that knowledge is the useful part.
If you're not even sure yet where to start listing what's actually in the role, When Someone Leaves walks through exactly that question, a free guide to working out what to hand over and how, yours to keep whether you're replacing someone or handing over work for the first time.
"But what if my brief isn't clear enough?"
This is the bit that stops a lot of owners handing anything over at all. If the job description is rough, the worry is that whoever picks it up will misread it, or the wrong things will fall through the cracks. It's a fair concern, and it's exactly why we don't ask you to hand over a finished brief and disappear.
Your Role Manager at Strictly Savvy works from whatever you give us, then spends the first stretch learning your business properly: how you like things communicated, which processes you actually follow versus which ones just live in a document somewhere, and the parts of the role that matter more than they look like they do on paper. The brief is the starting point. Turning a rough list into a role that actually runs is our job, not yours.
What happens once you hand it over
You send through whatever you've got, however unfinished it feels. From there, we can start on the role within days. No ad to place, no interviews to sit through, no three-month ramp-up while you train someone from scratch. Your dedicated Role Manager steps in, learns the business, and gets the role running properly, backed by a full NZ-based team and smart automation working behind the scenes, so you're not managing any of that either.
That entire role, covered under one weekly fixed rate of $958, the equivalent of minimum wage. It sounds like it should cost more for what it covers, and we get why that raises an eyebrow. We've spent more than a decade inside businesses just like yours, learning what these roles actually need. Pair that with a global support team and smart automation working behind your Role Manager, and you're paying for the role getting done properly, not for hours on a chair.
Send us what you've got
Waiting for a free weekend to write the perfect job ad is how six months turns into twelve. Send us what's currently living in your head instead, and let us do the part that's been stuck since you first thought about hiring.
Book a chat with Brenna and bring whatever you've got: a rough list, a half-finished document, dot points on your phone. Messy is exactly what we're set up for.
