AI Job Description Writer
Every extra requirement shrinks the applicant pool. Say what the job is, and say it once.
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Job postings are read by people deciding whether they qualify, and most are written to sound impressive rather than to be understood. The result is eleven requirements where four would do, half of them describing the same thing, and a candidate with eight of the eleven who never applies. The posting is a filter, and it is usually set too tight.
Use it to draft a new role or to fix a posting that gets few applicants. The responsibilities field matters most: write what the person will do in the first month, not the department’s mission. Keep the must-have list short and honest, and move everything aspirational into the nice-to-have section where it belongs.
What the job description writer gives you
01Must-haves separated from the wish list
Requirements split into what the job cannot run without and what would merely help. A six-item must-have list gets more qualified applicants than a twelve-item one, because people stop reading at the item they cannot meet.
02Duties written as outcomes, not activities
Each responsibility names what the person owns and what changes because of it. Own the monthly close beats assist with financial reporting, and it tells the candidate what the first month in the role will actually look like.
03Inflated language stripped from the posting
Rockstar, ninja and wear many hats are banned, along with years-of-experience filters that exclude people who can do the work. What replaces them is specific, which is what makes a posting readable to the person deciding whether to apply.
04Work mode stated exactly as given
Remote, hybrid or on-site appears in the role description, exactly as the writer set it. Vague location language wastes the first screening call and costs applications from people who would have said yes to a clear answer.
When to use it
The email you rewrote three times
You know what you need to say and you keep softening it until it says nothing. Draft the direct version first, then decide how much diplomacy to add back.
Review and hiring season
Performance reviews, recommendation letters and job descriptions all have to be specific without being legally reckless. Start from evidence and keep the wording defensible.
Applying with a real story
Cover letters fail when they restate the resume. The tool is asked for a letter that connects one concrete piece of experience to the role, instead of a paragraph of adjectives.
How it works
- 1
List the first month
Write what a new hire would do in week one and week four. That list becomes the responsibilities section, and it is far more useful to a candidate than a description of the department and its mission.
- 2
Cut the must-haves to six
Keep the requirements the job genuinely fails without. Move the rest to nice-to-have, where they inform rather than filter. Six is a ceiling rather than a target, and fewer is almost always better.
- 3
Read it as a candidate
Ask whether you would apply with eighty percent of the list. If not, the posting is filtering out the wrong people, and the strongest applicants are the ones who walked away without telling you why.
Frequently asked questions
How long should a job description be?
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Around 400 to 700 words, with responsibilities and requirements in bullets. Long postings get skimmed, and the skim usually lands on the requirements, which is the part most likely to filter people out. Put the most important duty first so it survives the skim.
Do years of experience matter?
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Less than most postings suggest. What matters is whether the person has done comparable work. A years requirement filters by time served rather than ability, and it screens out career changers who may be the strongest applicants in the pool.
Should I include a salary range?
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Yes, if you can. Postings with a range get more applicants and better-matched ones, and several states now require it. This tool will not invent a number, so add the range yourself once the draft is done and the budget is confirmed.
What makes a job description inclusive?
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Short requirement lists, no gendered or aggressive language, and duties stated as outcomes rather than personality traits. Words like dominant and aggressive deter applicants who do not see themselves in that description, and the toolkit here filters them out by default.
Can I post one description for two levels?
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Better to write two. A senior and a junior version of the same role differ in scope and ownership, not in the word senior. A single posting that covers both tells candidates the level has not been decided yet, which usually costs you the senior ones.
Should the posting mention benefits?
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A short list helps, and it belongs after the role description rather than before it. Candidates apply for the work and accept for the benefits. A posting that opens with perks reads as though the job itself needs selling to be attractive.
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