HR / People Ops

Rewrite this job description to attract better candidates. The current version gets applications but most are unqualified.

Current JD:
Title: Marketing Executive
Requirements: Degree in marketing, 2 years experience, proficient in social media, good communication skills, able to work in a team.
Responsibilities: Manage social media accounts, create content, run campaigns, prepare reports.

Company context: 30-person fintech startup in KL, Series A funded, product is a business lending platform for SMEs. Culture is fast-paced, lots of ownership, small team so everyone wears multiple hats.

Rewrite rules:
- Replace generic requirements with specific proof of skill (portfolio, metrics, examples)
- Add 3 "you will love this job if..." statements that filter for culture fit
- Add 3 "this is NOT for you if..." statements that repel bad fits
- Include salary range (RM4,000-6,000) — do not hide it
- Describe a typical week, not just responsibilities
- Keep it under 500 words

I have raw notes from a performance review conversation. Summarise them into a structured review document that is fair, specific, and actionable.

Raw notes:
- Aisha consistently delivers design work ahead of schedule
- Stakeholders praise her visual quality but two PMs mentioned she sometimes does not ask enough questions before starting, leading to rework
- She mentored a junior designer and the junior improved significantly
- Missed the Q1 deadline on the rebrand project — she says she was waiting on copy from marketing, which checks out
- Wants to move into UX research but has no formal training
- Salary expectation: wants a 15% raise, current salary RM5,500

Structure the review as:
1. Summary (3 sentences)
2. Key strengths (with specific evidence)
3. Areas for development (with specific evidence, not vague)
4. Goals for next quarter (SMART format)
5. Career development recommendation
6. Compensation recommendation with reasoning

Draft a remote work policy for a Malaysian company with 45 employees. We want to allow hybrid work (3 days office, 2 days remote) but need clear boundaries.

Company context: Software company in Cyberjaya, most roles are engineering and product, some roles (finance, HR, admin) need to be in-office more often. We have had informal WFH for a year but no written policy, which is causing inconsistency and some resentment.

The policy must cover:
1. Eligibility — which roles qualify and which do not (with reasoning)
2. Core hours — when everyone must be reachable regardless of location
3. Equipment — what the company provides vs what the employee provides
4. Communication expectations — response times, camera-on rules, async norms
5. Performance measurement — how managers assess remote workers fairly
6. Expenses — what is claimable when working from home
7. Compliance — reference Employment Act 1955 amendments on flexible work arrangements
8. Abuse clause — what happens if the policy is misused

Tone: professional but human. This is not a legal document — it is a guide people will actually read.

Create a structured interview question bank for hiring a Senior Software Engineer. The interview has 4 rounds.

Round 1 — Phone Screen (20 min, recruiter)
Round 2 — Technical Assessment (60 min, engineering lead)
Round 3 — System Design (45 min, CTO)
Round 4 — Culture & Values (30 min, HR + hiring manager)

For each round, provide:
- 5 questions with the specific answer signals to listen for
- 1 red flag response that should concern us
- Scoring rubric (1-5 scale with descriptions for 1, 3, and 5)

Context: We are a 20-person startup building a logistics SaaS. Tech stack is TypeScript, React, Node, PostgreSQL. We value ownership, clear communication, and shipping fast without sacrificing quality. Remote-first team across Malaysia and Singapore.

Constraint: No trick questions, no brainteasers, no "where do you see yourself in 5 years." Every question must reveal something about how they actually work.

Build a 30-day onboarding checklist for a new marketing hire at a Malaysian tech company. Go beyond "set up email and laptop."

Role: Marketing Manager (first marketing hire, previously outsourced)
Team: Will report to CEO, work closely with product and sales
Company: 25-person B2B SaaS, selling HR software to SMEs
Tools: HubSpot, Canva, Google Workspace, Slack, Notion

Structure the checklist as:
Week 1 — Orientation & Context
Week 2 — Deep Dives & Shadowing
Week 3 — First Deliverables
Week 4 — Independence & 30-Day Review

For each week, include:
- Specific tasks with owners (who is responsible for making each thing happen)
- Key meetings to schedule (with specific people and topics)
- Reading/watching list (internal docs, competitor research, customer calls)
- One "quick win" they should ship that week
- How to measure if onboarding is on track

Constraint: This person has no team and no predecessor. The checklist must account for "building the plane while flying it."

Analyse these exit interview summaries from the last 6 months and identify patterns. Do not sugarcoat the findings.

Employee 1 (Engineer, 18 months): "Love the team, but there is no career path. I do not know what senior looks like here. Got an offer with a clear L4-L5-L6 framework."

Employee 2 (Designer, 12 months): "The work was great but decisions kept getting reversed by founders. Felt like my expertise was not trusted. New role gives me more autonomy."

Employee 3 (Sales, 8 months): "Targets were unrealistic from day one. I raised it twice and nothing changed. Commission structure was confusing — I never knew exactly what I would earn."

Employee 4 (Marketing, 24 months): "Loved the mission. Left because salary reviews kept getting delayed. Was told 'next quarter' three times."

Employee 5 (Engineer, 14 months): "Technical debt was killing velocity. We spent 60% of every sprint on bugs from shortcuts taken 2 years ago. Leadership did not see it as a priority."

Give me:
1. The top 3 systemic issues (not individual complaints)
2. Which issue, if fixed, would have the highest retention impact
3. A 90-day action plan for the #1 issue
4. What these exits are costing the company (estimate using Malaysian market replacement costs)

I need to benchmark salaries for my team to prepare for annual reviews. Analyse whether our current compensation is competitive for the Malaysian tech market.

Our company: Series A SaaS startup in KL, 35 employees, raised RM12M

Current salaries:
- Junior Software Engineer: RM4,500
- Mid Software Engineer: RM7,500
- Senior Software Engineer: RM12,000
- Product Manager: RM9,000
- UI/UX Designer: RM6,500
- Marketing Manager: RM7,000
- Head of Sales: RM15,000 + 1.5% commission
- HR Executive: RM4,800

For each role:
1. Is this below market, at market, or above market for KL tech in 2026?
2. What is the risk level of losing this person (low/medium/high)?
3. Recommended adjustment range
4. Non-salary levers we could use if budget is tight (be specific, not generic "flexible hours")

Total budget for raises: RM15,000/month. Recommend how to allocate it across the team based on retention risk and market gap.

Help me prepare for a termination conversation. I need to be clear, compassionate, and legally compliant under Malaysian employment law.

Situation: A customer support team lead (2 years tenure, confirmed employee under Employment Act 1955) has consistently underperformed for 6 months despite a formal PIP. The PIP documented: response time targets missed 4 out of 6 months, customer satisfaction dropped from 4.2 to 3.1 in their team, two verbal warnings and one written warning issued.

Prepare:
1. A script for the conversation (under 5 minutes of speaking) that covers: the decision, the reason, what happens next, severance/notice period, and practical next steps
2. What NOT to say (legally risky phrases to avoid)
3. Required documentation checklist per Employment Act 1955 and Industrial Relations Act 1967
4. Notice period calculation based on 2 years of service
5. Logistics: who should be in the room, when to schedule, how to handle company property and system access

Tone: This is a person who tried but it did not work out. Dignity matters.