Job Description Prompt

What it does

Drafts a job description that's actually useful to the person reading it. Most job posts fail in the same two ways: they list twenty "requirements" that scare off good candidates, and they describe the company in vague superlatives instead of describing the job. This prompt produces a focused post — what the person will do, what they genuinely need, and what it's like to work there — so the right applicants self-select in and the wrong ones move on.

Write a job description using the details below.

Structure:
- A 2-3 sentence intro: what this role does and why it matters to the team.
- "What you'll do": 5-7 concrete responsibilities, action-first.
- "What you need" (must-haves): keep this to 4-6 genuine requirements.
- "Nice to have": optional extras, clearly separated.
- "How we work / what we offer": honest details about the team, location/remote, and key benefits.

Rules:
- Plain language. No "rockstar," "ninja," "wear many hats," or "fast-paced environment" as a euphemism.
- Responsibilities should describe real work, not vague ownership ("own the roadmap" -> "plan and prioritize the product roadmap with the founder").
- Be honest about seniority and scope. Don't ask for 8 years of experience on a junior salary.
- Keep the whole thing scannable — short lines, no walls of text.

Role details:
- Job title: [title]
- Team/company: [name and one line on what it does]
- Top 3 things this person will actually do: [list]
- True must-have skills/experience: [list]
- Location: [remote / hybrid / on-site + city]
- Salary range and 2-3 real benefits: [include if you can — it boosts applications]

How to use it

The quality of the output depends entirely on the "true must-have skills" field. Be ruthless there. If someone could learn it in the first month, it's a nice-to-have, not a requirement. Including a salary range is optional in the prompt but strongly worth doing — posts with pay ranges get meaningfully more, and better-matched, applicants.

Read the draft as if you were a candidate on the fence. Does it tell you what your Tuesday would look like? If it's still abstract, add "Make the responsibilities more concrete — what does this person produce or decide each week?"

Example output

A post that opens with a real description of the role's purpose, lists responsibilities like "Respond to customer tickets and turn recurring issues into help-doc updates," holds the must-haves to five, and closes with honest details about remote setup and benefits. No mission-statement padding.

Variations

Startup/small team: Add "This is a small company where the role is broad. Be honest that it's varied, but still name the 4-5 things that matter most — don't just say 'wear many hats.'"

Technical role: Add "This is a technical position. List specific tools/technologies under must-haves, but distinguish 'we use X' from 'you must already know X.'"

Inclusive language pass: Add "After the draft, flag any wording that might unintentionally discourage qualified applicants and suggest neutral alternatives."

Short version: Add "Also give me a 100-word condensed version for LinkedIn, where shorter posts perform better."

Common pitfalls

Requirement inflation. Every extra "required" line shrinks your applicant pool, often cutting the people who'd have been great. If it's not truly necessary on day one, move it down.

Describing the company, not the job. Candidates apply to a role, not a mission statement. Two sentences of context is plenty; spend the rest on the actual work.

Hiding the pay. Omitting salary doesn't keep your options open — it filters out people who'd rather not waste their time, including strong ones. A range builds trust.

Who uses this prompt

Small-business owners making their first hire, recruiters spinning up multiple reqs a week, founders who keep recycling a bad template, and hiring managers who want a post that reads like a human wrote it. Anyone who'd rather attract ten right-fit applicants than a hundred wrong ones.