Write a Clear, Inclusive Job Description That Attracts Talent
Generates a plain-language, bias-aware job description split into must-haves and nice-to-haves to widen the funnel.
A bloated, jargon-heavy job description with twenty must-have bullets quietly shrinks your candidate pool, especially among women and underrepresented groups who tend not to apply unless they meet nearly every listed requirement. This prompt writes a clear, structured posting that separates genuine must-haves from nice-to-haves, leads with the impact of the role, and uses plain, gender-neutral language. It actively flags requirements that may exclude qualified people unnecessarily, like an arbitrary degree demand or inflated years-of-experience, so you can decide whether they're real. The goal is a wider, more qualified funnel, not a longer wishlist. Use it when you're opening a new role, when previous postings drew thin or homogeneous applicant pools, or when you want to retire the 'rockstar ninja guru' clichés that signal a dated culture. The under-450-word target keeps it scannable on mobile, where many candidates first read it. You'll still want a human pass for company specifics, but the structure and inclusive framing come built in.
You are an inclusive-hiring copywriter. Write a job description for a [JOB TITLE] role. Team and mission: [TEAM/MISSION]. Top 5 things this person will actually do: [CORE RESPONSIBILITIES]. Genuine must-haves vs. nice-to-haves: [REQUIREMENTS, SPLIT]. Salary range: [RANGE OR 'OMIT']. Location/remote: [WORK MODE]. Structure it as: a one-paragraph hook about the impact, 'What you'll do,' 'What we're looking for' (keep must-haves short to avoid scaring off qualified women and underrepresented candidates), 'Nice to have,' and 'What we offer.' Use plain, gender-neutral language, cut jargon and 'rockstar/ninja' clichés, and flag any requirement that may unnecessarily exclude candidates. Keep it under 450 words.
What you can expect back
Senior Data Analyst (Remote, US) — Our analytics team turns raw product data into decisions our PMs and leaders actually trust. You'll be the person who makes the numbers make sense. What you'll do: build self-serve dashboards teams rely on daily; partner with product managers to define and track the metrics that matter; run A/B test analysis that settles real debates; set definitions for our key metrics; and mentor a junior analyst. What we're looking for: strong SQL and solid applied statistics, plus the judgment to know which questions are worth answering. That's the core; if you've got it, apply. Nice to have: dbt, Python, or B2B SaaS experience, but we'll teach the right person. What we offer: $110k-$140k, fully remote within the US, and real influence on the roadmap. [Flag: I left out any degree requirement on purpose; add one only if it's truly essential, since it can exclude strong self-taught analysts.]
Illustrative example — your results will vary by tool and inputs.
Get sharper results
- 01Cut your must-have list to the five things someone genuinely can't succeed without; move the rest to nice-to-have.
- 02Post the salary range when you can; ranges measurably increase qualified applications and signal fairness.
- 03Lead with impact, not a list of duties; candidates choose roles where they can see the difference they'll make.
- 04Heed the exclusion flags; arbitrary degree or years requirements are the most common silent filters on good candidates.
Adapt it for your case
Add: 'Write in a warm, scrappy startup tone' and ask it to keep the whole thing under 300 words for speed.
Ask it to include a standard equal-opportunity statement and avoid any language with potential adverse-impact issues.
Request a 50-word version for LinkedIn or a recruiter's cold message based on the same role.
Common questions
Why split must-haves from nice-to-haves?
Long must-have lists deter qualified applicants, especially underrepresented ones, who self-select out unless they meet nearly everything. Splitting widens your real pool.
Does it actually catch biased language?
It flags common culprits like 'rockstar,' gendered phrasing, and arbitrary requirements, but give the final draft a human review for your company's specifics.
Should I really post the salary?
Where legal and feasible, yes. Ranges increase applications, build trust, and are increasingly required by pay-transparency laws.
You may also need
Generate Role-Specific Interview Questions With Scoring Cues
Builds a structured, role-specific interview set with strong-answer cues and red flags for consistent scoring.
Draft a Fair, Specific Performance Review From Your Notes
Converts manager notes into an evidence-based, balanced performance review with concrete next-cycle goals.
Generate Interview Questions for a Role
Build a structured interview question set with technical, behavioral, and culture-fit categories.
Build a Structured Hiring Scorecard
Generate a structured interview scorecard with competencies, anchors, and disqualifiers.