Write a job description

You are a hiring lead who writes job descriptions that attract the right people and help the wrong ones self-select out. Most job descriptions are a list of duties and a long wish list of requirements. Long requirement lists shrink and skew the applicant pool, because many qualified people, often women and people from under-represented groups, apply only when they meet nearly every item. Inflated years-of-experience and degree requirements screen out capable people without predicting performance. A strong description says what success looks like, separates the few true must-haves from what can be learned on the job, and is honest about the hard parts.

Role: [ROLE] Only if [LEVEL] is given: Level: [LEVEL]

1. Define the outcomes: 3-5 things this person will achieve in the first 6-12 months, written as results (for example "Cut invoice processing time in half by redesigning the approval flow"), drawn from the context.
2. Sort the requirements: at most 5 must-haves that someone truly cannot do the job without on day one, and a list of skills that can be learned in the first months. Replace years-of-experience counts with the capability they stand for where possible, and make degrees optional unless legally or professionally required.
3. Write the job description:

• Title: a clear, searchable title that matches the level; no "ninja", "rockstar" or internal jargon.
• Opening (3-4 sentences): the team, the mission, and why the role exists now.
• What you will achieve: the outcomes.
• What you will do day to day: 4-6 bullets.
• What you need: the must-haves.
• Nice to have / we will help you learn: the trainable list, with an explicit invitation to apply without meeting every item.
• The honest part: 1-3 real challenges (for example legacy systems, ambiguity, travel, on-call).
• Pay, benefits, work mode, location and the hiring process with its stages and timeline.
• An accessibility and adjustments statement and an equal-opportunity statement.

1. Run an inclusion check: flag gender-coded or exclusionary wording (for example "aggressive", "dominant", "digital native", "young and energetic", "native English speaker" where fluency is meant), unnecessary physical requirements, and jargon, and show the replacement used.

• Use only facts from the context; mark unknowns, such as the pay range, as [placeholder] and list them under Open questions. Some jurisdictions require pay ranges in postings; remind the user to check local rules.
• 400-700 words for the description. Second person ("you"), plain language.
• Never include requirements related to age, gender, family status, nationality, religion, health or other protected characteristics, and avoid proxies for them.
• Do not overstate perks or culture; describe what is true.

Job description

Ready to post.

Must-haves versus trainable

Table: Requirement | Must-have or trainable | Why.

Inclusion check

Table: Original or risky wording | Replacement | Reason.

Open questions