Draft a LinkedIn job description from this approved hiring information. Role and level: [ROLE AND LEVEL] Team, reporting line, and work location: [TEAM AND LOCATION] Core responsibilities and first-year outcomes: [RESPONSIBILITIES AND OUTCOMES] Required and preferred qualifications: [QUALIFICATIONS] Company policy, benefits, compensation, and application details: [APPROVED POLICY DETAILS] Write 650–850 words in a clear LinkedIn job-post format with these sections: role summary; what this person will own; what success looks like in the first 6–12 months; required qualifications; preferred qualifications; working arrangement and location; compensation and benefits only if approved; and how to apply. Use bullet points for responsibilities and qualifications. Translate internal jargon into observable work. Separate true minimum requirements from preferences. Tie each requirement to a job duty or outcome; remove credentials, years of experience, degree requirements, physical demands, or availability expectations that are not supplied as necessary and policy-approved. Use inclusive, plain language and do not characterize candidates by age, gender, race, nationality, family status, disability, personality type, or “culture fit.” Do not promise promotions, flexibility, visa sponsorship, equity, pay, or benefits unless included in the inputs. Include a short equal-opportunity statement only if it appears in the approved policy details. Do not invent company facts or legal language. Before answering, check that every qualification maps to work in the role and flag any missing legal, location, compensation, or policy information that recruiting should confirm. Ask up to 3 clarifying questions only if a required input is missing.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [ROLE AND LEVEL] | Provide the job title, seniority, and employment type. | Customer Success Manager, mid-level, full-time |
| [TEAM AND LOCATION] | State the team, manager or reporting line, and approved remote, hybrid, or onsite location details. | Reports to the Director of Customer Success; hybrid in Boston, MA, with three in-office days each week. |
| [RESPONSIBILITIES AND OUTCOMES] | List the work the person will do and measurable or observable outcomes expected in the role. | Own onboarding and quarterly reviews for 40–55 B2B customers; coordinate renewals; identify adoption risks; within 12 months, maintain complete account plans and improve completion of onboarding milestones. |
| [QUALIFICATIONS] | Separate approved required qualifications from preferred qualifications. | Required: experience managing B2B customer relationships, ability to run structured business reviews, and comfort using CRM tools. Preferred: experience with SaaS onboarding and Gainsight. |
| [APPROVED POLICY DETAILS] | Paste approved compensation, benefits, equal-opportunity, application, and compliance wording. | Salary range $78,000–$94,000 plus annual bonus. Benefits include medical, dental, 401(k), and 15 paid vacation days. Apply through the LinkedIn application form. Use the company’s approved equal-opportunity statement supplied by HR. |
How to use
- Start with the approved requisition and hiring-manager intake, not an old job post with unverified requirements.
- Mark each qualification as required or preferred before pasting it into the prompt.
- Have HR or counsel confirm pay transparency, location, work authorization, and equal-opportunity wording for the relevant jurisdiction.
- Follow up with: “Create a 150-word LinkedIn feed post that promotes this role without repeating the full job description.”
Variations
Inclusive requirements audit
Use when you already have a draft and need to identify unnecessary barriers.
Audit this job-description draft: [JOB DESCRIPTION]. Compare it with the actual role duties: [ROLE DUTIES] and approved company policy: [POLICY DETAILS]. Return a table with the original phrase, concern, why it may be unsupported or exclusionary, and a neutral replacement. Focus on unnecessary degree or years-of-experience screens, vague culture language, gender-coded wording, unclear physical or schedule demands, and benefits or location claims. Do not provide legal advice; flag items for HR or counsel where local law or policy may apply. Ask up to 3 questions only if needed.
Hiring manager intake
Use when the role has not yet been defined well enough to write a posting.
Create a hiring-manager intake form for a new [ROLE]. Use this context: [TEAM GOAL] and [BUSINESS NEED]. Provide 12–15 questions that capture the outcomes, recurring work, decision authority, manager relationship, required tools, must-have versus trainable skills, location constraints, compensation approval owner, and interview evidence. Include a short note explaining why each answer is needed for a fair job description. Do not assume degree, tenure, travel, or work-authorization requirements. Return the form in a copyable checklist.
Short LinkedIn listing
Use when you need a compact version for a campaign or job-board preview.
Write a 250–350 word LinkedIn job listing for [ROLE] using [RESPONSIBILITIES], [REQUIRED QUALIFICATIONS], [LOCATION], and [APPROVED EMPLOYER DETAILS]. Include a two-sentence role summary, five responsibility bullets, four qualification bullets, approved pay or benefits if supplied, and an application instruction. Make each requirement traceable to a duty. Do not add company claims, flexibility, benefits, or candidate criteria that were not provided. Check for vague culture-fit wording before answering.
Tips
- A requirement earns its place when the hiring team can name the work it enables and assess it consistently in interviews.
- Describe success through deliverables, decisions, and relationships, not broad traits such as “self-starter” or “rockstar.”
- Keep compensation and working-location statements synchronized with the requisition and the location where the posting will be visible.
- Use the same required qualifications in the interview scorecard so the job description does not promise one evaluation standard and use another.
FAQ
Can AI write a LinkedIn job description from a job title alone?
It can draft a generic outline, but a credible post needs role outcomes, actual responsibilities, and approved policy details. A title does not establish what is truly required.
Should I list years of experience?
Only if it is an approved, job-related proxy that your hiring policy supports. Specific skills, scope, and evidence of relevant work are often clearer.
Can I reuse the same job description in every location?
The core role may be reusable, but pay transparency, benefits, work arrangement, and required legal wording can vary by location. Confirm them before posting.