Why This Tool Was Built (The Backstory)
Why do good developers ignore your job ads? Because most job descriptions are boring copy-pastes. They list endless requirements ("Must have 10 years of React experience") but offer zero inspiration. They demand everything and promise nothing.
We built the Job Description Writer because we believe hiring is marketing. You are selling your company to a candidate. This tool helps you write a "love letter" to your future employee, outlining not just what they will do, but why it matters. It helps you shift the tone from "Demanding Boss" to "Exciting Mission."
Who Is This For?
- HR Managers: You have 50 roles to fill. Writing unique descriptions for each is impossible manually.
- Founders: You are making your first hire. You can't offer a Google salary, so you need to offer a vision and culture that resonates.
- Team Leads: You know the technical needs, but writing "corporate speak" feels awkward.
The Psychology Behind It
The "What's In It For Me?" (WIIFM): Candidates scan for benefits, culture, and growth. If you bury the perks at the bottom, they leave. This tool structures the ad to hook them early.
Inclusivity Signals: The language you use determines who applies. Aggressive words ("Ninja", "Rockstar", "Dominate") can alienate diverse candidates. Neutral, growth-focused language attracts a wider, better talent pool.
Common Mistakes to Avoid
The Laundry List: Don't list 30 bullet points of requirements. It creates "Imposter Syndrome" in great candidates. Focus on the core 5 skills that actually matter.
Vague Culture: "Fast-paced environment" usually means "We are disorganized." Be specific. "We ship code daily" tells a real story.
Real-World Examples
1. The "Junior Dev" Role
Bad: "Requires 3 years experience."
Good: "We value curiosity over tenure. If you have built projects and love to learn, we want to talk to you." (This attracts high-potential juniors).
2. The "Remote" Role
Bad: "Remote friendly."
Good: "Work from anywhere. We value async communication and deep work time. No mandatory 9 AM standups." (Signals respect for autonomy).
The "Human Touch" Checklist: Don't Just Copy-Paste
- Add Salary Range: In many places, it's the law. Everywhere else, it's just respect. Don't waste people's time.
- Be Honest About Challenges: "We are rewriting our legacy backend" filters out people who hate refactoring, but attracts people who love solving messy architectural puzzles.
- Check for Bias: Use a gender decoder tool on the output. Ensure your language welcomes everyone.