Before Posting #

Before any position is advertised, the (Interim) ED and hiring manager must agree on what the role is, why it exists, and what it will cost. As a 501(c)(6) membership organization, OASIS has a responsibility to its members to ensure that staff positions are justified by organizational need and approved within budget before any commitment — implied or explicit — is made to candidates. Beyond that obligation to members, OASIS holds itself to a standard of being above reproach in its use of organizational resources: hiring decisions must not only be sound, they must be visibly and demonstrably sound, with no appearance of misuse, favoritism, or lack of due process. Posting before these questions are settled leads to mismatched expectations and offers that cannot be approved.

Role Definition #

A well-defined role is the foundation of a successful hire. The job description should reflect what the person will actually do in their first year, not an idealized wish list. Compensation and employment type must be settled at this stage — not after a candidate has been selected — to avoid situations where a preferred candidate cannot be made an offer within budget.

The reporting line and remote or hybrid arrangement should be confirmed explicitly, as these are among the first questions candidates ask and ambiguity at this stage creates confusion about the nature of the position.

Approvals #

Budget approval must be obtained before a position is posted. For senior roles, the board or relevant committee may need to be notified or consulted consistent with OASIS governance obligations. The (Interim) ED reviews and approves the final job description before it is published to confirm that what is being advertised matches the approved role and budget.