Writing a job description usually starts from scattered notes, a few responsibilities, the skills you need, a salary band somewhere in an email. The Job Description generator turns those notes into a complete posting of about 300 to 500 words, organized under the headings candidates expect, from About us and What you will do to What we offer and How to apply.
The language is plain and gender-neutral. The tool never adds requirements about age, gender, nationality, marital status or health, and never asks for salary history. It describes your company only with what you tell it, and if you leave out the pay it writes a [pay range] placeholder, since pay transparency rules in the EU and elsewhere increasingly expect one. The tool is part of the Business documents family.
What you get
- A complete posting of about 300 to 500 words in clean Markdown
- Eight standard sections, from About us to How to apply
- Five to eight responsibilities, each starting with an action verb, with requirements and nice-to-haves kept apart
- A clear, gender-neutral job title and inclusive wording throughout
- Placeholders in square brackets for anything essential you left out, such as [pay range]
What you fill in
- Job title optional
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The role as you would advertise it.
- Company name optional
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The employer named in the posting.
- Role details optional
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Responsibilities, must-have and nice-to-have skills, location or remote, contract type, pay range, benefits and how to apply.
How to use it, step by step
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Enter the job title and the company name
Use the title people search for, such as Customer Success Manager. The tool may adjust it to a gender-neutral form.
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Paste the role details
List responsibilities, must-have and nice-to-have skills, location, contract, pay, benefits and how to apply. Fragments are fine. Add a line about the company too.
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Choose the tone and the output language
Match your employer brand. The output language decides the language of the whole posting, placeholders included.
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Fill the placeholders and review
Replace every bracketed placeholder, check each requirement is truly required and have the hiring manager confirm the responsibilities.
Example, input and output
Input
- job_title
- Customer Success Manager
- company_name
- Northwind Logistics
- job_description
- Look after about 40 mid-size B2B accounts after onboarding, quarterly reviews, renewals, upsell together with sales. Must: 3+ years in customer success or account management in SaaS, fluent English. Nice: Spanish, HubSpot. Hybrid, Milan office 2 days a week. Permanent, full time. €38,000-45,000 gross a year plus bonus. Apply with CV via our careers page.
Output
## About us
[company description]
## What you will do
- Manage around 40 mid-size B2B accounts after onboarding
- Run quarterly business reviews
- Lead renewal conversations
- Spot upsell opportunities and pursue them with sales
## What you bring
- At least 3 years in customer success or account management at a SaaS company
- Fluent English
## Nice to have
- Spanish
- Experience with HubSpot
## What we offer
- €38,000 to €45,000 gross a year, plus bonus
- Permanent, full-time contract
- [benefits]
## Where and how you will work
Hybrid, two days a week at our Milan office.
## How to apply
Send your CV through our careers page.
(Excerpt, The role section omitted.)
Illustrative example written by the editorial team to show the expected format.
Tips for better results
- Separate must-haves from nice-to-haves. Long requirement lists discourage qualified people.
- Describe the work, not the ideal person. "Run quarterly reviews" says more than "proactive self-starter".
- To share the opening, turn the posting into a LinkedIn Post with the same facts.
Who uses it, and for what
Founder hiring for the first time
Paste the notes from your planning call and get a posting with every section candidates expect.
HR team with many open roles
Keep one structure across every opening so postings on your careers page are consistent and easy to compare.
Recruitment agency
Turn a client's brief into a first draft whose placeholders show exactly what to ask the client before publishing.
Manager updating an old ad
Paste the existing posting into Role details to reorganize it under standard headings with inclusive wording.
Limits and good practice
- It is not legal advice. Employment and pay rules vary by country, so check local requirements.
- It cannot verify salaries, benefits or contract terms; it only reproduces what you write.
- Inclusive wording reduces bias in the text, it does not replace a fair selection process.
Frequently asked questions
What sections does the job description include?
Eight, in a fixed order: About us, The role, What you will do, What you bring, Nice to have, What we offer, Where and how you will work, and How to apply. Responsibilities are five to eight action-led bullet points, and requirements are kept apart from nice-to-have skills.
Does it include the salary?
Yes, if you add a pay figure or range in the role details. If you do not, the posting contains a [pay range] placeholder under What we offer. Pay transparency rules, such as the EU directive on pay transparency, make pay information an expected part of recruiting, so decide on it before you publish.
Is the language inclusive?
The tool uses a gender-neutral job title and plain language, and never adds requirements about age, gender, nationality, marital status, health or other protected characteristics. It also never asks for salary history. Review the final text anyway, because your own notes may contain wording worth changing.
Will it invent details about my company?
No. About us and every other fact come only from what you write in the form. If something essential is missing, such as a company description or the benefits, the tool inserts a short placeholder in square brackets so you can complete it before the posting goes live.
Can I write job postings in Italian or other languages?
Yes. Choose the output language in the settings and the whole posting, headings and placeholders included, is written in that language, even if your notes are in English. This makes it straightforward to advertise the same role in more than one country.
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