Draft a job advertisement for [ROLE AND EMPLOYER] using the approved role information in [ROLE BRIEF]. The role is based in [LOCATION AND WORK ARRANGEMENT], with [PAY, BENEFITS, AND EMPLOYMENT TERMS]. Follow [HIRING POLICY AND LEGAL REQUIREMENTS] exactly. Distinguish essential qualifications from preferred qualifications. Include only requirements that are necessary for the work or genuinely required by law, licensing, safety, or the employer's policy. Avoid coded language, age-related terms, unsupported culture claims, and degree requirements where equivalent experience is acceptable under the brief. Do not invent compensation, benefits, visa sponsorship, growth opportunities, or working conditions. Write a posting of 500-700 words with these sections: 1. Role title and a two-sentence summary of the work and impact.
2. What the person will do: 5-7 observable responsibilities, ordered by importance. 3. What is required: 4-6 essential qualifications, including any required credential or physical/schedule condition only when supplied. 4. What is preferred: up to 4 clearly optional qualifications. 5. Compensation, benefits, location, schedule, and employment type, using the exact approved wording where needed. 6. A short inclusive application section explaining materials, deadline if provided, and reasonable-accommodation contact or process. Then provide a 120-word job-board version and three neutral title alternatives if the supplied title is unclear. Before answering, check for inconsistent seniority, hidden essential requirements, discriminatory wording, and claims not supported by the brief. Flag any policy or jurisdiction issue for HR or legal review. Ask up to 3 clarifying questions only if required details are absent.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [ROLE AND EMPLOYER] | Provide the approved job title, employer name, and a brief description of the organization. | Customer Support Specialist at Cedar Desk, a software company that helps independent clinics manage patient scheduling. |
| [ROLE BRIEF] | Paste the core duties, reporting line, essential skills, preferred skills, team context, and success measures. | Reports to Support Lead; handles email and chat cases, documents recurring issues, and escalates privacy concerns. Essential: 2 years customer support experience, clear written English, weekday 10 a.m.-7 p.m. ET coverage. Preferred: Zendesk and healthcare software experience. |
| [LOCATION AND WORK ARRANGEMENT] | State the work location, remote or hybrid expectations, travel, schedule, and any geographic hiring limits. | Remote within the United States, Monday-Friday 10 a.m.-7 p.m. ET; occasional quarterly travel to Chicago. |
| [PAY, BENEFITS, AND EMPLOYMENT TERMS] | Provide the approved pay range, employment classification, benefits summary, and any contract or union terms. | Full-time, non-exempt; $24-$28 per hour depending on relevant experience; medical, dental, 401(k), and 15 PTO days. |
| [HIRING POLICY AND LEGAL REQUIREMENTS] | Paste required equal-opportunity language, local posting rules, background-check policy, and approved accommodation process. | Use our equal employment opportunity statement. Do not request salary history. Provide accommodations at [email protected]. Background checks occur after a conditional offer. |
How to use
- Collect the approved role brief from the hiring manager before prompting; do not use an old posting as the only source.
- Paste the policy language exactly, including pay-transparency and accommodation requirements.
- Compare the responsibilities against the essential qualifications to catch criteria that do not relate to the actual work.
- Follow up with: “Create a structured interview scorecard from these essential requirements, with evidence-based questions and rating anchors.”
Variations
Internal posting
Use this when announcing a role to current employees.
Write an internal job posting for [ROLE] using [ROLE DETAILS] and [INTERNAL MOBILITY POLICY]. Produce a 350-500 word notice with responsibilities, essential qualifications, location, pay treatment if permitted, application deadline, manager-notification rules, and selection process. Explain which experience can be demonstrated through current work, not only past titles. Do not imply that internal candidates are guaranteed interviews or selection. Check that eligibility rules and confidentiality expectations match the policy.
Short job board
Use this when a job board has a tight character limit.
Create a concise job-board ad for [ROLE] at [EMPLOYER] for [LOCATION]. Use [APPROVED ROLE FACTS] and [PAY AND POLICY TEXT]. Keep it under [CHARACTER LIMIT] characters including spaces. Include the work, two to four essential requirements, pay if required, work arrangement, and application action. Exclude preferences before essentials. Check the character count and flag any required disclosure that does not fit.
Recruiter brief
Use this when briefing an external recruiter before candidate outreach.
Turn [ROLE BRIEF] into a recruiter intake brief for [EMPLOYER]. Include a candidate profile, non-negotiable requirements, acceptable substitutes, likely motivations, deal-breakers, interview stages, compensation boundaries, and questions the recruiter must ask before submitting someone. Base all claims on [APPROVED FACTS AND POLICY]. Do not describe protected characteristics as targeting criteria. Check that each non-negotiable is tied to a duty, policy, or legal requirement.
Tips
- Write duties as observable work, such as “resolve email cases within the service standard,” instead of personality labels such as “rock star.”
- Use “required” only for conditions that are truly essential; inflated requirements narrow the applicant pool and make later screening inconsistent.
- Include the actual schedule and location constraints early, because they are common reasons candidates withdraw.
- Have HR confirm wage range, classification, background-check wording, and jurisdiction-specific disclosures before publishing.
FAQ
Can AI write a job ad that is legally compliant?
It can help spot common issues, but employment rules vary by location and employer policy. HR or counsel should approve postings where compliance matters.
Should preferred qualifications be included?
Yes, when they are genuinely optional and clearly labeled. Keep them shorter than the essential list so applicants can see the real baseline.
Can I use the same ad for every job board?
Use one approved source version, then adapt length and formatting. Do not remove required pay, accommodation, or equal-opportunity disclosures to fit a platform.