Free job description generator
This free job description generator turns a short brief about the role into a complete job description you can post. Give it the title, the real deliverables and the must-haves, and it writes the responsibilities, the requirements and the honest parts. No account and no card, and you finish the pay line yourself.
What this generator does
- Free job description generator. No account, no card, and the draft is not held behind a form.
- You give a title and a few real lines. It returns a role title plus three written sections.
- It writes deliverables and scope, not adjectives. Nine tired cliches are banned in the prompt itself.
- Supply your own pay range. Without one it writes a placeholder line for you to replace.
- What comes back is a first draft to edit, not a posting to publish unread.
How to brief the job description generator
This is the part most AI tools for generating job descriptions skip. Output quality tracks brief quality almost exactly, and 4 inputs move it more than anything else you type.
- Give the exact title and level Write the job title, not the advert headline, and say the level. Indeed's employer guidance reports that titles of 80 characters or fewer get more clicks. Senior Backend Engineer, reporting to the VP Engineering
- List 3 to 5 real deliverables Put a number, a scope or a system in each one. This is the single input that separates a usable draft from filler, because the model writes bullets from what you gave it. Take the self-serve funnel from 2 percent to 5 percent conversion in 6 months
- Separate must-have from nice-to-have Say which requirements you would genuinely reject someone over. Candidates read requirement lists literally and self-select out, so every extra line narrows your pool for free. Must have: production Go. Nice to have: payments, Kubernetes
- Add the context that makes it specific Team size, funding stage, the stack, who the person reports to, and the honest problem waiting for them. Context is what stops the draft reading like every other posting. Series B, 40 engineers, remote-first, the caching layer needs rebuilding
Job description or job posting?
These two documents get treated as one thing and they are not. Write the description first. The posting is cut from it.
| Job description | Job posting | |
|---|---|---|
| Who reads it | The hiring team, HR, and whoever approves the requisition. | A candidate deciding in a few seconds whether to keep reading. |
| What it holds | Full responsibilities, requirements, reporting line and scope. | The work, the must-haves, the offer, and a way to apply. |
| How long | As long as the role actually needs. It is a record, not an ad. | Shorter than the description it was cut from. |
| What it is for | The spec of record, and the EEOC's evidence of essential functions. | Getting the right person to apply, and getting indexed. |
Writing the public advert instead? The job posting generator at /generate-job-post is built for that.
What a complete job description contains
Whether you create job descriptions by hand or generate them, this is the spec. Google Search Central says the description must be a complete representation of the job, and lists what that means.
- The job title as the job, not as the advert headline
- A short job summary of what the role is for
- Responsibilities and duties, each with a deliverable or a scope
- Qualifications and the experience requirements that are real
- Skills, hard and soft, without an excessive list
- Education requirements, where they genuinely apply
- Working hours and the working arrangement
- A compensation range where you can give one, or must
What a finished description is good for next
The same requirement list, read as filters: one group about the person, one about their current employer.
A good description is already a structured statement of what the role needs, which is why other work can read it. In The Cognitive, a role's description can be typed, uploaded as a file, parsed from a URL or generated, and the role is built from it.
Why the description is worth doing properly
The EEOC defines essential functions as the basic job duties an employee must be able to perform, with or without reasonable accommodation. It says your judgment about which functions are essential, plus a written job description prepared before you advertise or interview, will be considered as evidence of those essential functions. Evidence, not a requirement. Still a good reason to date it and keep it.
The practical reason is closer to home, and it is the real argument for taking job description creation seriously. Whatever requirement list you write here becomes the list you screen against, the list your interviewers probe, and the list you argue about in the debrief. Vagueness does not stay in the document.
Editing AI generated job descriptions
Do
- Treat AI for job descriptions as an editing job, not a writing job
- Cut every requirement you would happily hire someone without
- Put a number, a system or a scope inside each responsibility line
- Say who the person reports to and how big the team is
- Replace the compensation line with the range you actually agreed
Do not
- Leaving a bracketed placeholder in the version you actually post
- Keeping a requirement list longer than the job honestly needs
- Posting any salary, benefit or headcount line you did not supply yourself
- Posting the first draft unread because it reads fluently
The one line to check every time
The model has no way to know your pay, equity, benefits or headcount. Give it the range in your brief. If you do not, it writes a generic compensation line, and that line is yours to replace before you post.
A job description skeleton you can copy
Most job description writing software hands you empty fields. This hands you the whole shape, with brackets everywhere something must not be guessed.
[JOB TITLE, the job itself, under 80 characters] [Reports to: ] · [Team size: ] · [Location and working arrangement: ] SUMMARY One or two lines on what this role exists to do, and for whom. WHAT YOU WILL DO - [Deliverable, with a number, a system or a scope] - [Deliverable, with a number, a system or a scope] - [Deliverable, with a number, a system or a scope] - [The part of the work nobody else owns] WHAT YOU BRING - Must have: [the thing you would reject someone over] - Must have: [the second one, if there really is one] - Nice to have: [the thing you would train] - Does not matter: [the requirement everyone lists and nobody checks] THE HONEST STUFF - [The real constraint or mess waiting in month one] - [How the team works, plainly said] - [Who this role would not suit] HOURS AND ARRANGEMENT [Full time or part time] · [Onsite, hybrid or remote, with the country] COMPENSATION [Range, minimum to maximum, annual or hourly] · [State if commission based] HOW TO APPLY [The link or address. A posting without one is not a posting.]
Where the compensation range belongs
In some places the range is not optional. New York State's Department of Labor says businesses with 4 or more employees must provide job descriptions and compensation ranges for designated job opportunities, promotions and transfers, as either a minimum and maximum annual salary or hourly compensation, and must state clearly when a position is commission based. The law also bars retaliating against anyone who asks for that information.
A growing number of US states and cities require a range in the advert. New York is the worked example here, not the whole list, so check your own state labour department before you post. There is a second, non-legal reason to include it: Google lists baseSalary among the recommended properties for a job posting.
A vague line, and what a good job description AI writer puts there instead
Each phrase on the left is named in the generator's prompt as a phrase never to use. The right column is the kind of line it is told to write instead.
We are looking for a rockstar engineer.
You will own the payments path, 3 services and the on-call rota that covers them.
A candidate can tell whether they have done this before.
Fast-paced environment.
The API is under heavy load and the caching layer needs rebuilding. That is your first quarter.
It names the actual problem instead of the actual pace.
Excellent communication skills.
You will write the design doc that 3 teams review before anything gets built.
It describes an artefact, so it can be assessed.
Detail-oriented self-starter.
Nobody hands you the next piece of work. You pick it from the roadmap and say why.
It sets an expectation someone can honestly opt out of.
You will wear many hats and hit the ground running.
You are the first data hire. Quarter 1 is the warehouse, quarter 2 is the reporting layer.
Scope with a sequence beats scope with an idiom.
The rest of the job description toolkit
Job description grader · Job posting generator · Job description templates · Interview question generator · How to post a job on Indeed · LinkedIn job posting cost
A job description only reaches the people who come to you
This is the limit of the document, and it is worth saying plainly. A description, however good, works on people who are already looking. Most people who could do the job are not looking, will never see the posting, and are not counted in the applications you get back.
Reaching them starts from the same requirement list. In The Cognitive, a one-line plain-English brief is parsed into structured filters in two groups, one about the person and one about their current employer, and every person is judged against your must-haves, with anyone who misses one dropping below the people who meet them. Start free at https://app.thecognitive.io/signup, or watch a live AI interview at /try-interview.
Before you post it
- Does every responsibility name a deliverable, a system or a scope?
- Is every must-have something you would actually reject a strong person over?
- Is the compensation range in there, or are you sure you are allowed to omit it?
- Is anything in the draft a fact you never gave it, such as a benefit or a headcount?
- Is there a way to apply, and did you save a dated copy of the description itself?
Frequently asked questions
Is this job description generator free?
Yes. It is a free AI job description generator with no account, no card and no trial limit. You paste a short brief, you get the draft on the page, and the output is not held behind a form. You can edit it in place, copy it, or email it to yourself.
How does an AI job description generator work?
You give a job description AI generator the title, the real deliverables and the must-have requirements, and the model drafts the sections from that brief. It does not know your company, so any pay, benefits, equity or headcount you did not supply is a guess by definition. That is true of every AI job generator. Treat the output as a draft you finish.
Can I edit the job description after it is generated?
Yes. The draft is editable in place on the page, you can copy the whole thing in one click, and you can email it to yourself. Editing is expected rather than optional. Cut the requirements you would hire without, add the reporting line and the team size, and fill in every bracket.
What should a job description include?
Google Search Central says a job posting description has to be a complete representation of the job, including responsibilities, qualifications, skills, working hours, education requirements and experience requirements. Indeed's own employer guidance recommends a job title, a summary, responsibilities and duties, qualifications and skills, and salary and benefits. The two lists agree on the substance.
Does a job description have to be written down?
The EEOC does not frame it as a requirement, it frames it as evidence. It says your judgment about which functions are essential, along with a written job description prepared before advertising or interviewing for a job, will be considered as evidence of a job's essential functions. That is a strong reason to write it before you advertise and keep a dated copy.
Do I have to include a salary range in a job description?
It depends where you are hiring. New York State requires businesses with 4 or more employees to give job descriptions and compensation ranges for designated job opportunities, and to say when a role is commission based. A growing number of US states and cities have similar rules, so check your own state labour department. Google also lists baseSalary as a recommended property.
What is the difference between a job description generator and a job posting generator?
The description is the internal spec: the full responsibilities, requirements and reporting line, written for the hiring team. The posting is the public advert cut from it, written for a candidate who is skimming. Write the description first. If you want the advert, our AI job posting generator is the sibling tool, and it works as a job posting creator from a description you already have.
Can I use a job description generator to write resume bullet points?
No. This tool writes an employer's description of an open role, in the second person, for candidates who have not been hired yet. An AI resume job description generator does the opposite job: it turns work you already did into bullets in the first person. If you searched for a job description generator for resume writing, this is the wrong side of the desk.
Do job boards have their own job description generators?
Several job boards and applicant tracking systems now ship one. People search for the Indeed AI job description generator by name, and Indeed's employer guidance does link to a generator of its own. We have not tested it, so we will not describe it. What differs between any of these tools is what each one writes when you leave a field blank, so read the pay line closely.
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