AI Prompts for AI Prompts for Job Description Writing

Write the opening section of a job description for [ROLE TITLE] at [COMPANY TYPE]. Instead of starting with "We are looking for a [ROLE]...", write an opening that: describes the problem this person will solve or the impact they will have, explains why this role matters to the company right now, and gives candidates a sense of what success looks like in the first 90 days. No corporate buzzwords. Under 150 words.

Write the responsibilities section for a [ROLE] position. The actual things this person will spend their time on: [LIST 8-10 REAL ACTIVITIES]. Rewrite these as clear, active responsibilities start each with a verb, be specific about what they will do (not vague like "manage projects"), and organize from most important to least. Cut anything that is aspirational rather than actual. Aim for 6-8 bullets that a candidate could use to decide if this role fits their experience.

I have this list of requirements for a [ROLE]: [PASTE YOUR CURRENT LIST]. Separate them into: (1) genuine must-haves (a candidate without these cannot do the job), (2) strong preferences (these would accelerate ramp-up but are learnable), and (3) aspirational extras (things we would like but should not include in the main JD). Research shows that listing too many requirements discourages qualified candidates especially women from applying. Recommend what to keep, what to move to a "bonus" section, and what to remove entirely.

Write a job description for a role that is new at our company or unusual in the market: [DESCRIBE THE ROLE]. What this person will actually do: [DESCRIBE THE ACTIVITIES]. The problem they will solve: [DESCRIBE THE SITUATION]. The type of person who would be good at this: [DESCRIBE IN TERMS OF HOW THEY THINK AND WORK, NOT JUST CREDENTIALS]. Because this role is unusual, the JD needs to: explain why it exists, make it clear what kind of experience is relevant even if the exact role title is uncommon, and attract people who thrive in ambiguity.

Rewrite this job description to be more specific and compelling: [PASTE CURRENT JD]. Problems to fix: (1) remove corporate jargon ("synergize", "cross-functional", "thought leader"), (2) make vague requirements specific (what does "experience in marketing" mean for this role specifically?), (3) add what the person will actually do on day one, day 30, day 90, (4) make the compensation and level clear if possible, (5) give the reader a sense of who we are and why someone would want this job over alternatives.

Audit these job requirements for unnecessary barriers to qualified candidates: [PASTE YOUR REQUIREMENTS LIST]. Check: (1) do we require a degree where skills/experience matter more? (2) do we specify "X years of experience" when what we really need is demonstrated capability? (3) are there requirements that reflect "how we have always done it" rather than what the role actually needs? (4) are any requirements indirectly discriminatory against protected groups? Recommend specific rewrites for each issue.

Rewrite these skills requirements to focus on what a candidate can do rather than what they know: [PASTE CURRENT REQUIREMENTS]. Current requirement: [E.G. "5 YEARS OF PROJECT MANAGEMENT EXPERIENCE"]. Outcome-focused version: what does someone with that experience actually need to be able to do in this role? Write each requirement as a demonstrated capability ("able to manage concurrent projects with competing deadlines") rather than a credential or years-of-experience count.

Write a transparent compensation and benefits section for a [ROLE] job description. Base salary range: [RANGE]. Key benefits: [LIST]. What makes our compensation competitive or interesting: [ANY DIFFERENTIATORS]. Research shows that including a salary range increases qualified application rates significantly and reduces time wasted on candidates whose expectations do not align. Write a concise section that is honest about the range, highlights the most valuable benefits, and avoids filler phrases like "competitive compensation package."

Write the location and work arrangement section for a job description. The arrangement is [FULLY REMOTE / HYBRID: X DAYS IN OFFICE / IN-OFFICE]. Office location if applicable: [CITY / COUNTRY]. For remote roles: which countries or time zones are eligible? For hybrid: which days are required in office and why? Be specific about what "hybrid" actually means for this role the vagueness of "flexible hybrid" frustrates candidates. Under 100 words.

Write an equal opportunity statement for a job description that feels genuine rather than formulaic. Our actual commitments around diversity and inclusion: [DESCRIBE WHAT YOU ACTUALLY DO: DIVERSE HIRING PANELS / BLIND RESUME SCREENING / PAY EQUITY AUDITS / AFFINITY GROUPS / ETC.]. Write a statement that: goes beyond the standard legal boilerplate, mentions at least one specific practice, and invites candidates from underrepresented groups to apply. Under 80 words.

Write the "About Us" or company description section for a job description for [COMPANY]. What we do: [BRIEF DESCRIPTION]. What makes us a compelling place to work: [YOUR HONEST ANSWER CULTURE, MISSION, GROWTH, PRODUCT, TEAM]. The section should: be specific (not "we are a fast-growing company") and honest (not just marketing), explain why someone would choose us over a competitor, and connect to what would attract the type of person we are hiring for this role. Under 150 words.

Write a team description for this job description. The team this person will join: [DESCRIBE THE TEAM SIZE, COMPOSITION, WHAT THEY WORK ON]. What it is actually like to be on this team: [BE HONEST: THE PACE, HOW DECISIONS GET MADE, WHAT THEY WILL LEARN, WHO THEIR CLOSEST COLLABORATORS ARE]. What makes this team a good place to grow: [ONE GENUINE THING]. Under 100 words. Do not describe the team using aspirational values describe what it is actually like.

Write a growth and development section for a job posting. What this role genuinely offers in terms of career growth: [DESCRIBE: PROMOTION PATHS, SKILLS THEY WILL BUILD, EXPOSURE THEY WILL GET, PROJECTS THEY WILL OWN]. Learning and development benefits: [LIST ANY FORMAL PROGRAMS, BUDGETS, MENTORSHIP]. Be specific about what someone in this role will be able to do or be in 2-3 years that they could not do coming in. Avoid vague language like "unlimited growth potential." Under 100 words.

Write a culture description for a job description that will attract people who are genuinely a fit and repel people who are not. Our honest culture description: [DESCRIBE WHAT IT IS REALLY LIKE INCLUDE WHAT SOME PEOPLE FIND CHALLENGING, NOT JUST WHAT SOUNDS GOOD]. Transform this into a JD culture section that: is specific enough to help candidates self-select accurately, highlights genuine strengths, and is honest enough that a new hire will recognize it on day one. Under 100 words.

Write a mission section for a job posting the part that answers "why does this company exist and why should I care?" Our mission: [DESCRIBE]. How this specific role connects to the mission: [BE SPECIFIC HOW DOES A [ROLE] directly contribute?]. The section should help a values-aligned candidate feel the connection between their daily work and the company's purpose, not just recite the mission statement. Under 80 words.

Help me diagnose why our job description for [ROLE] is not attracting qualified applicants. Our current JD: [PASTE OR DESCRIBE]. What we are seeing: [LOW APPLICATION VOLUME / WRONG PROFILE / TOO MANY UNQUALIFIED APPLICATIONS]. Possible causes to check: (1) requirements list is too long or too specific, (2) salary not included or below market, (3) job title does not match what candidates search for, (4) the role is unclear, (5) the company description does not differentiate us. Identify the most likely cause and give me one specific fix to test.

Help me set up an A/B test for two versions of a job description for [ROLE]. Element to test: [TITLE / OPENING PARAGRAPH / REQUIREMENTS / SALARY INCLUSION]. Write Version A (current) and Version B (new). Define: what we are measuring (application volume / quality score / time to fill), minimum sample size needed, how long to run the test, and what constitutes a meaningful improvement. This test will run on [JOB BOARD].

Based on this job description: [PASTE OR DESCRIBE JD]. Write a structured screening criteria document for the first-round phone screen. For each key requirement in the JD: write the screening question, what a strong answer looks like, and what a weak answer looks like. This document helps interviewers evaluate candidates consistently against the same criteria regardless of who is doing the screening. Focus on the 4-5 most important requirements.

Help me update a job description after a hire that did not work out. The role: [DESCRIBE]. What went wrong: [DESCRIBE HONESTLY: THE SKILLS WE THOUGHT MATTERED THAT DID NOT / THE SKILLS THAT TURNED OUT TO MATTER THAT WE DID NOT TEST FOR / THE CULTURE FIT ISSUES WE DID NOT ANTICIPATE]. Identify: (1) what the JD implied that turned out to be wrong about what the role needed, (2) what was missing from the requirements, (3) what to add or change so the next JD attracts a better-fit candidate.

I need to hire for a role that does not exist yet at our company: [DESCRIBE WHAT YOU NEED SOMEONE TO DO]. Write a complete job description from scratch including: a role title that will attract the right candidates (suggest 2-3 options), an opening that describes the problem this person will solve, responsibilities (6-8 bullets), requirements (must-have vs. nice-to-have), compensation range (I will fill in), company description, and an equal opportunity statement. Base it on: [YOUR BRIEF DESCRIPTION OF THE NEED].