Write a Compelling Job Description

This prompt casts the model as a talent acquisition specialist and produces an inclusive, six-part job description that leads with mission and impact rather than a dry task list, and explicitly separates must-haves from nice-to-haves. Reach for it when you're hiring and want a posting that attracts strong candidates instead of filtering them out with gendered language or inflated degree requirements. The structure mirrors what actually converts applicants: hook, impact, outcomes, honest requirements, and what's in it for them.

What you can expect back

Senior Product Designer — Brightwave

Our mission: Freelancers deserve money tools as flexible as the way they work. We're building the budgeting app that finally fits an irregular income.

The role: You'll own the end-to-end design of the features freelancers touch every day — from income forecasting to tax-set-aside flows. Your work directly shapes whether someone feels in control of their finances or anxious about them. You'll partner closely with product and engineering, not hand off mockups over a wall.

What you'll do
- Lead design for a core product area from research through shipped UI
- Turn fuzzy problems into validated, testable solutions
- Run lightweight user research and translate findings into decisions
- Raise the bar on our design system and accessibility
- Mentor one or two earlier-career designers

What we're looking for
Must-haves: a portfolio showing shipped consumer product work; strong interaction and visual craft; comfort with ambiguity.
Nice-to-haves: fintech experience; familiarity with accessibility standards.

What we offer: competitive salary + equity, remote-first, 4 weeks PTO, real design ownership.

We welcome applicants of every background and don't require a specific degree — if you can do the work, we want to hear from you.

Illustrative example — your results will vary by tool and inputs.

Get sharper results

• 01Give it a realistic salary range to include; postings with pay transparency draw more and better-matched applicants, and many jurisdictions now require it.
• 02Be honest about must-haves versus nice-to-haves — every item you wrongly mark 'must' shrinks your pool, especially among candidates who self-select out.
• 03Tell it the seniority and your real tech or tool stack so the responsibilities read as credible to people who actually do this job.
• 04Ask it to run a quick bias check at the end, flagging any phrases ('rockstar,' 'aggressive,' 'young team') that skew the applicant pool.
• 05Specify remote, hybrid, or onsite plus location up front, since omitting it is the single most common reason qualified people skip a posting.

Adapt it for your case