You know the drill. You open five job boards, skim a dozen listings, and still feel unsure if your comp range is off or your requirements are out of step. By the time you line up BLS data with what competitors are posting, the brief is already stale. The friction is not the thinking. It is pulling sources together and turning them into a clear role profile you can hand to HR or post today. This task cuts out that work. Research ~8 min to run Research Pay and Role Requirements for a CRE Position Vic prompt Use Vic to research the pay and requirements for an asset manager role I'm hiring for a 400,000 square foot office portfolio. Purpose Set compensation and hiring criteria against current market data instead of spending 45 minutes on manual searches. Inputs Role Title Required Location Required Asset Type Optional Incumbent Comp Optional Housing Provided Optional Employment Structure Optional Priorities Optional Produce Job Post Optional Outputs An in-chat hiring brief with role profile, pay structure and range, benefits picture, market positioning read, and numbered sources, plus an optional job description. Time saved Turns roughly 45 minutes of manual search into about 8 minutes. How it works Run the task with a simple command: Use Vic to research the pay and requirements for an asset manager role I'm hiring for a 400,000 square foot office portfolio. Provide the role title and location. Add asset type if it matters. You can pass context like current incumbent comp, whether housing is provided, employment structure, and any priorities you care about. If you want a ready to post description, say so. Vic returns an in chat hiring brief. It reads like something you would send internally, not a scraped dump. The brief includes a role profile with responsibilities, must haves, and differentiators pulled from current market postings. It also includes a triangulated pay range and structure, a benefits picture, and a short read on where the role sits in the market. Sources are numbered so you can trace each point. The sourcing matters. Pay ranges draw from competitor postings and BLS data, then are reconciled into a range that fits the role and location you gave. This avoids anchoring to a single listing that is either aggressive or stale. You get a range you can defend in an approval meeting. The role profile is not a generic template. Vic pulls common responsibilities across comparable postings, then separates baseline requirements from true differentiators. That split is useful. It keeps your must haves tight and avoids a wish list that filters out good candidates. It also gives you a clean way to show what makes your role distinct without inflating the core requirements. The benefits section reflects what candidates see in the market for that role and location. That helps you spot gaps before you post. If your offer is light in an area competitors emphasize, you will see it early and can decide whether to adjust or make it up elsewhere. If you ask for it, Vic will turn the brief into a ready to post job description. Same inputs, same sources, just formatted for external use. You can copy it into your ATS with minimal edits. The practical upside is speed with a paper trail. You go from scattered tabs to a single brief with sources in about eight minutes. More important, you stop guessing. Comp, scope, and positioning tie to what is in market now, not what you remember from the last hire.