AI Prompts for AI Prompts for Job Listings

Write a LinkedIn job listing for [ROLE] at [COMPANY]. LinkedIn candidates tend to be more research-oriented and will look at the company page and team members. The listing should: use a job title that matches what candidates search for on LinkedIn (not an internal title like "Growth Ninja"), lead with why this role matters and what success looks like, keep requirements focused on the genuine must-haves, and include compensation if possible. LinkedIn shows the first 300 characters before a "See more" cut make them count.

Write an Indeed job listing for [ROLE]. Indeed candidates often come from keyword searches and apply quickly. The listing should: include the most searched keywords for this role naturally in the title and first paragraph, be skimmable (short paragraphs and bullet points), state the salary upfront (Indeed's algorithm surfaces salary-inclusive listings more prominently), and make the application process clear. Under 500 words.

Write a job listing for [ROLE] on [SPECIALIZED BOARD: STACK OVERFLOW / DRIBBBLE / ANGELLIST / HANDSHAKE / WELLFOUND / ETC.]. This platform's candidates expect [DESCRIBE WHAT THIS AUDIENCE CARES ABOUT: TECHNICAL DEPTH / STARTUP ENVIRONMENT / CREATIVE PORTFOLIO / EQUITY POTENTIAL / ETC.]. Calibrate the listing to what this specific candidate persona values: lead with [WHAT MATTERS TO THEM], be specific about [THE TECHNICAL OR CREATIVE ENVIRONMENT], and use the language of this community rather than generic HR language.

Write a job listing to post on [INSTAGRAM / TWITTER / X / FACEBOOK / TIKTOK]. This is not a formal JD it is a social post that should make the right person stop scrolling and think "that is for me." Format: [SHORT HOOK / VISUAL DESCRIPTION / 3-5 BULLETS ON THE ROLE / CTA TO APPLY LINK]. Tone should match the platform: [DESCRIBE YOUR BRAND VOICE]. Include the most relevant hashtags for this role and industry. Under 200 words.

Write a job listing for [ROLE] optimized for a tight candidate market where qualified applicants have multiple options. The listing needs to work harder than usual to attract candidates who are not actively looking. It should: lead with what makes this role genuinely exciting or unusual, include specific information about compensation and growth, be honest about what is challenging as well as what is great (candidates distrust unrealistically positive listings), and make applying easy. Under 600 words.

Help me choose the most searchable job title for this role: [DESCRIBE WHAT THE PERSON WILL DO]. Internal title we use: [YOUR INTERNAL TITLE]. Suggest 3-4 alternative titles that: candidates actually search for on Indeed and LinkedIn, accurately represent the role, and match the seniority level. Include which title you recommend and why it will attract more of the right candidates. Also flag if the internal title would confuse or deter good applicants.

Help me identify the keywords I should include in a job listing for [ROLE]. Likely search terms candidates use: [YOUR GUESSES]. Also consider: the tools or technologies they expect to see listed, the industry terms for this role type, related job titles someone might have that makes them qualified, and the skills they would list on their own resume. Build a keyword list I should incorporate naturally into the listing title, opening, and requirements.

Write the opening paragraph of a job listing for [ROLE] that is optimized for search without feeling keyword-stuffed. Primary keyword: [ROLE TITLE OR MAIN SKILL]. Secondary keywords to include: [LIST 3-4 RELEVANT TERMS]. The opening should: include the primary keyword naturally in the first sentence, read like a compelling pitch rather than a keyword dump, be under 100 words, and make a strong enough first impression that a candidate will scroll down to read more.

Write a page title (under 60 characters) and meta description (under 160 characters) for a careers page job listing for [ROLE]. The title should: include the role name and company name, potentially include the location or remote status. The meta description should: communicate the most compelling aspect of the role, include a call to action, and entice clicks from Google search results. Write 3 options for each and indicate which you recommend.

My job listing for [ROLE] is getting very few views. The current listing: [PASTE OR DESCRIBE]. Possible issues to check: (1) job title does not match what candidates search, (2) location or remote status is not clear, (3) salary is not included (listings with salary get 2-3x more views on most platforms), (4) the listing has been up too long and is losing algorithm favor, (5) it is not being sponsored or promoted. Diagnose the most likely issue and give me one specific change to test.

Write a job listing for [ROLE] in a startup voice for an early-stage company. Startup candidates are looking for: ownership, impact, speed, and learning. The listing should: mention the size of the team and stage of the company, describe the scope of ownership this person will have, be honest about what is not built yet (not a bug it is a feature for the right candidate), and avoid corporate language completely. Under 500 words.

Write a job listing for [ROLE] at a mission-driven organization or nonprofit. Mission: [DESCRIBE]. Candidates for mission-driven roles value purpose over compensation in many cases. The listing should: lead with the mission and why this role directly contributes to it, be transparent about compensation (including any gap from the market rate), and be honest about what makes working here meaningful and what it requires. Under 500 words.

Write a job listing for [ROLE] at a large enterprise or corporate employer. Enterprise candidates often value: stability, structure, scope of impact, benefits, and career progression. The listing should: be formal but not bureaucratic, emphasize the scale of impact possible in a large organization, highlight stability and benefit quality where genuine, and describe the team structure and stakeholders the person will work with. Under 600 words.

Write a job listing for a creative role: [ROLE: DESIGNER / WRITER / ART DIRECTOR / BRAND MANAGER / ETC.]. Creative candidates respond to: a sense of the company's aesthetic and creative ambition, information about the creative team and work environment, examples of the type of work they will do, and a description of how much creative ownership they will have. The listing should not read like a standard HR template. Under 500 words.

Rewrite this job listing to sound more human without losing professionalism: [PASTE CURRENT LISTING]. Remove: corporate jargon ("synergy", "leverage", "thought leadership"), passive voice, and HR-template language ("responsible for", "liaises with"). Replace with: active, specific, direct language that sounds like a real person at the company wrote it. Keep all the information change only how it sounds. Show before and after.

Write a section describing the application process for [ROLE] that reduces candidate drop-off. Include: how to apply (link or method), what to submit (resume only? cover letter? portfolio? application form?), the expected timeline (when they will hear back), the stages of the hiring process (phone screen, technical assessment, interviews), and who to contact with questions. Candidates who do not know what happens after they apply are less likely to complete the process. Under 150 words.

Write 3 alternative calls to action for the end of a job listing for [ROLE]. The CTA should: create the right level of enthusiasm and urgency, be specific about what the candidate should do ("Apply now" is weaker than "Apply by [DATE] we review applications on a rolling basis"), and give any last push of encouragement to candidates who are on the fence. Rate each option and recommend one.

Add social proof elements to this job listing for [ROLE]: [PASTE OR DESCRIBE CURRENT LISTING]. Social proof for job listings can include: employee tenure data ("average tenure of X years"), awards or recognitions ("named a Best Place to Work"), employee quotes if available, funding or growth data, notable customers or partners if relevant, and team photos or culture signals. Write 2-3 social proof elements I can add that would increase candidate confidence. Be accurate only include real facts.

Help me identify and reduce friction in my application process for [ROLE]. Current process: [DESCRIBE WHAT CANDIDATES HAVE TO DO: FILL OUT FORM / UPLOAD RESUME / ANSWER QUESTIONS / TAKE ASSESSMENT / ETC.]. Best practice: the fewer steps required to apply, the higher the application completion rate. For each step in my process: is this step necessary at this stage, or could it happen later? Write a recommended streamlined process and estimate how much it could improve conversion.

Write a rejection email template for candidates who applied for [ROLE] but will not be moving forward. The email should: be sent promptly (within 2 weeks of application review), acknowledge the time they took to apply, decline respectfully without providing detailed feedback at the application stage, and where appropriate, invite them to apply for future roles or follow the company. Under 100 words. Generic rejection emails damage employer brand; this should feel like it was actually written, not generated by ATS.