trimoji What is this deliverable for?
The Job Description (Ideal CV) is the repository of technical skills used to define the ideal CV profile for a position. It formalizes the hard skill requirements of a recruitment into precise, comparable, and "scoreable" criteria.
Just as the soft skills Job Description defines behavioral expectations, the Ideal CV Job Description defines technical requirements: skills, knowledge, training, languages, experience, contract type, location, and cognitive profile preferences.
This brief becomes the benchmark for comparison when candidate CVs are analyzed by Trimoji: each CV is automatically compared against the brief's criteria to produce a hard skill "matching" score.
What the report contains, section by section
1. Position identification page
The report opens with contextual information about the position: job title, company, industry, department, location, and geographical search radius (<X km). This information anchors the brief in its specific recruitment context.
2. Position conditions
The recruitment conditions are formalized:
- Expected contract type(s) (permanent, fixed-term, freelance, apprenticeship, etc.)
- Driver's license (required or optional)
- Required languages (with mandatory/appreciated mention)
- Keywords by sector or profession (mandatory or optional)
- Desired start date (as soon as possible or specific date)
- Remote work (full, partial, none)
- Target remuneration (min-max range)
- Geographical area (if applicable)
3. Weighting of requirement levels
A weighting graph indicates the relative priority of the different criteria in the brief. This allows for calibration of the scoring: two positions with the same skills but different weightings will produce different "matching" results, reflecting the true recruitment priorities.
4. Target soft skills (behavioral dimension)
The brief may include expected soft skills for the position, drawn from the Trimoji repository. This section allows for the articulation of technical expectations with behavioral expectations, even though the Ideal CV brief primarily focuses on hard skills.
5. Target cognitive profile (optional)
If a personality dimension has been associated, a graph of the expected cognitive preferences (4D) for the position is displayed.
6. Experiential requirements
Criteria related to professional experience are described with their weighting score:
- Required position: title of the expected position or family of positions (with target matching score)
- Sector: target industry sector with weighting
- Company size: preference for organization size (startup, SME, large group)
- Years of experience: minimum number of months/years of experience
- Recency of position: maximum time accepted since the last comparable position
7. Training requirements
Academic criteria are formalized with their weighting: diploma level (ISCED type), field of study (CIP code), and maximum graduation year (for recent graduates or recruitments with a seniority criterion).
8. Target technical skills (hard skills)
The core of the brief: the list of expected technical skills for the position, each with its target score in percentage. The higher the score, the more priority the skill has. These skills will be automatically compared to the skills extracted from each candidate's CV.
9. Target knowledge
In addition to hard skills, the expected theoretical knowledge, tools, and methodologies are listed with their weighting.
How does it work?
Step 1 — Configure the brief
The recruiter enters the job criteria into Trimoji: skills, training, experience, languages, conditions. They assign weights according to recruitment priorities.
Step 2 — Generate the brief
The brief is generated in PDF format with all formalized criteria. It is timestamped and identified by the job title.
Step 3 — Compare with candidate CVs
Each CV uploaded into Trimoji is automatically compared against the brief's criteria. A hard skill "matching" score is calculated for each candidate, taking into account the defined weightings. This score populates the Candidate Dossier and can be viewed directly in the interface.
Benefits for an HR team
✅ Formalized technical criteria from the start of recruitment, avoiding disagreements during the process.
✅ Automatic CV scoring: each analyzed CV receives a score against the brief without manual intervention.
✅ Prioritization weighting: a position where language is critical will be weighted differently than a position where it is a plus.
✅ Recruiter/manager alignment: the brief structures the conversation about what is truly important before starting the search.
✅ Reusable: a validated brief can be reused for future recruitments for the same type of position.
Use cases
Technical recruitment
Precisely define the skills required for an engineering, developer, or subject matter expert position before processing applications. Automatic scoring speeds up the initial screening.
IT Services and Specialized Consulting Firms
Create a brief for each client assignment and compare your pool of consultants to identify the profiles best suited for each mission.
International recruitment
Include language requirements and geographical criteria in the brief to automatically filter applications based on these constraints.
FAQ
What is the difference with the soft skills Job Description?
The two briefs are complementary. The Ideal CV brief focuses on technical skills, training, and experience. The soft skills brief focuses on behavioral profile. Both can be combined in the Candidate Dossier for two-dimensional scoring.
How many skills can be included in a brief?
As many as necessary. However, it is recommended to focus on the 5 to 10 truly discriminating skills to maintain a clear and meaningful scoring.
Can the brief be modified after the first applications?
Yes. If the market reveals that certain criteria are inaccessible or less relevant, the brief can be adjusted and the "matching" scores recalculated.
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