Clear roles. Consistent language. No guesswork.

An easy and structured way to create job descriptions that reflect real contribution and balanced behaviour.

• 4 Easy Steps
• The Framework
• Behaviour in Balance
• Get to know Know Me, I AM
• About

Most frameworks describe what people do.
This one describes how they contribute — and the altitude at which they operate.

Every role enables something larger. The difference between roles isn’t just the tasks they complete, but the scope of what their work improves, enables, or shapes.The framework defines four levels of contribution.

Foundational
Applies established methods within a defined scope. The contribution is reliable execution — the work that keeps everything running.What it enables: consistent output, safe operations, accurate information.Applied
Uses judgement to adapt, solve problems, and coordinate within a domain. The contribution is making processes work in context and improving them through experience.What it improves: reliability, efficiency, quality, problem resolution.Advanced
Designs how work gets done. Builds systems, leads functions, and aligns teams. The contribution is creating the conditions for predictable, high‑quality performance.What it achieves: functional strategy, aligned teams, scalable processes.Enterprise
Shapes the organisation itself. Sets direction, governs risk, and builds long‑term capability. The contribution is felt across the whole organisation.What it shapes: strategic direction, organisational resilience, sustainable success.

What makes this framework different is that it connects every role — no matter how operational or strategic — to the value it creates. A maintenance technician and a Chief Operating Officer sit at different altitudes, but both have a clear line of sight to what their work makes possible.That clarity gives people purpose, dignity, and a shared understanding of how they contribute to the organisation.

In reality, almost any behaviour — when applied without judgement — can become a limitation.Someone who drives delivery relentlessly may unintentionally shut down collaboration.
Someone who values harmony may avoid the conversations that matter.

The behaviour isn’t wrong.
The calibration is.

That's the principle behind the Know Me, I AM Competency Framework and understanding Behaviour in Balance.

Collaboration & Communication — how people connect, listen, share, and influence

Delivery & Drive — how people focus, prioritise, and follow through

Leadership & People — how people guide, support, and develop others

Learning & Growth — how people adapt, reflect, and build capability

Thinking & Judgement — how people reason, evaluate, and make decisions

Values & Culture — how people show integrity, awareness, and consistency of character

Each behaviour appears in three statesUnderused
The behaviour is missing or applied too lightly.Overused
The behaviour is present but applied too strongly or rigidly.Balanced
The behaviour is applied with judgement and awareness.

That clarity helps you assess clearly in interviews, identify focus areas during onboarding, and have development conversations because everyone shares the same language for what’s working — and what needs adjusting.

The Know Me, I AM Competency Framework doesn’t label behaviours as good or bad. It recognises that the same strength, in different doses and different moments, leads to very different outcomes. It’s an honest, human, and practical way to understand how people contribute.

I AM Karen, the founder of Know Me, I AM — and this all began with real conversations about work.

After more than fifteen years working in Talent Acquisition, I found that the most valuable discussions with hiring managers always started with the same simple question:“What skills do you need for this role?”

From there, the conversation would open up — about what success looks like, how the role contributes, and what behaviours really matter in practice.Over time I realised those conversations followed a pattern. They weren’t just helpful for writing better job descriptions; they helped clarify how a role fits into the wider organisation.

So I began building a framework that could guide those conversations more clearly.Learning to build software was never part of my original career plan, but the idea was too important to leave unfinished. Over time I learned the tools needed to turn that framework into something practical.

Know Me, I AM is the result — an app designed to help organisations describe roles clearly, fairly, and consistently.

Writing a job description can be difficult. It’s not always obvious how to describe the role, what to include, or how to express expectations fairly.

Know Me, I AM helps you create clear job descriptions without starting from a blank page.

Step 1Describe the purpose of the roleIn one or two sentences, describe why the role exists and the outcomes it is there to support.

Step 2Identify who the role works withList key working relationships across teams, functions, or stakeholders.

Step 3Define what success looks likeIn one or two sentences describe the results, outputs, or improvements the role should deliver.

Step 4Confirm whether the role manages peopleA yes or no answer as to whether the role has responsibility for managing others.

From these answers, the app identifies the level of contribution and assembles a clear, structured job description.

AI follows the framework — it doesn’t invent the role.

The app goes further than the four steps.

It adapts to your organisation, your function, and your structure — and it includes tools that help you explore contribution and behaviour in more depth.

What Know Me, I AM does

Know Me, I AM creates a complete, structured role profile — not just a job description.It brings together role purpose, deliverables, competencies, working knowledge, balanced behaviour, and interview prompts, all shaped by your organisation’s context.

Organisation context

The app adapts to your organisation.It uses your industry sector, a short description of how your organisation works, and the structure of your hierarchy to shape the language and expectations for each role. If your organisation doesn’t use titles like VP or Director, the app adjusts automatically — so the output always fits your world, not a generic template.

Functions and roles

Know Me, I AM understands the function the role sits in.Whether it’s Finance, Manufacturing, Engineering, People, or any other function, the app adjusts the language, deliverables, and expectations so each role reflects the realities of that discipline — not a one‑size‑fits‑all template.

Contribution levels

Every role sits at a level of contribution — and Know Me, I AM uses that to shape the work.Foundational, Applied, Advanced, or Enterprise: the contribution level is applied automatically based on the framework built into the app, and it guides the depth, scope, and expectations in the role profile so the deliverables and behaviours match the level of impact the role is meant to have.

Behaviour in Balance & Competencies

The app applies the full behavioural framework, not just a list of traits.It uses Behaviour in Balance to show the underused, balanced, and overused states of each behaviour, and it draws from the full competency framework built into the app to shape expectations with clarity and nuance — giving you access to 6 categories and 36 competencies.

What Know Me, I AM creates for you

You get a complete, structured job description — ready to use.
Know Me, I AM brings together role purpose, deliverables, competencies, working knowledge, balanced behaviours, and interview prompts into one clear profile. Everything is shaped by your organisation’s context, function, and contribution level, so the output feels accurate, consistent, and genuinely useful.

The I AM Hub

Your space to explore contribution, behaviour, and capability.The I AM Hub brings the whole framework to life — contribution levels, Behaviour in Balance, and all 36 competencies across six categories. It’s a place to browse, learn, and understand the expectations behind every role, giving managers clarity and confidence long before they create a profile.

Confidence

You get the confidence to say what you need — and use it well.Know Me, I AM gives you a role profile you can rely on, so you can speak clearly about what the role requires and use the same profile as an interview tool, an onboarding guide, and a development anchor. One source of truth, used consistently, with confidence.