Talent Acquisition Specialist (Mid-Level)
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). Use - for any list of duties/requirements/benefits, and
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones.
We need to decide which sections to include: About Us (maybe "About the role"? Actually "About Us" is about company. The instructions list example headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They didn't list "About Us". But we can still use a heading like "About the role" or maybe "About Shannon & Wilson"? The instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests these are typical. However we should follow the pattern: maybe "About the role" for job summary. "Responsibilities" for responsibilities list. "Requirements" for requirements list. "Benefits" for benefits list. "Pay" for salary range. "Schedule" maybe for hybrid schedule. Also "Qualifications" maybe not needed separate from Requirements. "Skills" maybe not needed.
We need to preserve all substantive information. Let's extract content:
- About Us: description of company (Shannon & Wilson is a 350-person, employee-owned consulting firm headquartered in Seattle, Washington. Provide integrated geotechnical engineering, engineering geology, environmental, and natural resources services... Since 1954... Across our 14 offices nationwide...). This is substantive.
- Job Summary: "Shape how Shannon & Wilson attracts the people who drive our success. As our Talent Acquisition Partner, you will lead recruiting across 14 offices, partner with company leaders, develop creative sourcing strategies, and build strong talent pipelines for current and future workforce needs. This is an opportunity to influence hiring strategy, elevate the candidate experience, and connect exceptional professionals with meaningful careers at an employee-owned engineering consulting firm. The ideal candidate brings exceptional recruiting skills and thorough knowledge of personnel policies, procedures, and applicable employment laws."
- Responsibilities: list bullet points (starting with "Own the end-to-end full cycle recruiting efforts..." etc). We'll need to capture each bullet.
- Requirements: list bullet points (Bachelor’s degree plus 6 years of talent acquisition experience..., Experience working in the Architectural/Engineering/Construction industry is preferred..., Demonstrated experience developing talent strategies..., Proficiency with ATS..., Excellent verbal and written communication skills..., Excellent interpersonal skills..., Ability to create and implement sourcing strategies..., Proactive and independent..., Excellent time management skills..., Familiarity with laws..., SHRM-CP and/or SHRM Talent Acquisition Specialty Credential is preferred., Ability to travel and attend some evening events. This role is a hybrid work schedule with the need for in office presence a minimum of 3 days per week. Frequent sitting, standing, and walking (with or without accommodations).)
- Level Placement: "Depending on applicant’s education, experience, and other qualifications they possess, and if they are a fit for the company, this position will be hired in at the Office Services IV or Senior Office Services with a salary range of $105,000-$135,000. In addition to base pay, all employees are also eligible for an annual year-end discretionary bonus. Exempt staff are eligible to accrue comp time in hours excess of 40 each week."
- Benefits list: "Shannon & Wilson is committed to providing a comprehensive total rewards package that includes the following benefits: Employee stock ownership Medical, prescription, vision, dental, long-term care and life insurance plans are offered to employees (and their families). Pre-tax health and daycare FSA Profit sharing and 401(k) plans with annual safe-harbor contributions 10 - 20 paid vacation days per year for full-time employees, based on years of experience (prorated for part-time employment)Sick leave accrues based on state requirements9 paid holidays per year + 1 personal holiday Paid volunteer day Paid time off for bereavement and jury duty Two weeks of paid parental leave Lunch & Live wellness webinars and an Employee Assistance ProgramMentorship ProgramTuition ReimbursementFree parking"
We need to format benefits as list items.
- Salary Description: "$105,000 -$135,000" (duplicate of earlier). We'll include Pay section.
- Schedule: hybrid schedule with need for in office presence a minimum of 3 days per week. Also mention Frequent sitting, standing, and walking (with or without accommodations). Could be part of Schedule or Requirements. Since schedule is about work arrangement, we can put in Schedule section.
We must not include boilerplate: EEO, E-Verify, non-solicited resumes note, etc. Remove those.
Also remove duplicated lines: The salary range appears twice; we should keep once.
We must not invent or summarize away detail. Keep all substantive info.
We need to output only HTML fragment, no /, no markdown fences.
We'll structure:
About Shannon & Wilson
maybe but instruction says About the role. However we have company description; maybe we can use "About the role" for job summary and include company description within that? But they said use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but we should follow that list. However "About the role" could encompass both company description and job summary. But they said do NOT repeat the job title as a heading (the page already shows it). So we can have About the role heading and include company overview and job summary.
Alternatively we could have separate sections: About the role (job summary) and maybe a separate paragraph for company info? But they said prefer a few substantive sections over many thin ones. So we could combine company overview and job summary under About the role.
Let's decide: Use About the role heading, then paragraph(s) containing company description and job summary.
Then Responsibilities heading with - for each responsibility.
Then Requirements heading with
- for each requirement.
Then Benefits heading with
- for each benefit.
Then Pay heading with
for salary range and maybe bonus info.
Then Schedule heading with
for hybrid schedule and physical demands.
We need to ensure we don't create sections with filler. All have content.
Now extract details precisely.
Company description paragraph:
"Shannon & Wilson is a 350-person, employee-owned consulting firm headquartered in Seattle, Washington. We provide integrated geotechnical engineering, engineering geology, environmental, and natural resources services with a commitment to technical excellence and high-quality client service. Since 1954, we have delivered comprehensive engineering and environmental solutions for many challenging planning, design, permitting, and construction projects. Across our 14 offices nationwide, our employees advance meaningful, innovative scientific practices while improving communities and preserving the environment. We build lasting relationships through trust, responsiveness, and the value we bring to every project."
Job summary paragraph:
"Shape how Shannon & Wilson attracts the people who drive our success. As our Talent Acquisition Partner, you will lead recruiting across 14 offices, partner with company leaders, develop creative sourcing strategies, and build strong talent pipelines for current and future workforce needs. This is an opportunity to influence hiring strategy, elevate the candidate experience, and connect exceptional professionals with meaningful careers at an employee-owned engineering consulting firm. The ideal candidate brings exceptional recruiting skills and thorough knowledge of personnel policies, procedures, and applicable employment laws."
We could combine into one or two paragraphs. We'll put as two
under About the role.
Responsibilities list (as given):
- Own the end-to-end full cycle recruiting efforts from intake, calibration, sourcing strategy, assessment design, interview process, offer review and closing.
- Develop and lead hiring and attraction strategies across all job functions and 14 office locations, with an emphasis on building pipelines of highly qualified talent.
- Partner with leaders on workforce planning, hiring priorities, talent availability, external market conditions, and recommended sourcing and selection strategies.
- Lead resolution of complex hiring issues and stakeholder escalations while maintaining a high standard of customer and candidate experience.
- Analyze recruiting activity, source effectiveness, candidate conversion, time-to-fill, and other key metrics to identify trends and improve hiring outcomes.
- Evaluate candidates through sourcing, screening, and structured assessment, and present qualified candidates to hiring managers with clear recommendations.
- Build and maintain relationships with prospective candidates, universities, and professional associations to expand talent pipelines and strengthen awareness of Shannon and Wilson as an employer of choice.
- Collaborate with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
- Evaluate and streamline recruiting processes to improve efficiency, strengthen the candidate and hiring manager experience, and deliver measurable results.
- Maintain accurate and timely applicant, interview, and disposition records in the Applicant Tracking System.
- Ensure compliance with federal, state, and local employment laws and regulations, and company policies.
- Perform other duties as assigned.
We'll output each as
- .
Requirements list:
- Bachelor’s degree plus 6 years of talent acquisition experience (i.e. recruiting and sourcing) required, or 9 + years of professional experience as a recruiter in lieu of degree.
- Experience working in the Architectural/Engineering/ Construction industry is preferred.
- Demonstrated experience developing talent strategies, workforce plans, and hiring forecasts.
- Proficiency with Applicant Tracking Systems (ATS), candidate relationship management tools, and Microsoft Office applications, including Excel and PowerPoint.
- Excellent verbal and written communication skills.
- Excellent interpersonal skills with good negotiation tactics.
- Ability to create and implement sourcing strategies for recruitment for a variety of roles.
- Proactive and independent with the ability to take initiative.
- Excellent time management skills with a proven ability to meet deadlines.
- Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
- SHRM-CP and/or SHRM Talent Acquisition Specialty Credential is preferred.
- Ability to travel and attend some evening events.
- This role is a hybrid work schedule with the need for in office presence a minimum of 3 days per week.
- Frequent sitting, standing, and walking (with or without accommodations).
Note: The last two items about hybrid schedule and physical demands could be moved to Schedule section, but they are in Requirements list. However we could keep them under Requirements but also have Schedule section? Might duplicate. Better to follow the posting: they are part of Requirements. But we also have a Schedule section maybe for hybrid schedule. However we should not duplicate content. The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. If we put hybrid schedule in Requirements, we should not also repeat it in Schedule unless we also keep it there. But we could create a Schedule section and move those items there, but then we would be removing them from Requirements, which would be losing detail unless we keep them also elsewhere. The instruction says do NOT invent or summarize away detail; we can reorganize but must keep all info. So we could keep hybrid schedule and physical demands under Requirements, and also have a Schedule section that maybe just repeats?
for prose. Do NOT repeat the job title as a heading. Do NOT put Job ID / requisition numbers as headings — fold minor metadata into a short
or drop it. Preserve ALL substantive information; do NOT invent or summarize away detail. Remove cookie/navigation/legal/EEO/equal-opportunity/scam-warning boilerplate, duplicated lines, and application instructions. IMPORTANT: include a section ONLY when the posting has real, specific content for it — never emit a heading followed by filler/placeholder text (e.g. "commensurate with experience", "not specified", "N/A", "varies", "TBD") and never create Pay/Schedule/Benefits sections unless the posting actually states them. Prefer a few substantive sections over many thin ones. We need to decide which sections to include: About Us (maybe "About the role"? Actually "About Us" is about company. The instructions list example headings: About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule. They didn't list "About Us". But we can still use a heading like "About the role" or maybe "About Shannon & Wilson"? The instruction says use
for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but suggests these are typical. However we should follow the pattern: maybe "About the role" for job summary. "Responsibilities" for responsibilities list. "Requirements" for requirements list. "Benefits" for benefits list. "Pay" for salary range. "Schedule" maybe for hybrid schedule. Also "Qualifications" maybe not needed separate from Requirements. "Skills" maybe not needed.
We need to preserve all substantive information. Let's extract content:
- About Us: description of company (Shannon & Wilson is a 350-person, employee-owned consulting firm headquartered in Seattle, Washington. Provide integrated geotechnical engineering, engineering geology, environmental, and natural resources services... Since 1954... Across our 14 offices nationwide...). This is substantive.
- Job Summary: "Shape how Shannon & Wilson attracts the people who drive our success. As our Talent Acquisition Partner, you will lead recruiting across 14 offices, partner with company leaders, develop creative sourcing strategies, and build strong talent pipelines for current and future workforce needs. This is an opportunity to influence hiring strategy, elevate the candidate experience, and connect exceptional professionals with meaningful careers at an employee-owned engineering consulting firm. The ideal candidate brings exceptional recruiting skills and thorough knowledge of personnel policies, procedures, and applicable employment laws."
- Responsibilities: list bullet points (starting with "Own the end-to-end full cycle recruiting efforts..." etc). We'll need to capture each bullet.
- Requirements: list bullet points (Bachelor’s degree plus 6 years of talent acquisition experience..., Experience working in the Architectural/Engineering/Construction industry is preferred..., Demonstrated experience developing talent strategies..., Proficiency with ATS..., Excellent verbal and written communication skills..., Excellent interpersonal skills..., Ability to create and implement sourcing strategies..., Proactive and independent..., Excellent time management skills..., Familiarity with laws..., SHRM-CP and/or SHRM Talent Acquisition Specialty Credential is preferred., Ability to travel and attend some evening events. This role is a hybrid work schedule with the need for in office presence a minimum of 3 days per week. Frequent sitting, standing, and walking (with or without accommodations).)
- Level Placement: "Depending on applicant’s education, experience, and other qualifications they possess, and if they are a fit for the company, this position will be hired in at the Office Services IV or Senior Office Services with a salary range of $105,000-$135,000. In addition to base pay, all employees are also eligible for an annual year-end discretionary bonus. Exempt staff are eligible to accrue comp time in hours excess of 40 each week."
- Benefits list: "Shannon & Wilson is committed to providing a comprehensive total rewards package that includes the following benefits: Employee stock ownership Medical, prescription, vision, dental, long-term care and life insurance plans are offered to employees (and their families). Pre-tax health and daycare FSA Profit sharing and 401(k) plans with annual safe-harbor contributions 10 - 20 paid vacation days per year for full-time employees, based on years of experience (prorated for part-time employment)Sick leave accrues based on state requirements9 paid holidays per year + 1 personal holiday Paid volunteer day Paid time off for bereavement and jury duty Two weeks of paid parental leave Lunch & Live wellness webinars and an Employee Assistance ProgramMentorship ProgramTuition ReimbursementFree parking"
We need to format benefits as list items.
- Salary Description: "$105,000 -$135,000" (duplicate of earlier). We'll include Pay section.
- Schedule: hybrid schedule with need for in office presence a minimum of 3 days per week. Also mention Frequent sitting, standing, and walking (with or without accommodations). Could be part of Schedule or Requirements. Since schedule is about work arrangement, we can put in Schedule section.
We must not include boilerplate: EEO, E-Verify, non-solicited resumes note, etc. Remove those.
Also remove duplicated lines: The salary range appears twice; we should keep once.
We must not invent or summarize away detail. Keep all substantive info.
We need to output only HTML fragment, no /, no markdown fences.
We'll structure:
About Shannon & Wilson
maybe but instruction says About the role. However we have company description; maybe we can use "About the role" for job summary and include company description within that? But they said use for section headings (e.g. About the role, Responsibilities, Requirements, Qualifications, Skills, Benefits, Pay, Schedule). It doesn't forbid other headings, but we should follow that list. However "About the role" could encompass both company description and job summary. But they said do NOT repeat the job title as a heading (the page already shows it). So we can have About the role heading and include company overview and job summary.
Alternatively we could have separate sections: About the role (job summary) and maybe a separate paragraph for company info? But they said prefer a few substantive sections over many thin ones. So we could combine company overview and job summary under About the role.
Let's decide: Use About the role heading, then paragraph(s) containing company description and job summary.
Then Responsibilities heading with - for each responsibility.
Then Requirements heading with
- for each requirement.
Then Benefits heading with
- for each benefit.
Then Pay heading with
for salary range and maybe bonus info.
Then Schedule heading with
for hybrid schedule and physical demands.
We need to ensure we don't create sections with filler. All have content.
Now extract details precisely.
Company description paragraph:
"Shannon & Wilson is a 350-person, employee-owned consulting firm headquartered in Seattle, Washington. We provide integrated geotechnical engineering, engineering geology, environmental, and natural resources services with a commitment to technical excellence and high-quality client service. Since 1954, we have delivered comprehensive engineering and environmental solutions for many challenging planning, design, permitting, and construction projects. Across our 14 offices nationwide, our employees advance meaningful, innovative scientific practices while improving communities and preserving the environment. We build lasting relationships through trust, responsiveness, and the value we bring to every project."
Job summary paragraph:
"Shape how Shannon & Wilson attracts the people who drive our success. As our Talent Acquisition Partner, you will lead recruiting across 14 offices, partner with company leaders, develop creative sourcing strategies, and build strong talent pipelines for current and future workforce needs. This is an opportunity to influence hiring strategy, elevate the candidate experience, and connect exceptional professionals with meaningful careers at an employee-owned engineering consulting firm. The ideal candidate brings exceptional recruiting skills and thorough knowledge of personnel policies, procedures, and applicable employment laws."
We could combine into one or two paragraphs. We'll put as two
under About the role.
Responsibilities list (as given):
- Own the end-to-end full cycle recruiting efforts from intake, calibration, sourcing strategy, assessment design, interview process, offer review and closing.
- Develop and lead hiring and attraction strategies across all job functions and 14 office locations, with an emphasis on building pipelines of highly qualified talent.
- Partner with leaders on workforce planning, hiring priorities, talent availability, external market conditions, and recommended sourcing and selection strategies.
- Lead resolution of complex hiring issues and stakeholder escalations while maintaining a high standard of customer and candidate experience.
- Analyze recruiting activity, source effectiveness, candidate conversion, time-to-fill, and other key metrics to identify trends and improve hiring outcomes.
- Evaluate candidates through sourcing, screening, and structured assessment, and present qualified candidates to hiring managers with clear recommendations.
- Build and maintain relationships with prospective candidates, universities, and professional associations to expand talent pipelines and strengthen awareness of Shannon and Wilson as an employer of choice.
- Collaborate with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details.
- Evaluate and streamline recruiting processes to improve efficiency, strengthen the candidate and hiring manager experience, and deliver measurable results.
- Maintain accurate and timely applicant, interview, and disposition records in the Applicant Tracking System.
- Ensure compliance with federal, state, and local employment laws and regulations, and company policies.
- Perform other duties as assigned.
We'll output each as
- .
Requirements list:
- Bachelor’s degree plus 6 years of talent acquisition experience (i.e. recruiting and sourcing) required, or 9 + years of professional experience as a recruiter in lieu of degree.
- Experience working in the Architectural/Engineering/ Construction industry is preferred.
- Demonstrated experience developing talent strategies, workforce plans, and hiring forecasts.
- Proficiency with Applicant Tracking Systems (ATS), candidate relationship management tools, and Microsoft Office applications, including Excel and PowerPoint.
- Excellent verbal and written communication skills.
- Excellent interpersonal skills with good negotiation tactics.
- Ability to create and implement sourcing strategies for recruitment for a variety of roles.
- Proactive and independent with the ability to take initiative.
- Excellent time management skills with a proven ability to meet deadlines.
- Familiarity with laws, regulations, and best practices applicable to hiring and recruitment.
- SHRM-CP and/or SHRM Talent Acquisition Specialty Credential is preferred.
- Ability to travel and attend some evening events.
- This role is a hybrid work schedule with the need for in office presence a minimum of 3 days per week.
- Frequent sitting, standing, and walking (with or without accommodations).
Note: The last two items about hybrid schedule and physical demands could be moved to Schedule section, but they are in Requirements list. However we could keep them under Requirements but also have Schedule section? Might duplicate. Better to follow the posting: they are part of Requirements. But we also have a Schedule section maybe for hybrid schedule. However we should not duplicate content. The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. If we put hybrid schedule in Requirements, we should not also repeat it in Schedule unless we also keep it there. But we could create a Schedule section and move those items there, but then we would be removing them from Requirements, which would be losing detail unless we keep them also elsewhere. The instruction says do NOT invent or summarize away detail; we can reorganize but must keep all info. So we could keep hybrid schedule and physical demands under Requirements, and also have a Schedule section that maybe just repeats?
- for each responsibility.
Then Requirements heading with
- for each requirement.
Then Benefits heading with
- for each benefit.
Then Pay heading with
for salary range and maybe bonus info. Then Schedule heading with
for hybrid schedule and physical demands. We need to ensure we don't create sections with filler. All have content. Now extract details precisely. Company description paragraph: "Shannon & Wilson is a 350-person, employee-owned consulting firm headquartered in Seattle, Washington. We provide integrated geotechnical engineering, engineering geology, environmental, and natural resources services with a commitment to technical excellence and high-quality client service. Since 1954, we have delivered comprehensive engineering and environmental solutions for many challenging planning, design, permitting, and construction projects. Across our 14 offices nationwide, our employees advance meaningful, innovative scientific practices while improving communities and preserving the environment. We build lasting relationships through trust, responsiveness, and the value we bring to every project." Job summary paragraph: "Shape how Shannon & Wilson attracts the people who drive our success. As our Talent Acquisition Partner, you will lead recruiting across 14 offices, partner with company leaders, develop creative sourcing strategies, and build strong talent pipelines for current and future workforce needs. This is an opportunity to influence hiring strategy, elevate the candidate experience, and connect exceptional professionals with meaningful careers at an employee-owned engineering consulting firm. The ideal candidate brings exceptional recruiting skills and thorough knowledge of personnel policies, procedures, and applicable employment laws." We could combine into one or two paragraphs. We'll put as two
under About the role. Responsibilities list (as given): - Own the end-to-end full cycle recruiting efforts from intake, calibration, sourcing strategy, assessment design, interview process, offer review and closing. - Develop and lead hiring and attraction strategies across all job functions and 14 office locations, with an emphasis on building pipelines of highly qualified talent. - Partner with leaders on workforce planning, hiring priorities, talent availability, external market conditions, and recommended sourcing and selection strategies. - Lead resolution of complex hiring issues and stakeholder escalations while maintaining a high standard of customer and candidate experience. - Analyze recruiting activity, source effectiveness, candidate conversion, time-to-fill, and other key metrics to identify trends and improve hiring outcomes. - Evaluate candidates through sourcing, screening, and structured assessment, and present qualified candidates to hiring managers with clear recommendations. - Build and maintain relationships with prospective candidates, universities, and professional associations to expand talent pipelines and strengthen awareness of Shannon and Wilson as an employer of choice. - Collaborate with the hiring manager and/or other human resource staff during the offer process, identifying and recommending salary ranges, incentives, start dates, and other pertinent details. - Evaluate and streamline recruiting processes to improve efficiency, strengthen the candidate and hiring manager experience, and deliver measurable results. - Maintain accurate and timely applicant, interview, and disposition records in the Applicant Tracking System. - Ensure compliance with federal, state, and local employment laws and regulations, and company policies. - Perform other duties as assigned. We'll output each as
- . Requirements list: - Bachelor’s degree plus 6 years of talent acquisition experience (i.e. recruiting and sourcing) required, or 9 + years of professional experience as a recruiter in lieu of degree. - Experience working in the Architectural/Engineering/ Construction industry is preferred. - Demonstrated experience developing talent strategies, workforce plans, and hiring forecasts. - Proficiency with Applicant Tracking Systems (ATS), candidate relationship management tools, and Microsoft Office applications, including Excel and PowerPoint. - Excellent verbal and written communication skills. - Excellent interpersonal skills with good negotiation tactics. - Ability to create and implement sourcing strategies for recruitment for a variety of roles. - Proactive and independent with the ability to take initiative. - Excellent time management skills with a proven ability to meet deadlines. - Familiarity with laws, regulations, and best practices applicable to hiring and recruitment. - SHRM-CP and/or SHRM Talent Acquisition Specialty Credential is preferred. - Ability to travel and attend some evening events. - This role is a hybrid work schedule with the need for in office presence a minimum of 3 days per week. - Frequent sitting, standing, and walking (with or without accommodations). Note: The last two items about hybrid schedule and physical demands could be moved to Schedule section, but they are in Requirements list. However we could keep them under Requirements but also have Schedule section? Might duplicate. Better to follow the posting: they are part of Requirements. But we also have a Schedule section maybe for hybrid schedule. However we should not duplicate content. The instruction: Preserve ALL substantive information; do NOT invent or summarize away detail. If we put hybrid schedule in Requirements, we should not also repeat it in Schedule unless we also keep it there. But we could create a Schedule section and move those items there, but then we would be removing them from Requirements, which would be losing detail unless we keep them also elsewhere. The instruction says do NOT invent or summarize away detail; we can reorganize but must keep all info. So we could keep hybrid schedule and physical demands under Requirements, and also have a Schedule section that maybe just repeats?
- for each benefit.
Then Pay heading with
- for each requirement.
Then Benefits heading with