Automate Job Description Drafting and Optimization
Job descriptions get written under time pressure, usually by copying the last similar posting and editing a few lines, which means outdated requirements, inconsistent tone across the company's postings, and language that skews the applicant pool without anyone intending it — 'ninja,' 'rockstar' and long unnecessary requirement lists all measurably reduce applications from qualified women and career-changers. On top of that, a growing list of jurisdictions now legally require salary ranges or other disclosures in job postings, and a posting missing them isn't just a weaker ad, it's a compliance gap.
STARTING PRICE
From €99
Starter tier · Single-workflow automation, one core integration, fast turnaround.
Get a quote →Saves roughly 2-3 hrs per requisition for the recruiter or hiring manager drafting it.
How the automation works
We draft job descriptions from the actual role requirements and level, not a copy-pasted prior posting, and check the draft for language patterns known to suppress applications from qualified candidates before it goes anywhere near a job board. Postings are checked against the jurisdiction the role is based in for required disclosures — salary range, benefits summary, EEO language — and flagged if something required is missing, rather than relying on a recruiter to remember which locations have which rules. The draft comes back to the hiring manager for a quick review of role-specific accuracy, since only they can confirm the requirements are actually current, and finalized postings are formatted per job board for readability and search visibility.
Process flow
- 01
Requisition approved with role details trigger
Level, must-have requirements, team and location details feed the draft directly from the approved requisition, not a manually re-typed brief.
- 02
Draft the posting ai
A first draft is generated from actual role requirements and company tone guidelines, rather than a copy-edited version of the last similar posting.
- 03
Check for exclusionary language ai
The draft is scanned for language patterns and requirement lengths known to suppress applications from qualified candidates who don't meet every single bullet.
- 04
Check jurisdiction-required disclosures ai
The posting is checked against the role's location for legally required elements like salary range disclosure, flagging anything missing before it can be published.
- 05
Route to hiring manager for review output
The hiring manager reviews the draft for role-specific accuracy — only they can confirm requirements genuinely reflect what the job needs day to day.
- 06
Format and publish per job board integration
The finalized posting is formatted for each target job board's readability and search-visibility conventions before distribution.
Inputs
- Approved requisition with role and level details
- Company tone and formatting guidelines
- Jurisdiction-specific posting disclosure requirements
- Target job boards for distribution
Outputs
- Drafted job posting ready for review
- Exclusionary-language flag report
- Jurisdiction disclosure compliance check
- Job-board-formatted final postings
Works with
Prefer a fully custom build instead of an off-the-shelf integration? We scope both options during your free consultation — most jobs like this one work fine on standard connectors, but higher-volume or non-standard systems sometimes need bespoke API work, reflected in the complex tier.
Where this goes wrong if you get it wrong
- Requirement lists copied forward from an outdated posting routinely include tools, certifications or years-of-experience thresholds the role no longer actually needs, and an overlong 'must-have' list measurably suppresses applications from qualified candidates who self-select out over one or two bullets they don't meet.
- Salary-range and other disclosure requirements vary by jurisdiction and change as new pay-transparency laws take effect — a posting checked against a rule set that isn't kept current will publish non-compliant, and the fix needs a maintained jurisdiction-rules source, not a one-time hardcoded list.
- Language flagged as 'biased' by a generic checker can miss company- or industry-specific terms that function the same way — a checker tuned only to well-known flagged words like 'ninja' will pass through subtler exclusionary phrasing that still suppresses the same applicant pool.
- A posting generated purely from the requisition's structured fields without hiring-manager review can drift from what the role actually needs day to day, especially for roles with recently changed scope — the review step has to be a real check, not a rubber-stamp click-through.
Frequently asked questions
Does this replace the hiring manager's input on what the role actually needs?
No — the draft is generated from requisition data and always routes back to the hiring manager for a review pass, since only they can confirm the requirements genuinely match the role.
How does it know which salary disclosure rules apply to a given posting?
The check runs against the role's specific location, matched to a maintained set of jurisdiction requirements, rather than a single generic template applied everywhere.
What kind of biased language does the checker catch?
It flags known exclusionary phrasing and requirement-list length patterns shown to suppress applications from qualified candidates, and surfaces them for a human edit rather than silently rewriting the posting.
Can postings be formatted differently for different job boards automatically?
Yes, the same underlying draft gets reformatted per board's readability and search conventions, so one source of truth produces board-appropriate versions instead of manual reformatting each time.