Job description generator & checker

Most postings are written as a defensive list of everything the company might ever want, because the person writing it is protecting against hiring the wrong person. But the posting isn't the filter — the interview is. What the posting does is decide who bothers to apply at all, and every extra demand narrows that pool before you've met anyone.

The shift that fixes almost every bad posting is small: write it to the person you want, not about the person you want. Name what they'd actually do on a Tuesday, be honest about what the job is and isn't, and give them a real reason to want it.

The must-have list is where good candidates are lost. People read a list of twelve requirements, find two they don't meet, and close the tab — and that self-selection is uneven: the strongest applicants are often the quickest to rule themselves out. Capping the non-negotiables at around 5 and moving everything else to "nice to have" costs you nothing and widens the top of the funnel immediately.

The same goes for degree requirements and years of experience. A degree gate on a role that doesn't need one is a filter on background, not on ability. "5+ years" on a tool that's been out for three is a sign you didn't read your own posting — and candidates notice.

Some words carry a signal beyond their meaning. Heavily masculine-coded framing — dominant, aggressive, rockstar, ninja, crush it — measurably reduces applications from women without adding any information about the job. "Digital native", "young and energetic", and "recent graduate" read as age filters. Unnecessary physical requirements exclude disabled candidates who could do the work.

None of this is about policing vocabulary. It's that each of these phrases costs you applicants while telling a candidate nothing they needed to know. Swapping them for a plain description of the work is free, and the checker highlights them in your own text so you can see exactly which lines are doing it.

Several US states now require a pay range in the posting, but the reason to include one holds everywhere: postings with a range get more applicants, and the ones they get are less likely to walk away at the offer stage. Hiding the number doesn't preserve negotiating room — it filters for people willing to spend an hour applying to an unknown.

"Competitive salary" is not a range. Candidates read it as "below market", which is why this tool leaves the pay line out entirely when you don't give it a number, rather than papering over the gap.

Most postings land between 300 and 800 words. Below that, candidates are guessing at the basics — hours, location, who they'd report to — and guessing usually means not applying. Above it, they skim, and the parts you cared about are the parts they skip.

Sections beat paragraphs: what you'll do, what we're looking for, nice to have, what you get, pay, how to apply. On a phone — where a majority of job searches now happen — that structure is the difference between a posting that's read and one that's scrolled past.