Business & Productivity

Write a Clear Job Description

Writes a job description from the real work, must-haves and pay details, and removes vague requirements and biased or inflated wording.

Designed for general-purpose AI assistantsPublished November 2026

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Fill in the fields and the prompt updates. What you type stays in this page and is never saved or sent.

Preview

Help me write a job description that attracts the right people and filters out the wrong fit honestly.

Role title and level: {{role title and level}}
Company and team, in plain words: {{company and team}}
What this person will actually do in the first 90 days and in a typical week: {{real work}}
What success looks like after a year: {{success}}
Requirements that are truly necessary (a person without these would fail): {{must-haves}}
Things that would be nice but can be learned on the job: none
Location, remote or hybrid policy and working hours: {{location and hours}}
Pay range and benefits I am allowed to publish: not decided
Hiring process and timeline: not decided
Anything unusual about the role that candidates should know (on-call, travel, a tough stakeholder): none

Write the job description with: a short opening on why the role exists, "What you will do", "What you need" (must-haves only), "Nice to have" (kept short), "What we offer", "How we hire", and "What to know before applying".

Quality rules:
- Describe outcomes and real tasks, not a list of buzzwords. Replace phrases like "rockstar", "ninja", "fast-paced environment" and "wear many hats" with what is actually meant.
- Keep requirements to those I labeled necessary. Do not add years of experience, degrees or tools that I did not specify. If I gave a years-of-experience number, ask whether it is truly needed.
- Use inclusive wording. Avoid gendered terms, age-coded phrases and cultural idioms, and say so if I wrote something that could put off qualified candidates.
- Include the pay range only if I gave one. If I did not, point out that many places expect it and some jurisdictions require it, and that I should check the rules where I hire. This is not legal advice.
- Do not invent benefits, culture claims, team size or growth plans.

Before the job description, list any contradictions, inflated requirements or unclear points in my input. After it, give a short list of what a good candidate might still be unsure about, so I can address it.

6 required fields are empty and will stay as a {{placeholder}} in the copied text.

How to use it

  1. Write down what the person will actually do, as tasks, before you describe who they should be. Good job descriptions start from the work.
  2. Cut the must-have list to what is truly necessary. Every extra requirement reduces who applies, especially from underrepresented groups.
  3. Check legal requirements for pay transparency and non-discrimination where you hire. The prompt can flag them, but it is not a substitute for advice.
  4. Ask a current team member to read it and say whether it describes the real job.

Example output

Illustrative only. Real answers depend on your input and the assistant you use.

Points to check in your input: you list "5+ years" but the role is described as mid-level. Is five years truly needed, or is it a proxy for specific skills? "Fast-paced environment" is vague; what does it mean day to day?

Customer Support Specialist (Mid-level)

Why the role exists: Our support team handles about 400 tickets a week and we are growing it from three people to four. You would take ownership of our billing and account questions.

What you will do
- Answer billing and account questions by email and chat, aiming to resolve most on first contact.
- Document recurring problems and propose fixes to the product team each month.
- Join a weekday on-call rota for urgent issues, one week in four.

What you need
- Experience in a customer-facing support role.
- Clear written English.

Nice to have: experience with a ticketing tool.

What we offer: remote within the EU, 25 days' leave. Salary: [range not provided].

What to know before applying: the on-call week includes evenings until 8pm.

Candidates may wonder: how big is the product team and how are suggestions handled?

Tips

Honest caveats make better hiring, not worse. A candidate who knows about the on-call rota and still applies is a better fit than one who finds out later.

Check the requirements against the people who do the job today. If a strong current employee would not meet the list, the list is wrong.

Pay and notice rules vary by country and region. Treat the assistant's comments on them as prompts for your own checking.

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