Draft a job description for the role below. Write for qualified candidates deciding whether the work fits them, not for an internal org chart. Use only the details and policies I provide; do not invent compensation, benefits, reporting lines, credentials, legal language, work location, or growth promises. Role brief: [ROLE BRIEF] Team and business context: [TEAM CONTEXT] Must-have and preferred qualifications: [QUALIFICATIONS] Company hiring policies and approved language: [POLICIES] Location, employment terms, and compensation details: [EMPLOYMENT DETAILS] Produce a complete posting with these sections in this order:
1. Job title and a 2-3 sentence role summary explaining the business purpose and who the role works with. 2. “What you will do”: 6-8 outcome-oriented responsibilities. Start with strong verbs, distinguish recurring ownership from one-time projects, and include scope where provided. 3. “What success looks like in the first 6-12 months”: 3-5 observable outcomes, not personality traits. 4. “What you bring”: separate must-haves from preferred qualifications. Use only requirements genuinely needed at entry; avoid degree, years-of-experience, or tool requirements unless supplied and job-relevant. 5. Work arrangement, employment type, compensation and benefits only as provided. 6. A concise equal-opportunity or accommodation statement using the approved policy language exactly where supplied. Use plain, inclusive language. Avoid coded personality claims such as “rockstar,” “native,” “digital native,” “aggressive,” or “culture fit.” Do not describe protected characteristics, imply that applicants must disclose health or family status, or use inflated requirements to screen out capable candidates. Before finalizing, check that each must-have maps to a responsibility or success outcome, and flag any missing policy, pay-transparency, classification, location, or legal-review issue. Ask up to 3 clarifying questions only if a required input is missing.
Fill in
| Placeholder | What to enter | Example |
|---|---|---|
| [ROLE BRIEF] | Describe the title, manager, core work, seniority, and why the role exists. | Implementation Specialist reporting to the Head of Customer Operations. Own onboarding for new mid-market customers and improve the handoff from sales to support. |
| [TEAM CONTEXT] | Describe the team, customers or partners, current priorities, and key collaborators. | Five-person customer operations team supporting accounting firms. Current priority is reducing time to first value from 45 to 30 days. Partners with sales, product, and support. |
| [QUALIFICATIONS] | List approved must-have and preferred qualifications with any rationale or non-negotiables. | Must have: 2+ years in SaaS implementation or customer onboarding; experience managing multiple projects; clear written communication. Preferred: familiarity with accounting workflows and Salesforce. |
| [POLICIES] | Paste approved equal-opportunity, accommodation, hiring, and style-policy language. | Use our approved equal-opportunity statement: “We are an equal opportunity employer and consider applicants without regard to legally protected characteristics.” State that reasonable accommodations are available upon request. |
| [EMPLOYMENT DETAILS] | Provide approved location, remote policy, employment type, salary range, benefits, and travel details. | Full-time, hybrid in Chicago with two office days weekly; $68,000-$82,000 base salary; standard health, dental, vision, and 401(k); up to 10% travel. |
How to use
- Gather approved facts from the hiring manager, HR policy owner, and compensation team before pasting them into the prompt.
- Check that the responsibilities describe work someone will actually own and that must-haves are truly required on day one.
- Have HR or legal review local pay-transparency, classification, accommodation, and equal-opportunity requirements before publishing.
- Follow up with: “Rewrite the qualifications to remove any requirement that is not necessary for the listed first-year outcomes, and explain each removal.”
Variations
Internal job brief
Use this before the role is approved or opened externally.
Turn this hiring request into an internal job brief: [HIRING REQUEST]. The team context is [TEAM CONTEXT], budget and headcount constraints are [CONSTRAINTS], and expected outcomes are [OUTCOMES]. Produce a one-page brief with business problem, role scope, reporting line, first-year outcomes, must-have capabilities, risks of not hiring, and open decisions. Separate confirmed facts from assumptions. Do not write an external candidate pitch or invent compensation, headcount approval, or hiring dates. Ask up to 3 questions only when a decision is required.
Inclusive rewrite
Use this to revise an existing posting for clarity and fairness.
Audit and rewrite this job description: [EXISTING DESCRIPTION]. These are the actual first-year outcomes: [OUTCOMES]. These requirements are approved as essential: [ESSENTIAL REQUIREMENTS]. Preserve required policy wording: [POLICY LANGUAGE]. First list unclear, exclusionary, inflated, or unsupported requirements and explain why each is a problem. Then provide a revised posting with a clear summary, outcome-based responsibilities, separated must-have and preferred qualifications, and policy language. Do not remove legal or policy text unless I authorize it.
Short job ad
Use this for a concise careers page or recruiting post.
Write a concise job advertisement for [ROLE] using this approved job description: [APPROVED DESCRIPTION]. The target candidate audience is [AUDIENCE] and the application instruction is [APPLICATION PROCESS]. Produce a 180-250 word version with a role summary, three concrete responsibilities, three essential qualifications, location and compensation only if provided, and the approved equal-opportunity statement. Do not add perks, salary, urgency, or claims about culture that are absent from the source.
Tips
- A responsibility should describe a durable ownership area, while a first-year outcome should describe the evidence that ownership is working.
- Keep must-haves narrow: every item should be essential to performing the listed work at entry, not a proxy for prestige or familiarity.
- Use a salary range only after confirming the applicable location and approved wording; pay-transparency rules vary by jurisdiction.
- Avoid combining two jobs under one title, such as expecting one person to own implementation, enterprise sales, and full-time product management.
FAQ
Should a job description list years of experience?
Only when it is an approved, job-relevant requirement. Specific capabilities and scope are often more informative than a broad years threshold.
Can AI ensure my posting is legally compliant?
No. It can flag likely omissions and apply approved policy language, but HR or legal should review the posting for the jurisdictions where it will be used.
What is the difference between must-have and preferred qualifications?
Must-haves are requirements needed to do the job at entry. Preferred qualifications are useful advantages that should not automatically exclude otherwise qualified applicants.