AI Prompts for ChatGPT for Job Descriptions

Before I write a job description for [JOB TITLE], help me get clarity on what this person actually needs to accomplish. Ask me ten questions about: the main problems this role will solve, what the person will own or be responsible for, how success will be measured in the first 90 days and first year, what skills are truly required versus nice to have, and who this person will work with most closely. Use my answers to summarize a role definition before we write any copy.

I am hiring for [JOB TITLE]. Here is a list of requirements I have been given or compiled: [PASTE YOUR LIST]. Separate these into three categories: (1) hard requirements that a candidate cannot succeed without, (2) strong preferences that should be in the JD but not blockers, and (3) nice-to-haves that I should remove from the description entirely because they will narrow the pool without adding value. Explain your reasoning for each categorization.

I need to write a job description that attracts strong candidates, not just list requirements. Help me identify what is genuinely compelling about this role. Role: [JOB TITLE]. Company: [BRIEF DESCRIPTION OF COMPANY]. Tell me what questions I should answer to find the real selling points: what this person will learn, what impact they will have, what makes the team or culture worth joining, and what opportunities exist for growth. Then help me turn my answers into three to five compelling reasons to apply.

Before writing the job description, create a structured role definition with these sections: role purpose (one sentence on why this role exists), key responsibilities (five to seven specific outcomes, not task lists), success metrics for the first 90 days, required qualifications, preferred qualifications, and what this role reports to and works with. I will fill in the content; you format and organize it. Role: [JOB TITLE]. Department: [DEPARTMENT]. Level: [LEVEL].

I am trying to differentiate between [JOB TITLE A] and [JOB TITLE B] because I am not sure which role I actually need to hire for. Compare these two roles: typical responsibilities, typical seniority level, where each role sits in a team structure, and when a company typically hires one versus the other. Based on this context about what I need: [DESCRIBE YOUR SITUATION], which role should I hire and why?

Write a complete job description for [JOB TITLE] at [COMPANY TYPE, E.G. A B2B SAAS STARTUP / A MID-SIZE MARKETING AGENCY]. Use this role definition: [PASTE YOUR ROLE DEFINITION FROM STAGE 1]. The description should include: a compelling opening paragraph about the company and team, role purpose, key responsibilities as outcomes not task lists, requirements (required and preferred separated), what we offer, and a closing statement. Tone: [E.G. DIRECT AND PROFESSIONAL / WARM AND CONVERSATIONAL].

Write the responsibilities section for [JOB TITLE]. The responsibilities should: be written as outcomes or ownership statements, not just tasks, start each point with a strong present-tense verb, reflect what the person will actually spend most of their time doing, and be specific to this role rather than generic. Use this role brief as your source: [PASTE BRIEF]. Write five to seven points maximum.

Write an opening section for a job description that makes candidates want to apply before they even read the requirements. Company: [DESCRIBE]. Team this role joins: [DESCRIBE]. What makes working here genuinely different: [DESCRIBE HONESTLY]. Tone: [TONE]. Avoid generic phrases like "fast-paced environment", "passionate team", and "make an impact". Be specific about what this company actually does and who it is for.

Write the requirements section for [JOB TITLE]. Required qualifications: [LIST]. Preferred qualifications: [LIST]. Format them as two clearly labeled lists. Write each requirement as a specific, verifiable capability rather than years of experience where possible. For example, instead of "5+ years of experience in X," consider "demonstrated ability to do Y in a Z context." Flag any requirements I have listed that are unnecessarily restrictive and suggest alternatives.

Write the compensation and benefits section for this job description. Salary range: [RANGE OR "TBD"]. Key benefits: [LIST]. Location and remote policy: [DESCRIBE]. Note: research shows that job listings with salary ranges get significantly more applicants. Write this section in a way that is transparent and specific about what we offer, and that treats candidates as adults rather than withholding information. Tone: [TONE].

Review this job description for language that could discourage qualified candidates from applying. Look for: unnecessarily gendered words, credential requirements that exclude people with equivalent experience, culture-fit language that is vague or coded, requirements that are inflated beyond what the role actually needs, and phrases that assume a particular background or path. For each issue, suggest a more inclusive alternative. Job description: [PASTE].

This job description is too long and candidates will not read it all. Cut it to the most essential information while keeping everything that is genuinely important. The final version should be under [WORD COUNT] words. Remove: repetitive language, generic company descriptions, requirements that are obvious for the role level, and any section that does not directly help a qualified candidate decide to apply. Original: [PASTE].

Review the requirements section of this job description and identify any that are too vague to be useful or too inflated for the actual role. For each vague requirement, suggest a more specific version. For each inflated requirement, suggest a more honest version that still attracts the right person. Job description: [PASTE].

The opening of this job description is not compelling. It reads like a template. Rewrite it to immediately tell a qualified candidate why this role is worth their attention. The rewrite should: lead with something specific and true about the company or team, describe what this person will own or accomplish, and create the feeling that this role is an opportunity rather than a vacancy. Current opening: [PASTE]. Company context: [DESCRIBE].

Imagine the ideal candidate for this role is reading this job description. Based on this profile: [DESCRIBE THE IDEAL CANDIDATE]. Tell me: (1) what in the description will excite them, (2) what will make them hesitate or feel uncertain, (3) what important information is missing that they would need to decide whether to apply, and (4) what language suggests this company is or is not a fit for their values. Job description: [PASTE].

Adapt this job description into a LinkedIn job post. LinkedIn posts are typically shorter, more conversational, and lead with the most compelling aspect of the role. The format should work in the LinkedIn interface: use short paragraphs, include the key requirements clearly, and end with a direct call to apply. Do not use formatting that breaks on LinkedIn like tables or complex bullet nesting. Source JD: [PASTE].

Write a condensed version of this job description for posting on job boards where character limits or short format is preferred. Maximum 400 words. Include: role title, one-sentence company description, three to four key responsibilities, five to six requirements, location and remote policy, and how to apply. Source JD: [PASTE].

Write three different social media posts announcing this job opening. One for LinkedIn (professional tone, 150 words max). One for Twitter or X (conversational, under 280 characters). One for Instagram or a company Slack channel (casual and engaging). Each should describe the role in a way that makes someone who knows the right candidate want to share it. Role: [JOB TITLE]. Key selling point: [BEST THING ABOUT THIS ROLE]. Source JD: [PASTE].

Based on this job description, write five screening questions to include in the application form. The questions should help me quickly identify the strongest candidates without adding more than 10 minutes to the application process. Each question should reveal something specific about fit that I cannot assess from a resume alone. Avoid generic questions like "why do you want to work here?" Job description: [PASTE].

We are rehiring for [JOB TITLE]. The previous job description is below. Update it to: reflect any changes in what we need from this role, remove outdated requirements, improve the language based on what we learned from the last hiring round, and make it more compelling to the candidates we want to attract. Notes on what changed or what did not work last time: [DESCRIBE]. Previous JD: [PASTE].