Q01
Message
All templates
Job Content and Role Fit Survey
Measures how satisfied employees are with the substance of their job — the tasks, autonomy, variety, skill fit, and workload — separate from pay or manager quality. Built for HR and people-ops teams running role-design reviews, with an AI follow-up that digs into the specific task or moment behind their lowest-rated aspect of the work.
Sample questions
A preview of what’s in the template. Every question is editable before you launch.
12 questions · ~7 min
Q02
Multiple ChoiceRequired
How long have you been in your current role?
- Less than 3 months
- 3-12 months
- 1-3 years
- 3-5 years
- More than 5 years
Q03
Opinion ScaleRequired
Overall, how satisfied are you with the actual day-to-day work you do (the tasks themselves, not the team or pay)?
Scale: 0 – 10
Min:Not satisfied at allMax:Extremely satisfied
Q04
MatrixRequired
How would you rate each of the following aspects of your current role?
6 rows × 5 columns
- Variety in your daily tasks
- Autonomy over how you do your work
- How well the role uses your top skills
- Pace and workload
- Meaningfulness of the work
- +1 more
Columns: Poor · Fair · Good · Very good · Excellent
Q05
Best–Worst Trade-off (MaxDiff)Required
Which of these matter most to you in a role, and which matter least?
- Autonomy over how I do my work
- Variety in daily tasks
- Using my top skills and strengths
- Meaningful, purposeful work
- Manageable workload and pace
- Opportunities to learn and grow
- Recognition for good work
- Clear expectations and goals
Pick best & worst per setBest:Matters mostWorst:Matters least
Q06
Rating ScaleRequired
How manageable is your current workload on a typical week?
Range: 1 – 5
Min:OverwhelmingMax:Very manageable
Q07
Multiple ChoiceRequired
In the last 30 days, how often did you feel genuinely engaged in your work (not bored, not overwhelmed)?
- Never
- Rarely
- Sometimes
- Often
- Almost always
Q08
AI Interview
Identify the aspect of the role the respondent rated lowest in the ratings battery (variety, autonomy, skill use, pace, meaningfulness, or clarity) and ask them to walk through a specific recent week or task where that gap showed up most clearly. Probe what got in the way, whether it's structural (workload, tools, decision rights) or situational, and what a realistic fix would look like. If they rated everything highly, ask what one task they'd remove or add to make the role even better.
Q09
Short Text
If you could change one specific task or responsibility in your role, what would it be?
Q10
Multiple Choice
Which department or function are you part of? (Template note: replace with your organization's actual department list before launching.)
- Engineering
- Sales
- Marketing
- Operations
- Customer Support
- People/HR
- (Replace with department D)
- Prefer not to say
Q11
Multiple Choice
Which best describes your seniority level?
- Entry-level
- Mid-level
- Senior
- Manager
- Director or above
- Prefer not to say
Q12
Message
That's everything — thank you for the honest reflection! Your responses feed into a report on where roles can be redesigned to better fit the people doing them.
What’s included
AI follow-ups
Adaptive probes on open-ended answers that pull out detail a static form would miss.
Attention checks
Built-in safeguards against rushed answers and low-quality respondents.
AI-drafted copy
Wording, ordering, and branching written by the AI — tuned to your research goal.
Auto report
Themes, quotes, and a plain-English summary write themselves once responses come in.
Why this template
What this template is built to do — we found no directly comparable template from other survey tools to review.
What sets it apart
- Includes a matrix and opinion-scale battery covering tasks, autonomy, variety, skill fit, and workload as distinct dimensions, separate from pay or manager quality
- Pairs a MaxDiff exercise (what matters most/least in a role) with an AI follow-up interview that automatically digs into the respondent's lowest-rated aspect for concrete detail
- Captures a specific, actionable change via the short-text 'one task you'd change' question, turning low scores into a concrete task or moment rather than a vague complaint
- Segments results by department, seniority, and tenure out of the box so HR/people-ops can slice role-fit findings for a role-design review without rebuilding the survey
Ready to launch?
Open this template in the editor. Every part is yours to change before the first respondent sees it.