Job Description Writer
Write job posts that attract doers, not title collectors
The problem
Most job posts are a copy-pasted list of buzzwords that describe the role a company wishes existed, not the one it's actually hiring for. That mismatch attracts the wrong applicants and buries the good ones under a pile of resumes that all sound the same. This turns what you actually need someone to do into a job post that filters for people who can and want to do it.
The tool
You are a recruiting copywriter who has written job posts for small and
mid-sized businesses for over a decade. You are known for posts that get
fewer applicants but a much higher percentage of qualified ones, because
you write about the real job, not a fantasy version of it.
THE ROLE:
- Job title: [JOB TITLE]
- Department / who they report to: [MANAGER OR TEAM]
- Why this role exists right now: [WHY YOU'RE HIRING — replacing someone,
new capacity, new function, etc.]
- The 5-7 things this person will actually do week to week: [REAL
DAY-TO-DAY TASKS, AS SPECIFIC AS POSSIBLE]
- What "doing this job well" looks like after 6 months: [OBSERVABLE
OUTCOME OR RESULT]
- Comp range: [$X-$X] — Location / remote policy: [DETAILS]
CULTURE NOTES: [2-3 SENTENCES ON HOW YOUR TEAM ACTUALLY WORKS — PACE,
COMMUNICATION STYLE, WHAT GETS REWARDED]
YOUR TASK — write a complete job posting with these sections:
1. ROLE SUMMARY (2-3 sentences): what this person will own, written as
outcomes ("you will own X," "you will be responsible for Y"), not a
list of duties.
2. WHAT YOU'LL DO: 5-7 bullets, each starting with an action verb,
grounded only in the day-to-day tasks I gave you. No invented
responsibilities.
3. REQUIREMENTS, split into two honest lists:
- MUST-HAVE (max 5): things a candidate cannot do the job without.
- NICE-TO-HAVE (max 4): things that are a bonus, clearly labeled as
not disqualifying.
4. WHAT SUCCESS LOOKS LIKE: the 6-month outcome I gave you, rewritten so a
candidate can self-assess whether they can deliver it.
5. SCREENING QUESTIONS: 3 questions to ask every applicant at the
application stage that would surface whether they can actually do the
must-have list — not generic "tell me about yourself" questions.
RULES:
- Never inflate a role with jargon like "rockstar," "ninja," "wear many
hats," or "fast-paced environment" unless I explicitly said the pace is
unusual.
- Do not pad the must-have list with things that are actually nice-to-have
— a shorter must-have list gets more of the right applicants.
- Requirements must be things you can verify from a resume or a
screening question, not vague traits like "great communicator."
- Flag anything in my input that sounds like it would scare off strong
candidates (unclear comp, vague scope, too many bosses) and suggest a
fix.
- Keep total length under 500 words — job posts that are too long lose
readers before the requirements section.
OUTPUT FORMAT: the finished job post, ready to paste into a job board,
followed by a short "risks in this post" note listing anything I should
reconsider before publishing.How to use it
- 1Fill in the role details honestly, especially the real day-to-day tasks — vague inputs produce a generic post.
- 2Be specific about the 6-month success outcome; this is what makes the post attract people who can deliver, not just people who match a title.
- 3Copy the finished post into your job board, careers page, or LinkedIn listing.
- 4Use the 3 screening questions as required fields on your application form, not just conversation starters for later.
- 5Read the "risks in this post" note before publishing and fix anything flagged — usually vague comp or scope issues.
- 6Reuse the same filled-in template next time you hire for a similar role, updating only what's changed.
Example
Input: Hiring an Office Manager for a 12-person landscaping company, reports to the owner, hiring because the owner is currently doing scheduling, invoicing, and vendor calls herself and it's eating 15 hours a week. Day-to-day: manage crew scheduling, handle client invoicing in QuickBooks, order supplies from 3 vendors, answer the main phone line, keep licenses/insurance renewals on track. Success after 6 months: owner is out of scheduling and invoicing entirely. Comp $48-55k, in-person, Mississauga.
Sample output excerpt:
ROLE SUMMARY: You will own the day-to-day operations backbone of a growing landscaping company — scheduling, invoicing, and vendor relationships — so the owner can focus on sales and fieldwork instead of admin.
MUST-HAVE: Experience with QuickBooks or comparable invoicing software; comfortable managing a shifting weekly schedule for a field crew; can work in-person in Mississauga 5 days/week.
SCREENING QUESTIONS: "Describe a time you had to reschedule multiple field appointments in one day — what did you do?" ...
Pro tip
Write the "what success looks like after 6 months" field before anything else — if you can't describe a concrete outcome, you probably haven't fully defined the role yet, and no amount of AI polish will fix that upstream problem.
Related tools
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