How would you turn a vague request for a “good Java developer” into a useful job brief?

Meet the hiring manager to clarify the work the person will perform, expected outcomes in the first months, seniority, team structure, location, and compensation range. Separate essential skills from skills that can be learned, and ask what evidence would demonstrate each requirement. Distinguish language experience from specific framework or domain knowledge. Agree on interview stages and decision owners before sourcing. A useful brief describes measurable job needs rather than accumulating unrelated technologies or using years of experience as the only measure of ability.