Create captivating, comprehensive job descriptions that attract top talent — with real-time streaming.
Built for HR teams, recruiters, and hiring managers writing 5+ JDs a month.
Used by 8,000+ recruiters and HR professionals
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Your job description will appear here
Fill out the form and click Generate to get started
Job title, optional company name, industry, and tone of voice. The form takes under a minute to fill out.
Long-form for the careers site or short-form for LinkedIn and job boards — same input, two outputs.
Stream the JD into the page in seconds, then copy the text or edit inline before publishing.
One click for a comprehensive careers-page JD, another for a 4-line LinkedIn post — same input form, two outputs.
Technology, Healthcare, Finance, Construction, Hospitality and more — language adapts to what candidates expect in that sector.
Watch the JD write itself in real time. Read while it generates and stop early if you have seen enough.
Recruiters and hiring managers use the generator to skip the blank-page problem and ship JDs the same day a role opens.
“I had ten requisitions to publish in two days. This generated solid first drafts for every one of them; I edited each in under five minutes.”
Ada O.
Talent Acquisition Lead, Lagos, Nigeria
“Our hiring managers used to send me three lines and ask for a JD. Now I send them this tool and they come back with something I can refine, not write from scratch.”
Tom R.
HR Business Partner, Manchester, UK
“As a founder hiring our first ops manager, I had no idea how to write the JD. This gave me language candidates would actually recognise.”
Maya S.
Co-founder, Singapore
The typical JD is a copy-paste from a five-year-old template, padded with generic responsibility lists and inflated “must-have” requirements that aren’t. It tells a candidate nothing about what the day actually looks like, what success means, or why this role exists in the first place. Strong candidates self-reject because they don’t hit 100% of an inflated checklist; weak candidates apply by the dozen because the bar reads as low. The problem isn’t laziness — it’s that nobody taught the writer the structure.
A JD that pulls in the right people has five parts: a one-sentence role summary, 5–7 day-to-day responsibilities framed as outcomes (not tasks), a clearly separated must-have vs. nice-to-have requirements list, what success looks like at 6 and 12 months, and the practical details — compensation band, benefits, location, remote/hybrid policy.
Skip any of these and the JD becomes ambiguous. Include all five and candidates can self-screen accurately, which is the whole point.
Long-form belongs on your careers page where it does double duty as SEO content and as a self-screening document for serious applicants. Short-form belongs on LinkedIn, Indeed, and in email outreach where attention is shorter and you’re competing with the next post in the feed. The mistake is publishing the long version everywhere — which buries the most important detail (what the role actually is) under three paragraphs of company boilerplate.
Formal language scares off culture-driven candidates who interpret it as a sign of rigid hierarchy. Friendly, casual language turns off senior hires in regulated industries who interpret it as a lack of professionalism. Generic, voice-less language does both at once — readers can’t place the company and assume the worst. Pick tone deliberately by sector and seniority. The generator gives you three controlled options (Formal / Friendly / Generic) so you don’t have to think about it from scratch every time.
Words like “rockstar”, “ninja”, and “digital native” quietly narrow the applicant pool — research consistently shows they correlate with lower female and older-candidate application rates. Inflated requirements (“10+ years” for a mid-level role) filter out qualified women in particular, who tend to self-reject more aggressively against missed criteria than men do. Remove the buzzwords. State requirements as capabilities, not years-of-experience proxies. The applicant pool gets wider and stronger.
The AI Job Description Generator captures the structure above as a template and fills it from one job title plus an industry and tone. You skip the blank-page problem entirely and start from a structured first draft — then you edit for the specifics only you know (the real comp band, the real team culture, the real problems the hire will solve). Pair it with the AI CV Tailor on the candidate side and you’ve closed both halves of the hiring conversation.