Quick answer: A job requisition is an internal request for permission to create or fill a role. Candidates never see it. For a team of 10 to 50 people, keep it to one page: title, employment type, pay range, why you need the seat, when you want someone to start, and who signs off.
I used to treat hiring like a chat. Someone said we needed help, someone else posted a role, and payroll found out later. That is how you hire without a plan.
In my opinion, the requisition is the plan. It is not paperwork for its own sake. It is the moment you decide whether the seat is real.
What is a job requisition?
It is an internal ask. A manager or founder requests permission to open a new seat or backfill one. HR glossaries and hiring guides describe the same core idea: the requisition authorizes recruiting; it is not the ad candidates read.
Typical fields:
- Job title and team
- Employment type (full time, part time, contract)
- Pay range or budget band
- Justification (why now, what breaks if you wait)
- Target start timing
- Approver (owner, finance, or both)
That is enough for most small companies.
Job requisition vs job description vs job posting
People mix these up. They are three different documents.
| Document | Audience | Purpose |
|---|---|---|
| Job requisition | Internal | Permission and budget to hire |
| Job description | Internal (and later candidates) | Duties, skills, expectations |
| Job posting | External | The public ad after approval |
Approve the requisition first. Then finish the description. Then publish the posting. If you skip to the posting, you are recruiting before anyone agreed the seat exists.
When the description is ready, write it clearly. Our guide on how JobCraft writes better job descriptions covers that step.
A one page requisition for teams of 10 to 50
Copy this into a doc or form. Fill every line before anyone sources candidates.
JOB REQUISITION (one page)
Role title:
Team / manager:
Employment type: full time / part time / contract
Location / remote:
Pay range (or budget band):
Headcount type: new seat / backfill
Replacement for (if backfill):
Why we need this role now (3 to 5 lines):
What happens if we wait 90 days:
Target start date:
Must have skills (max 5):
Nice to have (max 3):
Hiring owner:
Finance / founder approver:
Date submitted:
Decision: approved / rejected / revise
Decision date:
Notes:One owner. One finance or founder signature. No five person committee.
Why small teams still need this
Without a requisition, you get:
- Roles posted that nobody budgeted
- Two managers hiring for the same gap
- Interviews that stop when the founder says wait, we cannot afford this
With a short form, you catch that before candidates invest time. After approval, decide how many candidates to interview so the search has a clear stop point.
If you want the requisition, posting, and pipeline in one place, Try Canvider free.
What I would do this week
- Paste the one page form into your shared drive.
- Require it before any public posting.
- Keep the approval chain to two people max.
That is the whole system. Simple on purpose.
Frequently asked questions
What is a job requisition?
A job requisition is an internal request for permission to create or fill a role. It usually covers title, employment type, pay range, justification, start timing, and who must approve. Candidates never see it.
How is a job requisition different from a job description?
The requisition asks for permission and budget. The job description lists duties and qualifications. You approve the requisition first, then write or finalize the description.
How is a job requisition different from a job posting?
The posting is the external ad candidates apply to, published after approval. The requisition stays inside the company and starts that approval.
Do small teams of 10 to 50 people need a formal requisition?
Yes, but keep it light. One page, a clear owner, and a finance or founder signoff is enough. Skipping this step is how unplanned headcount and surprise payroll costs show up.