JTBD Mastery

Master the Jobs-to-be-Done framework for critical talent decisions. Whether hiring, planning succession, or staffing key initiatives, learn to define roles with specific, measurable outcomes that identify the right talent. WHAT ARE JOBS-TO-BE-DONE? JTBD defines the 3-5 key actions a person in a critical role must perform to deliver value. Unlike generic job descriptions, JTBD statements are: • Bespoke to your specific strategic needs • Focused on measurable outcomes (WHAT, HOW MUCH, WHEN) • Specific enough to answer: "Did the job get done well?" • Designed to identify people with the right experience USE JTBD FOR: External Hiring - Define critical roles to attract the right candidates Succession Planning - Identify who internally can step into key positions Key Initiatives - Select the right person to lead strategic projects THREE LEARNING MODES LEARN MODE Study 10 real-world examples from Fortune 500 companies including VP Operations, CTO, CMO, and other executive roles. See the difference between vague descriptions and excellent JTBD statements that specify work, metrics, and timeframes. BUILD MODE Create your own JTBD statements with interactive guidance. Choose from real scenarios and build step-by-step: • Define WHAT specific work needs to be accomplished • Specify HOW MUCH with clear, measurable outcomes • Set WHEN with concrete deadlines (3-5 year view) • Get AI-powered suggestions to refine your statements CRITIQUE MODE Submit any JTBD statement for instant AI analysis. Get feedback on whether outcomes are measurable, missing elements, and how to strengthen your statement. WHO IS THIS FOR? • Executives making critical talent decisions • HR Leaders planning succession • Hiring Managers defining strategic roles • Business Leaders staffing key initiatives • Anyone matching talent to critical work THE FRAMEWORK JTBD teaches three essential elements: 1. WHAT - Specific work (not generic responsibilities) 2. HOW MUCH - Measurable outcomes (quantifiable results) 3. WHEN - Concrete deadlines (typically 3-5 years) Example: Generic: "Lead sales team and increase revenue" Bespoke JTBD: "Build and scale inside sales team from 5 to 20 reps, increasing enterprise revenue from $12M to $35M ARR by Q4 2028" MAKE BETTER TALENT DECISIONS With JTBD you can: • Identify talent with specific relevant experience • Measure success clearly: Did they do the job well? • Align people with 3-5 year strategic goals • Avoid expensive mis-matches in critical roles For hiring: Attract the right candidates and exclude poor fits For succession: Know exactly who has the right experience For initiatives: Select the person who can deliver FEATURES • 10 real-world business examples • Interactive JTBD builder • AI-powered critique and feedback • Progress tracking across all modes • Work history and saved statements • Clean mobile interface • Offline access to examples • No ads, no distractions TRACK YOUR PROGRESS View examples studied, JTBD statements created, AI critiques received, and monitor your improvement over time. THE CRITICAL DIFFERENCE Generic descriptions don't help. JTBD statements are so specific they reveal exactly who has the right experience—whether hiring externally, promoting internally, or selecting someone for a key initiative. If you can find it on Google, it's not a JTBD. START TODAY Whether hiring a VP, planning leadership succession, or staffing your most important initiative, JTBD Mastery gives you the skills to define critical work and identify exceptional talent. Download now and transform your talent decisions. SUPPORT Questions or feedback? Contact us at [email protected]