Free tool · for employers
A RevOps job description writer for the role you are hiring for.
The tool takes you through the relevant sections step by step to create a job description that will find the person who will make an impact in your business.
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What it marks against
The checklist, in the open.
Each section has one test: does this change who applies. Your draft is scored against these as you write, so here they are in full.
| Section | What goes in it | What to leave out | The test it must pass |
|---|---|---|---|
| Title | The standard market title, four to six words | Invented titles, seniority padding, internal codes | Would a candidate type these words into a search box |
| Header line | Location, working pattern, salary band, reporting line | "Competitive", "DOE", "flexible" without definition | Can a reader disqualify themselves in ten seconds |
| Opening paragraph | The specific problem, with numbers | Mission statements, funding stage, adjectives about the team | Could a competitor have written this identical paragraph |
| Systems owned | Named systems, their current state, size and known faults | Every tool anyone in the company uses | Does a candidate now know what they are inheriting |
| Systems not owned | The boundaries, and who holds each one | Nothing. This section always earns its space | Does it answer the scope creep question before it is asked |
| Outcomes at 12 months | Five or fewer, each measurable | "Drive efficiency", "support the team", "improve processes" | Could you tell, at 12 months, whether it happened |
| Genuinely required | Three or four, each a thing they have done | Tool names, degrees, years of experience as a proxy | Would you actually reject a strong candidate for missing it |
| Learnable | Named explicitly, with a rough time to competence | Anything you would in fact reject on | Does this widen the pool without lowering the bar |
| Salary | The band, plus what determines position within it | A range wider than 25 per cent of the low figure | Would a candidate at the top of the band still apply |
| Process | Every stage, the time each takes, total elapsed time | Vague promises about moving quickly | Can a candidate plan their next three weeks around it |
| Response commitment | A specific number of working days, and an address to chase | "We will be in touch if successful" | Will you keep it |
What people ask
Questions about the generator.
- Is the job description generator free?
- The advert is free and asks nothing of you. The pack that goes with it, meaning the job-board text, the JobPosting schema and the scored work sample with its rubric, needs a company name and a work email. The work sample is how we assess candidates, and we like to know who is using it. Phone is optional.
- Does it use AI to write the job description?
- No. It assembles the advert from wording we have written ourselves, so it cannot invent a statistic or drift into the register that makes an advert read as machine-written. What you type stays in your browser and is not sent anywhere to be rewritten.
- Can I post the output straight to LinkedIn and Indeed?
- Yes. The pack has a plain-text version for the boards that mangle pasted formatting, a Markdown version for applicant tracking systems that take it directly, and JobPosting structured data for your own careers page.
- Where does the salary band come from?
- From the published ranges on the relevant role page and, where you name a sector, the sector page. Both are sourced below. Where inside that range a particular job sits is our estimate rather than a measurement, and the tool says so next to the band.
- Why does it score my advert?
- An advert is a filter, so it can be judged like one. The eleven checks are published on this page. Read them, disagree with one, ignore the score.
- Will a stricter job description reduce my applications?
- Yes, and that is the point. Ashby’s data across more than 100 million applications shows applications per hire have tripled since 2021 while candidates are half as likely to reach an interview. Volume is not your constraint. Count the applications worth an hour of your time instead, before and after.
Or hand the search to us
The advert is the cheapest part of a search. Tell us the role and we will say whether we can fill it.
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