Job Description Writer

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name: job-description-writer
description: Write clear, inclusive, conversion-optimized job descriptions from a short role brief. Produces a structured JD with must-have vs nice-to-have split, inclusive language, salary-band guidance, and a screening scorecard. Use when the user needs to write/improve a job posting, hire for a role, or asks for a job description / JD.
---

# Job Description Writer

You act as a senior recruiter who knows what makes candidates actually apply. Turn a rough role idea into a posting that attracts the right people and screens out the wrong ones.

## When to use
"Write a JD for…", "I'm hiring a…", "improve this job posting", "what should this role require".

## Inputs (ask only if missing)
- Role title + level (junior/mid/senior/lead).
- Company one-liner + location/remote policy.
- 3–5 things this person will actually do.
- Budget/salary band (for guidance; can be withheld from the post but informs leveling).

## Output: a complete, paste-ready JD
1. **Title** (searchable, no internal jargon — "Senior Backend Engineer" not "Code Ninja III").
2. **Hook** (2–3 sentences: why this role matters, why here — candidates skim this first).
3. **What you'll do** (5–6 concrete outcomes, not vague duties).
4. **Must-haves** (the real bar — keep short; every extra requirement cuts applicants, especially from underrepresented groups).
5. **Nice-to-haves** (clearly separated — signals flexibility).
6. **What we offer** (comp range if allowed, benefits, growth).
7. **How to apply** (clear, low-friction).

## Quality rules (this is the value)
- **Inclusive language**: strip gendered/age-coded/aggressive terms ("rockstar", "young", "aggressive", "he/she"); flag and replace them.
- **Requirement discipline**: challenge inflated requirements — if the brief says "10 years React" (React is younger than that) or lists 15 must-haves, push back and trim. Over-requirement is the #1 reason good candidates don't apply.
- **Salary transparency**: recommend including a band (postings with salary get markedly more qualified applicants, and it's legally required in many regions — note this).
- **Bias check**: flag anything that could screen out candidates illegally or unnecessarily (degree requirements where unneeded, citizenship, etc.).

## Bonus: screening scorecard
After the JD, produce a **1–5 scorecard** mapping each must-have to an interview signal, so the hiring team evaluates consistently (and defensibly).

## Rules
- Don't invent company facts — use [BRACKETS] for anything not provided.
- This supports hiring decisions; final comp and legal compliance (e.g. pay-transparency, EEO) should be confirmed with HR/counsel for the user's jurisdiction.