A role is the platform's record of a job position — an opening that can be hired into, or a position currently held. The platform's hiring, profile, and growth surfaces all reference roles as their organising unit.
Anatomy of a role
A role has:
- A title (the public-facing job title).
- A description (the job description body, often AI-generated and edited).
- A function (engineering, finance, operations, etc.).
- A band (individual contributor / senior IC / manager / etc.) — used by the internal mobility surface to identify lateral moves.
- A list of required competencies, each with a required level on the four-level proficiency scale.
- A status — DRAFT, OPEN, FILLED, or ARCHIVED.
- A succession-critical flag (boolean).
- An interview rubric (optional but strongly recommended).
- An associated hiring pipeline (created automatically when the role goes OPEN).
Statuses
Four states, with these allowed transitions:
- DRAFT — being authored. Not visible to candidates. Can move to OPEN or ARCHIVED.
- OPEN — visible on the public job page; accepting applications. Can move to FILLED (via the hire handoff), back to DRAFT (manual), or to ARCHIVED.
- FILLED — currently held by a Person. Public job page closed. Existing pipeline entries preserved for audit.
- ARCHIVED — no longer being filled. Public job page closed; existing pipeline entries preserved.
A role can move out of FILLED if the person leaves; you reopen the role from FILLED → OPEN to start a new hiring cycle.
What a role's required competencies do
The required competencies are the platform's bridge between a role and a Person's competency profile. They drive:
- CV screening — the deterministic match score is computed against the role's required competencies.
- Interview rubric suggestions — the AI proposes questions tied to each required competency.
- Career path matching — every Person's profile is scored against this role's required competencies.
- Succession planning — the readiness bench for this role (if marked critical) is computed against the required competencies.
- Internal mobility — lateral moves to this role consider the required competencies.
The list is therefore consequential, not decorative. A role's required competencies shape what the platform recommends for years.
Succession-critical
A boolean flag on the role. When true:
- The role appears in the succession planning surface with a readiness bench.
- The role is highlighted in dashboards and lists with a small CRITICAL label.
- Otherwise, no behaviour changes — the hiring flow is the same; the role is treated identically in screening, interviews, and the handoff.
The flag is metadata. Use it sparingly so the signal stays meaningful. Most workspaces flag 5–15 roles total as critical, regardless of organisation size.
Authoring a role
The wizard is at /{slug}/app/positions → New position. The flow is described in Creating a role.
Editing a role
From the role detail page, the Edit action opens the role for changes. Edits in v0.5 are in-place — there is no role versioning. This means changing the required competencies of an OPEN role affects all current and future candidates equally.
If you want to substantially redefine a role mid-hiring, the recommended path is to ARCHIVE the existing role and create a new one. This preserves the pipeline of the old role for audit while letting the new requirements apply only to fresh applications.
Org chart
The Org chart (under Job Descriptions) is a flat, read-only grid — not a reporting hierarchy. Every job family the workspace has adopted renders as a colored box, grouped into three mandate bands (Regulatory, Executive, Internal — see Job family mandates), each box showing a filled-versus-desired headcount counter. There are no reporting lines, no pan/zoom canvas, and nothing to create, drag, or re-parent on this page — it is a workforce-coverage snapshot.
To create or edit the Job Descriptions behind a box, use the Job Descriptions table, where roles are grouped and managed by sub-sector and job family.
What a role does not do
- Headcount management. A role is one position; the platform does not track headcount budgets, requisition approvals, or backfill rules. Those live in your HRIS.
- Compensation. The platform does not record salary ranges, bonus targets, or equity. Compensation is outside Jadiroon.
- Org structure. A role does not define a reporting line at the role level. Reporting lines are person-to-person, set on the Person record.