Job Description

When to Use

Activate when the user asks to create a new job posting, rewrite an existing one, or get feedback on a draft JD. Also activate when the user is preparing to hire for a new role and needs to define it clearly before sourcing candidates.

Context Required

• From startup-context: Company name, mission statement, stage/funding, tech stack (for eng roles), team size, remote/hybrid/onsite policy, benefits, and equity structure.
• From user: Role title, reporting structure, seniority level, key responsibilities, must-have vs. nice-to-have qualifications, compensation range (or willingness to include one), and hiring timeline.

Workflow

1. Clarify the role — Ask the user what problem this hire solves. A JD should start from business need, not a generic title. Confirm level, scope, and team placement.
2. Draft the hook — Write a 2-3 sentence opening that connects the company mission to why this role matters right now. Avoid generic openers like "We are looking for a rockstar..."
3. Structure the body — Organize into five sections: Mission & Impact, What You'll Do (6-8 bullets), What You Bring (5-7 bullets split into must-have and nice-to-have), What We Offer, and How to Apply.
4. Apply anti-pattern checks — Scan the draft for corporate jargon, unrealistic requirement stacking, gendered language, and exclusionary phrasing. Flag and fix.
5. Add startup-specific framing — Emphasize ownership, speed of impact, equity upside, learning velocity, and access to leadership. These are startup advantages over big-co offers.
6. Review comp and inclusivity — Ensure compensation transparency (range or "we'll share in first conversation"). Confirm language passes inclusive-language guidelines.
7. Final polish — Tighten to a scannable length (400-700 words). Ensure the tone matches the company voice from startup-context.