Job Description Generator
Turn your notes about a vacancy into a clear, well-ordered job description. Enter the title, the responsibilities and the real requirements, add salary, benefits and how to apply, and get a document with the sections candidates look for. The tool also points out wording that can discourage or exclude good applicants.
- Private by default
- No sign-up
- Free to use
AI text can contain mistakes. Check every fact before you publish it.
How to use Job Description Generator
- Enter the job title, company, location and type of employment.
- List the responsibilities and the requirements, one per line.
- Add the salary range, benefits and how to apply.
- Read the notes, edit the text, then download the PDF or copy it into your job board.
Job Description Generator features
Standard sections
Header, salary, about the company, the role, responsibilities, requirements, nice-to-have, benefits, how to apply.
Wording check
Flags age-coded, gendered and jargon terms and suggests neutral alternatives.
Length check
Warns when the list of requirements becomes long enough to deter applicants.
Equal-opportunity statement
Optional closing statement.
PDF, print, copy
Headings appear in bold in the PDF; the text stays editable.
Optional AI draft
Where enabled, an AI version is written from the same facts.
When to use Job Description Generator
- Advertising a vacancy on a job board or your website.
- Writing an internal role description.
- Refreshing an old advert that attracts few applicants.
- Agreeing the scope of a role before recruiting.
Job Description Generator FAQ
What should a job description include?
The title, where and how the job is done, what the person will do, what they need to be able to do it, what you offer, and how to apply. Candidates look for these in that order.
How many requirements should I list?
Five to eight genuine requirements. Long wish lists reduce applications, and research suggests they deter women and career changers in particular. Put desirable extras under “Nice to have”.
Should I state the salary?
Yes where you can. Adverts with a salary range attract more and better-matched applicants, and in a growing number of places pay transparency is a legal requirement.
What wording does the tool flag?
Terms that suggest a preferred age, gender, origin or physical condition, such as “young”, “native speaker”, “salesman” or “energetic”, and jargon titles such as “rockstar”. It is a prompt to reconsider, not a legal check.
Does it check that my advert is legal?
No. Employment and equality law vary by country. Have adverts reviewed by someone who knows your local rules if you are unsure.
Is the text sent anywhere?
The built-in version is created in your browser. Only the optional AI button sends the fields to the server to request a draft.
A job description is an advertisement and a contract outline
A job description does two jobs. To candidates it is an advertisement: it has to make the right people want to apply. To the organisation it is an outline of the role: what the person is responsible for and what they need to bring. A good one serves both by being specific and honest.
Candidates read in a predictable order. They look at the title, the location and whether remote work is possible, and the pay. Then they scan the responsibilities to picture the work, and the requirements to judge whether they qualify. Company descriptions and benefits come last. Putting the facts they want first, in plain headings and short bullet points, keeps them reading.
Responsibilities are clearest as actions: answer, build, manage, report. Requirements should be limited to what is truly needed on day one, expressed as abilities instead of proxies. “Can write clear English for customers” is better than “native speaker”; “has managed a budget” is better than “ten years’ experience”. Such wording widens the pool without lowering the standard.
Language matters more than writers expect. Words that hint at an age, a gender or a culture discourage applicants who do not see themselves in them, and can breach equality law. Neutral, concrete wording costs nothing and reaches more people. State the salary range if you can, explain how to apply and by when, and check the advert against your local legal requirements before you publish.