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I guess for the "one-man-team syndrome" I would want to ask bigger questions. Is this a systems failure or is it more the individual's concern. If there is someone who always has to do everything/be everywhere/have a say in things/can't trust that it's being done well if they aren't doing it - then that's a problem on them. If it's the system or structure that puts more weight on one person than others, then that's another problem.
So, bottom line - I'd want to ask more/bigger questions.
I would first say that head hunters and job search boards are ultimately working for you. Or at least they should be. So, you can have them saying and listing whatever you choose to. So, the search ad can simply state that you will find the right candidate and then helped him build the right job description.
But this doesn’t mean people get to decide completely what they do. The point is they get to weigh in on how they do it.
For example, let's say as a pastor if I’m looking for a small groups pastor and the one I'm replacing currently excels in online participation. Under the traditional model I might put that in the job description that they need to be skilled in online participation. In the process, I may pass up the best candidate simply because they do not meet that criteria. But it could be that someone else on the team can do online participation or that is simply not as prominent going forward because it was based on a person with a particular skillset. Again, you want the best people for the team at the time. And most the time we need generalists more than specialists. I wrote about that here: https://ronedmondson.com/2011/08/in-a-church-plan...
Here’s another post I wrote about replacing team members that might help and expand upon this thought. https://ronedmondson.com/2022/01/staffing-alignme...
So, to answer your question I would list broad responsibilities and keep the generalities limited to the person you hire - as they build their own "new" job description.
Hope that helps.