A job description that attracts the right people opens with a clear role summary, lists the outcomes the person will own (not just duties), states must-have vs nice-to-have skills honestly, and sells your company in a few specific lines. Write it for the candidate you want, not for an org chart.
Here's a structure that pulls better applicants and filters out the wrong ones — plus a free tool to draft it fast.
The job description structure
- Role summary. Two or three sentences: the mission of the role and why it matters. Lead with impact.
- What you'll own. Outcomes and responsibilities framed as results ("ship the onboarding revamp"), not a chore list.
- Must-haves vs nice-to-haves. Separate the non-negotiables from the bonuses. Long "required" lists scare off great candidates.
- About the team/company. A few specific, honest lines on culture, stage, and what makes it a good place to work.
- Logistics + CTA. Location/remote, salary range if you can, and a clear "how to apply."
Turns the "role summary" and "what you'll own" sections above into a durable role profile you can reuse across hiring, reviews, and career development — not just this one posting.
View Role Profile Prompt ($12) →Rules that attract better applicants
- Outcomes over tasks. Describe what success looks like in 6–12 months.
- Trim the requirements. Every extra "required" skill shrinks your applicant pool — especially among underrepresented candidates.
- Be specific and human. Skip "rockstar" and "fast-paced." Say what's actually true.
- Show the salary range. It builds trust and saves everyone time.
- Keep it scannable. Headers and short bullets beat dense paragraphs.
A tight job description only pays off if you screen applications against the same must-have vs nice-to-have criteria — this template sets that scoring before applications arrive.
View AI CV Screening Template ($12) →Draft it free with AI
The free, no-sign-up Job Description Generator turns a role title and a few notes into a structured draft you can refine. It handles the boilerplate so you can focus on the outcomes and culture lines that actually attract people.
Hiring across many roles?
If you write job posts regularly, a work & business skill file can encode your employer brand and this structure so every posting is consistent and on-voice. Or browse all free generators first.
Once the right person accepts, this builds the 30-60-90 day onboarding plan that makes good on everything your job description promised.
View Onboarding Plan Prompt ($12) →Frequently asked questions
How long should a job description be?
Usually 300–700 words. Long enough to set clear expectations, short enough to stay scannable — lead with the role's impact and keep requirements tight.
Can AI write a job description?
Yes. A free job description generator drafts a structured version from the role and a few notes; you then add the specific outcomes and culture details.
Should I include a salary range?
Where possible, yes — and in many places it's now required. It builds trust, widens your pool, and saves time on both sides.
How do I avoid scaring off good candidates?
Separate must-haves from nice-to-haves and keep the required list short. Strong applicants often skip roles with long, rigid requirement lists.
In summary:
Use the Role Profile Prompt to nail the role summary and outcomes, the AI CV Screening Template to judge applications fairly, and the Onboarding Plan Prompt to set the new hire up once they accept. All work in Claude, ChatGPT and any AI chat with no coding and a 30-day money-back guarantee.
Write your job post
Open the free job description generator, add the role details, and refine the outcomes. Hiring a lot? Browse work & business skills.