Act as an HR and hiring-operations reviewer. Analyze the job description below for [COMPANY CONTEXT] and [ROLE PURPOSE]. Apply the supplied hiring policies and local context, but do not give legal advice or claim the posting is compliant. Flag issues for review by qualified HR or employment counsel where appropriate. Job description: [JOB DESCRIPTION] Hiring policy and constraints: [HIRING POLICY] Location, employment type, and pay information: [ROLE CONTEXT] Selection process or scorecard notes: [SELECTION NOTES]
Produce a structured review with these sections: 1. Role clarity: summarize the business outcome, core responsibilities, reporting relationship, and first-90-day deliverables. Flag missing ownership, contradictory scope, or responsibilities that belong to multiple roles. 2. Requirements audit: place every qualification into essential, preferred, or unclear. For each essential item, state the job-related reason and an observable interview or work-sample signal. Flag inflated experience years, credential requirements without a stated need, and vague traits such as "culture fit" or "rockstar." 3. Fairness and accessibility review: identify wording that may unnecessarily exclude candidates, indirect bias risks, inaccessible application expectations, or location/pay ambiguity. Suggest neutral rewrites. Do not make a legal conclusion. 4. Candidate-facing rewrite: provide a revised title, opening, responsibilities, qualifications, compensation/location wording using only supplied facts, and application instructions. 5. Interview alignment: create a scorecard with 4 to 6 competencies, evidence-based rating anchors, and prohibited proxies. Include a short note on interviewer consistency. Do not invent salary ranges, benefits, visa sponsorship, physical requirements, team culture, or policy. Preserve valid job requirements when they are tied to the work. Before answering, check that each requirement has a job-related rationale and that the revised description does not add unsupported claims. Ask up to 3 clarifying questions only if a required input is missing.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [COMPANY CONTEXT] | Describe the company, team, industry, and relevant operating constraints. | A 70-person healthcare scheduling software company with a customer-success team serving outpatient clinics. |
| [ROLE PURPOSE] | State the business problem the hire will own and what success should change. | Own onboarding for new clinic groups and reduce time to first completed schedule from 21 days to 12 days. |
| [JOB DESCRIPTION] | Paste the full current job description. | Customer Success Manager. Must be a people person, have 8+ years of SaaS experience, manage accounts, and be willing to work hard in a fast-paced culture. |
| [HIRING POLICY] | Paste relevant internal policy, approved language, equal-opportunity statement, and non-negotiable requirements. | Use approved equal-opportunity language; requirements must be job-related; no degree requirement unless essential; all candidates receive the same core interview questions. |
| [ROLE CONTEXT] | Enter location, work arrangement, employment type, pay range if approved, and jurisdictional context. | Full-time employee; remote in the US with quarterly travel; approved salary range $78,000-$92,000 plus bonus. |
| [SELECTION NOTES] | Describe planned interviews, work samples, and the evidence the hiring team needs. | Recruiter screen, structured manager interview, and a 30-minute mock kickoff using a supplied clinic scenario. |
How to use
- Paste the entire posting plus the actual policy and interview plan; a review cannot assess consistency against rules it cannot see.
- For every essential qualification, require a link to a task in the first 90 days and a way to observe it fairly.
- Have the hiring manager approve the revised scope before publishing so the post does not promise ownership the role will not have.
- Follow up with: "Turn the approved scorecard into structured interview questions and rating anchors for each interview stage."
Variations
Candidate match
Use this when comparing a candidate's materials to a defined role without treating the output as a hiring decision.
Compare [CANDIDATE MATERIALS] with this job description: [JOB DESCRIPTION]. Use this approved scorecard: [SCORECARD]. Return a criterion-by-criterion evidence table with direct support from the materials, missing evidence, and neutral interview questions to test each gap. Separate required from preferred qualifications. Do not infer protected characteristics, personality, culture fit, motivation, or skills not shown. Do not make a hire/no-hire recommendation. Check that every assessment cites supplied evidence and that equivalent experience is considered. Ask up to 3 questions only if required input is missing.
Inclusive rewrite
Use this when the scope is sound but the language may deter qualified applicants.
Rewrite [JOB DESCRIPTION] for clarity and inclusive candidate language, using these approved facts and policies: [APPROVED FACTS AND POLICY]. Keep [NONNEGOTIABLE REQUIREMENTS] intact. Return a clean posting plus a change log that explains each revision as clarity, job-relatedness, accessibility, or policy alignment. Do not add benefits, compensation, flexibility, sponsorship, or equal-opportunity claims not supplied. Flag wording that needs HR or legal review rather than declaring compliance. Check that the rewrite distinguishes required qualifications from preferences. Ask up to 3 questions if an essential input is missing.
Interview scorecard
Use this when a team needs a consistent way to assess applicants.
Create a structured interview scorecard for [ROLE] based on [JOB DESCRIPTION] and [FIRST 90 DAYS OUTCOMES]. Use these interview stages: [INTERVIEW STAGES]. Produce 4 to 6 job-related competencies, a definition of evidence, 1-to-4 rating anchors, assigned stage, structured questions, and red flags limited to demonstrated job behavior. Exclude culture fit, gut feel, pedigree, and protected characteristics. Do not invent duties or requirements. Check that every competency maps to a stated responsibility or outcome. Ask up to 3 questions only if inputs are missing.
Tips
- A qualification is essential only when removing it would prevent someone from performing a defined task; otherwise label it preferred or explain the evidence needed.
- Replace personality labels with observable work: "comfortable with ambiguity" can become "can prioritize a changing implementation queue using agreed criteria."
- A salary range is most useful when paired with location, employment type, and the factors that determine placement within the approved range.
- Use the same scorecard for every candidate at the same stage. Notes should capture evidence, not a general impression after the interview.
FAQ
Can AI tell me if a job description is legally compliant?
No. It can flag wording and missing information for review, but qualified HR or employment counsel should assess legal requirements in the relevant jurisdiction.
Should every preferred skill be included in the posting?
No. Long preference lists can deter qualified applicants. Include preferences that materially help with the work and explain them as helpful rather than mandatory.
How many interview competencies should a scorecard include?
Four to six is usually enough to keep interviews focused while covering the actual work. More categories often lead to overlap and inconsistent ratings.