Role Analysis
A job description is a wish list. What decides the outcome is narrower.
Nobody is measured on all fourteen bullet points. Three or four capabilities carry the weight, and they're rarely the ones printed in bold. MinTraq reads the role, works out which ones actually matter at your level, and builds everything that follows from that.
The job description tells you everything except what to prepare
You've read it four times. It wants a strategic thinker who is also hands-on, strong stakeholder management, excellent communication and ownership. So does every other posting with the same title.
Underneath sit the few capabilities that will genuinely be tested, at a depth set by the level. Find those and your preparation stops being general and starts being aimed.
Two ways in, one role profile
Paste the job description
The most accurate route. Paste the posting from a careers page, a job board or an email, and it's read and structured directly.
Or let MinTraq find it
No posting, or a two-line one? Give the role and the company. MinTraq looks for real postings and fills the rest from what it knows about the company and the level.
It tells you where it came from
Every profile shows how much was read from a real posting and how much was reasoned, so you know how firm the ground is.
What will be tested
- Level being hired for
- Manager, owns a team of four
- Core focus
- Month-end close and the ERP move
The concrete surface
SAP S/4HANA migration, IFRS reporting, rolling forecasts, shared-service handoffs.
Where it came from
64% read from a live posting · 36% reasoned from the company and level
What the profile captures
The capabilities that will be tested
Not the full wish list, but the ones the role genuinely turns on. They decide what your assessment measures.
The level, read properly
Two roles with the same title can sit two levels apart. Scope and ownership language show which one is really being hired for.
The concrete surface
Tools, systems and typical projects, so questions are about the things that will genuinely come up.
Why this step decides everything after it
The role profile is the spine of your journey. Your assessment is built from it, your scorecard measures against it, your Skill Builder courses are set in it, and your Prep Kit and Mira both use it.
The practical difference
Research tells you what a Finance Manager usually does. The posting tells you this one owns the ERP migration.
One gives you a generic assessment. The other gives you situations about the thing you'll actually face.
When each path is right
You have the posting
Paste it. The specific systems, the team shape and the employer's own phrasing all carry into your assessment.
The posting is thin
Some listings are three lines and a salary band. Let MinTraq fill the gap from what's known about that role at that company.
There's no vacancy yet
A promotion you're working towards, or a company you mean to target next year. Prepare now, months before a posting appears.
Questions people ask
Which is better, pasting or letting MinTraq find it?+
Pasting, whenever you have the posting. It holds specifics nothing else can infer. Finding it exists so that a missing or useless posting doesn't stop you preparing.
Do I need a live job posting?+
No. Many roles worth preparing for aren't advertised. The profile tells you how much came from a real posting, so you always know what it rests on.
Does it work for a role outside my current field?+
Yes. It's one of the clearest uses: the profile shows what the new role expects instead of assuming your current strengths transfer.
What happens to the job description I paste?+
It's used to build the role profile in your account. It isn't shared with employers and isn't published anywhere.
Can I redo it if I got the role wrong?+
Yes. Add the role again with the right description or title, and the new profile drives your preparation from then on.
Where this fits