Free Job Description Generator

What is a job description generator?

A job description generator is a free tool that turns a job title and a few duties into a complete, structured job description in seconds. Enter the role, your company, and key responsibilities, pick the seniority and work type, and this free job description generator writes a ready-to-post listing — about the role, what you’ll do, what we’re looking for, and what we offer.

It works as a JD writer for any role and seniority, helping hiring managers and recruiters skip the blank page and post consistent, professional descriptions that attract the right candidates. Edit the details and publish it to your careers page or job board.

When you want the whole hire handled — screening criteria, interview kits, and candidate outreach — the Recruiter Skill (Jordan) on KissMySkills turns Claude, ChatGPT, or any AI chat into a senior talent acquisition specialist.

The duties list is evidence, and the timing matters

A job description is not only a recruiting asset. Under the Americans with Disabilities Act it becomes evidence — and the statute is specific about when. If an employer has prepared a written description before advertising or interviewing applicants, that description shall be considered evidence of the essential functions of the job. Written afterwards, during a dispute, it carries far less weight.

Essential functions are the fundamental job duties of the position, as distinct from marginal ones. The regulations explain when a function qualifies: the position exists to perform it, there are a limited number of employees among whom it can be distributed, or it is so specialised that the person was hired for that expertise.

Now the part most templates gloss over. The regulation lists seven kinds of evidence — the employer’s judgement, the written description, time spent on the function, consequences of not requiring it, collective bargaining terms, and the experience of past and current incumbents — and that list is expressly not exhaustive. The EEOC’s interpretive guidance goes further: greater weight will not be granted to evidence on the list than to evidence not on it.

So a written description does not settle the question. What people in the job actually do carries equal weight, and a description that has drifted from reality is worth little. The ADA does not require you to have job descriptions at all — it makes accurate, early ones useful to you.

Every requirement is one you may have to justify

The requirements section is where generated descriptions quietly create exposure, because a generator writes what roles like this usually ask for rather than what your role actually needs.

Under Title VII, an employment practice is unlawful where it causes a disparate impact on the basis of race, colour, religion, sex or national origin and the employer cannot show it is job related for the position in question and consistent with business necessity. A screening requirement written into a description is such a practice — the degree nobody on the team actually holds, the “5+ years’ experience” on a role a capable person learns in two, the physical requirement copied from a template. The test is not whether it sounds reasonable, but whether you can show it relates to this position and is necessary.

Framing is worth as much attention as the requirements themselves, and here there is real evidence rather than vendor advice. A 2011 study in the Journal of Personality and Social Psychology by Gaucher, Friesen and Kay established that gendered wording in job advertisements exists and works to sustain gender inequality — the finding behind every gender-decoding tool sold since. A field experiment by Schmidt, Chapman and Jones across 56 real ads and 991 applicants found that ads emphasising what the organisation offers the candidate drew more applications per view and a higher-quality pool than ads emphasising what the candidate must bring.

What the evidence does not support is a word count. Every “ideal posting is N words” figure traces to job-board marketing with no published methodology.

What the posting itself must and must not say

Two bodies of rules bear directly on the advert rather than the job.

Age-coded wording. The ADEA regulations name the offending terms outright: notices containing terms such as age 25 to 35, young, college student, recent college graduate, boy or girl violate the Act unless a statutory exception applies. “Recent graduate” is not a grey area — it is in the text. Two widely repeated claims around this are wrong, though. Terms favouring older workers are expressly permitted: the regulation gives “over age 60,” “retirees” and “supplement your pension” as acceptable. Anything you read saying otherwise is quoting the pre-2007 version. And “digital native,” often listed as EEOC-prohibited, appears in no EEOC regulation or guidance — it surfaces only in a 2018 EEOC report relaying expert testimony that such postings signal a preference for younger workers. Worth avoiding, but not because a rule names it.

Pay disclosure. California requires an employer with 15 or more employees to include the pay scale in any job posting, defined as a good faith estimate of the range the employer reasonably expects to pay on hire — and where a third party posts on your behalf, you must supply the scale and they must publish it. Note the two tiers: the separate duty to provide a pay scale on request has no size threshold at all.

The EU directive is routinely misreported. It gives applicants the right to receive initial pay or its range before an informed negotiation, listing a published vacancy notice as one way of doing that — not as a requirement. It also bars asking candidates about pay history and requires gender-neutral vacancy notices and job titles. Its transposition deadline has passed, so what binds you is your member state’s national law.

What this generator can’t do

It can’t know your essential functions. Whether a function is essential is a factual determination made case by case, weighing what incumbents actually do. A generator infers plausible duties from a job title, and that gap is exactly where a description stops being useful evidence.

It can’t classify the role. Exempt status turns on duties and salary together, and the regulation is blunt: a job title alone is insufficient to establish exempt status. The US salary threshold in force is $684 per week, or $35,568 a year, with the highly compensated employee level at $107,432 — the 2024 rule that would have raised these was vacated in court and formally removed from the regulations in May 2026, so any source quoting $844 or $1,128 as current is out of date. Worth knowing too that the familiar “50% of time” test is not a rule; time alone is not the sole test of primary duty.

It can’t apply your jurisdiction’s pay rules. Beyond California and the EU above, a number of US states and cities impose their own posting duties with different employer-size thresholds and effective dates, several amended recently. Check yours rather than trusting a general list.

It can’t tell a requirement from a habit. It has no way to know whether the degree, the years or the on-site expectation is genuinely necessary here — and that judgement is both the legal question and the difference between a strong applicant pool and a needlessly narrow one.

Use it for structure and a first draft. Then have someone who does the job read the duties, and someone accountable for the hire defend each requirement.