Bad job descriptions are expensive. I once hired for a role using a description I'd copied from a template — "rockstar wanted, fast-paced environment, wear many hats" — and got 90 applications from people who clearly hadn't read past the title. Two weeks of screening for one decent candidate. Never again.
The problem wasn't the applicants. It was my description: vague, buzzwordy, and honest about nothing. AI won't interview candidates for you, but it will help you write a description that filters for the right ones. These 7 prompts are the ones I actually reuse. Tap any one to copy it.
Key takeaways:
- Kill the buzzwords: "rockstar," "ninja," and "fast-paced" attract everyone and inform no one.
- Lead with the real work — candidates self-select when they know what the days actually look like.
- List "must-haves" and "nice-to-haves" separately, or you'll scare off great people.
The Foundation (1–2)
"Help me write a job description for a [job title] at my [type + size of company]. The role's main goal is [one sentence on what success looks like]. Ask me 5 clarifying questions before drafting anything."
"Turn these rough notes about the role into a 'day in the life' paragraph — what this person actually does Monday to Friday: [paste your notes]. Concrete and honest, no buzzwords."
Requirements That Don't Scare People Off (3–4)
"Split this requirements list into must-haves and nice-to-haves. Be strict — only truly non-negotiable skills go in must-haves: [paste your list]."
"Rewrite this job description to remove biased or exclusionary language — gendered words, age signals, unnecessary degree requirements: [paste description]. Keep the meaning, widen the net."
The Parts Everyone Skips (5–7)
"Write a 'why work here' section for a [type of company] hiring a [role]. Honest and specific — the real perks, the real culture, the real tradeoffs. No 'we're a family.'"
"Write 5 interview questions for a [role] that reveal how candidates actually think, not how well they memorized answers. Include what a strong answer sounds like for each."
"Write a kind, professional rejection email for candidates who interviewed but didn't get the [role] at [company]. Warm, specific enough to feel human, short enough to actually send."
The Test I Run on Every Draft
Before I post any description, I read it pretending I'm the candidate deciding whether to apply. Three questions: Do I know what I'd actually do all day? Do I know what "good" looks like in this role? Would I be excited or exhausted reading this? If the answer to any of them is murky, back to the prompts.
Good hiring is mostly good filtering, and good filtering starts with honest writing. Get the description right and the 90-application haystack becomes 20 people worth talking to.
Once you've hired them, by the way, our LinkedIn post prompts are perfect for the "welcome to the team" announcement — and for everything you want to say as a growing business afterward.