Business
A vague job description gets vague applicants. Describe your role clearly and get a posting that speaks to exactly the person you need.
AI-generated output
Fill in the role details above and click Generate to get your job description.
Enter the job title, a description of your company or team, and the core responsibilities and requirements. Be specific — a generic input produces a generic output.
Select the seniority level and work arrangement. These signals shape tone, expectation-setting, and the kind of language that attracts the right experience level.
You get a complete job description with a compelling opening paragraph, structured responsibilities, clear requirements split from "nice to haves", and a closing that sells the role — not just lists it.
For example, a mid-size fintech company hiring a senior backend engineer might get an opening that leads with the engineering challenge ("You will own the reliability of a payments system processing £2M+ per day"), not just the job title.
The requirements section will distinguish between must-haves (5+ years in Go, experience with distributed systems) and nice-to-haves (fintech domain knowledge, previous startup experience) — a distinction that the best candidates use to self-select appropriately.
Yes, where possible. Research consistently shows that job postings with salary ranges receive significantly more qualified applications and reduce candidate drop-off at the offer stage. It also signals transparency, which is increasingly valued by candidates. If there is a legal or strategic reason not to include it, that is understandable — but it is worth knowing the cost.
The most common mistake is listing too many "requirements" when many are actually preferences. Separate your true requirements (without which the person cannot do the job) from nice-to-haves. Studies show that women, in particular, tend to apply only when they meet every listed requirement — so every item on your requirements list is a filter, whether you intend it or not.
Senior candidates respond to clarity about scope, impact, and challenge. Lead with the problem they will solve, not just the tasks they will perform. Be specific about the level of autonomy, the state of what they are inheriting, and what success looks like in the first 90 days. Avoid generic culture language ("fast-paced", "collaborative") in favour of specific, honest description.
Absolutely. The tool works for any role description — internal transfers, promotions, or secondments. For internal postings, the company description field can be shorter or omitted, and you can be more direct about team dynamics and internal context that external candidates would not have.
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