Your job description is often the first impression a candidate has of your company. A poorly written posting attracts the wrong people, deters diverse candidates, and gets lost in ATS black holes. A great one sells the opportunity, filters effectively, and builds your employer brand.
Most AI-generated job descriptions sound corporate and generic. They list requirements without context and describe the role without showing why anyone would want it. This framework changes that by teaching you how to prompt AI for job descriptions that actually work.
Insight
Companies that write compelling job descriptions consistently attract more qualified applicants and fill positions faster. The job description is your first recruiting touchpoint.
Anatomy of a Great Job Description
Before diving into prompts, understand what makes a job description effective:
- Opening hook: 2-3 sentences that sell the opportunity. Why should someone want this role?
- About the role: What they will actually do day-to-day. Specific projects, responsibilities, outcomes.
- Requirements: Skills truly needed vs nice-to-have. Avoid inflated year requirements.
- About the team: Who they will work with, team structure, collaboration style.
- Benefits and culture: Compensation transparency, perks, growth opportunities.
- Application process: Clear next steps and timeline expectations.
Before
Write a job description for a software engineer.
After
Write a job description for a Senior Backend Engineer at [COMPANY NAME]. CONTEXT: - Company: [Brief description, stage, industry] - Team size: [Current team structure] - Tech stack: [Languages, frameworks, infrastructure] - Role purpose: [Why this hire, what problem they solve] OPENING HOOK (2-3 sentences): - What makes this role exciting - The impact they will have - Why now is the right time to join RESPONSIBILITIES (5-7 bullets): - Focus on outcomes, not tasks - Include cross-functional collaboration - Mention ownership and autonomy level REQUIREMENTS: - Must-haves: [Only truly essential skills] - Nice-to-haves: [Clearly separate these] - Avoid: Years of experience requirements where possible ABOUT THE TEAM: - Team composition and who they report to - How the team works (agile, remote, etc.) - Growth and mentorship opportunities COMPENSATION AND BENEFITS: - Salary range: [If sharing] - Key benefits and perks - Equity or bonus structure CONSTRAINTS: - Length: 600-800 words - Tone: [Professional but human/Casual and direct/etc.] - Include: Clear application instructions
The HIRE Framework
Use this framework in your prompts to ensure AI covers all essential elements. HIRE stands for Hook, Impact, Requirements, and Experience.
1
Hook
Open with what makes this role exciting. Lead with impact and opportunity, not a company boilerplate. Why would someone want this job?
2
Impact
Describe what success looks like in the first 6-12 months. What will they own? What problems will they solve? Make it tangible.
3
Requirements
List only what is truly required versus nice-to-have. Be specific about skills, not years. Focus on capabilities, not credentials.
4
Experience
Describe what day-to-day looks like. Team structure, tools used, growth opportunities. Help candidates picture themselves in the role.
HIRE Framework Prompt
Write a job description using the HIRE framework: ROLE: [Job Title] at [Company Name] DEPARTMENT: [Team/Department] LOCATION: [Location/Remote Policy] REPORTS TO: [Manager Title] HOOK (What makes this exciting): - Company mission: [One sentence] - Why this role matters: [Impact on company goals] - Unique opportunity: [What candidates cannot get elsewhere] IMPACT (Success in first year): - 30 days: [What they will learn/accomplish] - 90 days: [First meaningful contribution] - 12 months: [Major achievement or ownership area] REQUIREMENTS: Must-have skills (maximum 5): - [Skill 1] - [Skill 2] Nice-to-have (maximum 3): - [Skill 1] What we do NOT require: - Specific degree - Exact years of experience EXPERIENCE (Day-to-day reality): - Team structure: [Who they work with] - Tools: [Key tools and technologies] - Meeting cadence: [Remote/in-person, collaboration style] - Growth path: [Where this role can lead] TONE: [Conversational/Professional/Bold] LENGTH: 600-800 words INCLUDE: Salary range [X-Y] and benefits highlights
Tech Roles Template
Technical roles require specific details about the stack, architecture decisions, and engineering culture.
Tech Role Prompt
Write a job description for [TECH ROLE TITLE] at [COMPANY]. TECHNICAL CONTEXT: - Primary languages: [e.g., TypeScript, Python, Go] - Infrastructure: [e.g., AWS, Kubernetes, Terraform] - Architecture: [e.g., Microservices, Monolith, Event-driven] - Scale: [e.g., 1M daily active users, 10TB data processed] - Engineering practices: [e.g., CI/CD, code review, testing philosophy] WHAT THEY WILL BUILD: - Current focus: [Active projects or initiatives] - Technical challenges: [Interesting problems to solve] - Ownership: [Services, features, or domains they own] TEAM DYNAMICS: - Team size: [Number of engineers] - Senior/junior mix: [Team composition] - On-call: [Expectations and rotation] - Collaboration: [How engineers work together] AVOID THESE COMMON MISTAKES: - Do not require specific years (say "experienced with" instead) - Do not require CS degree (focus on demonstrable skills) - Do not list every technology ever used (focus on primary stack) INCLUDE: - Clear technical requirements vs nice-to-haves - What makes your engineering culture unique - Real examples of interesting problems TONE: Smart peer talking to smart peer LENGTH: 700-900 words
Pro Tip
For tech roles, mention specific technical challenges. Engineers want to know they will work on interesting problems, not just maintain legacy code.
Sales Roles Template
Sales roles need clear information about territory, quota expectations, and earning potential.
Sales Role Prompt
Write a job description for [SALES ROLE TITLE] at [COMPANY]. SALES CONTEXT: - Product/Service: [What they are selling] - Average deal size: [Range] - Sales cycle length: [Typical timeline] - Target customer: [ICP description] - Territory: [Geographic or vertical focus] COMPENSATION STRUCTURE: - Base salary: [Range] - OTE (On-Target Earnings): [Range] - Commission structure: [Brief description] - Ramp period: [Timeline and expectations] WHAT SUCCESS LOOKS LIKE: - Quota: [Monthly/Quarterly target] - Current team attainment: [Percent hitting quota] - Top performer earnings: [Give realistic range] SUPPORT AND RESOURCES: - Lead generation: [Inbound/Outbound mix] - SDR support: [If applicable] - Sales tools: [CRM, enablement tools] - Training: [Onboarding and ongoing] GROWTH PATH: - Promotion timeline: [Typical progression] - Career paths: [Management, enterprise, etc.] AVOID: - Vague "competitive compensation" - "Unlimited earning potential" without context - Requirements that exclude career changers TONE: Direct and honest about expectations LENGTH: 600-800 words INCLUDE: Clear OTE and quota information
Creative Roles Template
Creative roles should emphasize creative freedom, brand voice, and portfolio expectations.
Creative Role Prompt
Write a job description for [CREATIVE ROLE TITLE] at [COMPANY]. CREATIVE CONTEXT: - Brand personality: [Describe voice and aesthetic] - Primary channels: [Where creative work appears] - Content types: [Video, social, print, web, etc.] - Creative team structure: [Solo or team environment] CREATIVE OWNERSHIP: - Projects they will lead: [Examples] - Collaboration: [Who they work with] - Approval process: [Creative freedom level] - Brand guidelines: [Strict or evolving] TOOLS AND SKILLS: - Required tools: [Specific software] - Skill focus: [Design, copywriting, video, etc.] - Portfolio expectations: [What we want to see] WHAT WE VALUE: - [Specific creative philosophy] - [How we measure creative success] - [Examples of work we admire] AVOID: - "Rockstar" or "ninja" language - Requiring specific tools when skills transfer - Undervaluing creative expertise with low pay TONE: Creative and expressive (match your brand) LENGTH: 500-700 words INCLUDE: Portfolio review process and timeline
Leadership Roles Template
Leadership roles require clarity on scope, decision-making authority, and strategic priorities.
Leadership Role Prompt
Write a job description for [LEADERSHIP TITLE] at [COMPANY]. LEADERSHIP CONTEXT: - Department/Function: [Scope of responsibility] - Team size: [Direct and indirect reports] - Reports to: [Executive/C-suite relationship] - Budget authority: [If applicable] STRATEGIC PRIORITIES: - Key initiatives: [What they will own] - Business challenges: [Problems to solve] - Success metrics: [How performance measured] - Timeline: [Critical milestones] LEADERSHIP EXPECTATIONS: - Team building: [Hiring plans, culture goals] - Cross-functional: [Key partnerships] - Board/Exec interaction: [Visibility level] - Decision authority: [What they can decide autonomously] COMPANY STAGE AND CONTEXT: - Stage: [Startup, growth, enterprise] - Recent changes: [Growth, funding, strategy shift] - Why this role now: [What triggered the hire] WHAT WE OFFER: - Equity: [Meaningful ownership stake] - Executive benefits: [Relevant perks] - Impact: [Why a leader would choose this] AVOID: - Generic leadership platitudes - Unclear reporting structures - Vague "strategic" responsibilities TONE: Executive-level, substantive LENGTH: 700-900 words INCLUDE: Company vision and where this role fits
Making Job Descriptions Inclusive
Research shows that certain language patterns discourage underrepresented groups from applying. Add this to your prompts to create more inclusive descriptions.
Inclusive Language Review Prompt
Review and rewrite this job description to be more inclusive: [PASTE EXISTING JOB DESCRIPTION] INCLUSIVE LANGUAGE GUIDELINES: REMOVE OR REPLACE: - Gendered language: "guys," "manpower," "chairman" - Aggressive adjectives: "crush it," "dominate," "killer" - Unnecessary requirements: specific degrees, exact years - Ableist language: "fast-paced" (suggest "dynamic"), "stand for long periods" (only if truly required) - Culture fit language: "beer fridge," "ping pong" (focus on inclusive activities) ADD OR EMPHASIZE: - Growth mindset language: "learn," "develop," "grow" - Collaborative terms: "partner," "support," "team" - Clear salary ranges (women negotiate less without anchors) - Accommodations statement - Commitment to diversity statement (specific, not generic) STRUCTURAL IMPROVEMENTS: - Reduce requirements to true must-haves (women apply when 100% qualified, men at 60%) - Use "you" language to help candidates see themselves in role - Show career growth paths - Mention mentorship and development FORMATTING: - Bullet points over paragraphs - Short sentences (under 20 words) - Avoid jargon and acronyms OUTPUT: Revised job description plus list of specific changes made
Instead of this:
“We need a rockstar developer who can crush code and dominate our competitors.”
Write this:
“We are looking for a skilled developer who writes thoughtful code and collaborates effectively with our team.”
Warning
Studies show job postings with masculine-coded language receive fewer applications from women. Tools like Textio and Gender Decoder can audit your descriptions.
ATS Optimization Tips
Your job description needs to work for both humans and applicant tracking systems. Add these instructions to your prompts.
- Use standard section headers: “Responsibilities,” “Requirements,” “Qualifications” - ATS systems look for these.
- Include keyword variations: Use both “JavaScript” and “JS,” both full titles and abbreviations.
- Avoid tables and columns: ATS systems often cannot parse complex formatting.
- Use simple bullet points: Standard bullets (-, *) work better than fancy symbols.
- Include the exact job title: Match what candidates search for (e.g., “Product Manager” not “Innovation Champion”).
- Add location clearly: City, state, and remote status should be obvious.
- Hard skills: Specific tools, languages, certifications
- Soft skills: Communication, leadership, collaboration (but be specific)
- Industry terms: SaaS, B2B, fintech - terms candidates search
- Job level indicators: Senior, Lead, Principal, Director
- Methodology keywords: Agile, Scrum, OKRs (only if truly used)
Pro Tip
Test your job description by copying it into a plain text editor. If the formatting breaks, an ATS will struggle with it too.
Before/After Comparisons
See the difference between vague prompts and specific ones.
Before
Write a job description for a product manager.
After
Write a job description for a Senior Product Manager at [FINTECH STARTUP]. CONTEXT: - Series B startup, 80 employees - B2B payments platform for small businesses - PM will own merchant onboarding experience - Reports to VP Product, works with 2 engineers and 1 designer HOOK: Lead with the mission (helping small businesses get paid faster) and the autonomy (own the full onboarding journey end-to-end). IMPACT SECTION: - First 30 days: Deep dive into merchant pain points, shadow support calls - First 90 days: Ship first improvement to onboarding flow - First year: Reduce merchant onboarding time by 50% REQUIREMENTS (be specific): - Must: Shipped B2B SaaS products, SQL for analysis, user research experience - Nice: Fintech or payments background, Figma prototyping - Do NOT require: MBA, specific years, PM certifications INCLUDE: - Salary range: $150-180K base + equity - Remote-first with quarterly offsites - 4-day interview process description TONE: Direct, confident, mission-driven LENGTH: 650 words
Before
Make it more appealing to candidates.
After
Rewrite this job description to better attract top candidates: [PASTE CURRENT JOB DESCRIPTION] IMPROVEMENTS TO MAKE: 1. OPENING: Replace company boilerplate with a hook about the role's impact. What will they accomplish? Why does this matter? 2. ABOUT THE ROLE: Convert task lists into outcome descriptions. Instead of "Manage projects" say "Lead the development of [specific product] from concept to launch." 3. REQUIREMENTS: Audit each requirement: - Is this truly required or can someone learn it? - Replace years of experience with demonstrated skills - Separate must-haves from nice-to-haves 4. BENEFITS: Lead with unique benefits, not table stakes. Everyone has health insurance - what do you offer that is different? 5. CULTURE: Show, do not tell. Instead of "fast-paced environment" describe what a typical week looks like. 6. CALL TO ACTION: End with enthusiasm and clear next steps. OUTPUT: Revised description with specific changes explained
Next Steps
You now have the frameworks and templates. AskSmarter.ai can guide you through building job descriptions tailored to your specific role, company culture, and hiring goals.
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