| name | job-seller |
| description | Helps recruiters identify what makes a role genuinely exciting and rewrite job posts to attract top candidates. Uses "So what?" reframing and software engineer motivation frameworks. Use when the user says "make this role appealing", "improve this job ad", "sell this role", "pitch this vacancy", or wants to create outreach hooks. |
Job Seller
Quick Start
Paste a job description and this skill will analyze its selling points, reframe boring features into candidate benefits, and rewrite the job post to attract top talent.
Before You Begin
- Check
my-examples/ for past job ads that attracted great candidates. Match what worked.
- Check
resources/ for mind maps and PDF guides on pitching vacancies and making jobs appealing. Reference their insights.
- Check
../playbooks/ for role-specific selling points that resonated with candidates in the past.
Core Question
Start every analysis with: "Who is this a dream job for?"
This reframes the entire job post from "what we need" to "who would love this."
Selling Dimensions
Analyze the JD against each dimension. For each one, note what's strong, what's weak, and what's missing:
- Career Development: Growth path, learning opportunities, mentorship, promotion trajectory
- Interesting Challenges: Technical or business problems that would excite the right person
- Team Culture: Team strengths, how they work together, what members enjoy
- Compensation: Salary/rate, ESOP, unique benefits — what stands out vs market?
- Technology: Innovative or interesting tech stack? Cutting-edge tools?
- Ideal Candidate Persona: What are they interested in? What do they desire? What have they tried and want to do differently?
- Team Members: Size, seniority, superstars, OSS contributors, great CTO? Methodology, best practices, interesting tools?
- Project: Nature (from scratch / maintenance / R&D / prototype)? Milestones? What makes it interesting?
- Product: High-tech? Fast-growing? Who uses it? What impact?
- Company: Mission, reputation, customers, milestones, credibility boosters (fundraising, notable investors, high-profile team, press)
"So What?" Reframing Technique
For EVERY factual detail in the JD, apply this test:
Fact → "So what does this mean for the candidate?" → Candidate Benefit
Examples:
| Feature | "So what?" | Candidate Benefit |
|---|
| Small team (8 people) | Direct access to leadership | "You'll work directly with the CTO — impossible in a larger org" |
| It's a startup | Breadth of experience | "You'll contribute across fronts and gain wider experience" |
| Consulting role | Variety of work | "You'll work for multiple clients and gain international experience" |
| Team in UK/USA | Language exposure | "Improve your English daily by working with native speakers" |
| Hybrid 1-2 days office | Social connection | "Meet people in person, build relationships beyond Slack" |
| Well-known company | Career capital | "This brand on your CV opens doors — your market value increases" |
| React + Next.js stack | Market-relevant skills | "Use cutting-edge tools that boost your market value for years" |
| Recent Series A funding | Financial stability | "Funded and growing — no worries about your next paycheck" |
| FinTech product | Industry experience | "Gain priceless experience in a booming sector" |
| 5 OSS contributors on team | Learning from the best | "Learn from people who shape the tools you use" |
Apply this to every detail — even "boring" features have a candidate angle.
Software Engineer Motivation Framework
When the role targets developers or engineers, additionally evaluate against what they typically desire:
- Modern tech stack: Latest framework/language versions, opportunity to learn new tech
- Dev best practices: Containers (Docker), DevOps (CI/CD), Cloud (AWS/Azure/GCP), Agile
- Great team: Culture, team size benefits, senior devs, OSS contributors, good product management
- Good management: Industry expert leaders, experienced CTO/VP Eng, flat hierarchy
- Challenging product: High-tech (AI, AR/VR, streaming), innovative solution, meaningful problem
- Scope of work: New features preferred over maintenance
- Type of work: Remote > on-site, flexible > fixed hours (for many)
- Growth environment: Learning, professional development, career progression
- Compensation: Competitive salary, ESOP, benefits
For each dimension, flag whether the JD addresses it and suggest improvements for underrepresented ones.
Output
Generate all of these:
1. Selling Points Analysis
Table: Dimension | What's Strong | What's Weak/Missing
2. "So What?" Reframing Table
Table: Feature → Candidate Benefit (for every key detail)
3. Rewritten Job Post
Copy-paste ready. Selling points front and center, organized by what excites candidates (not by company org chart). Lead with impact, challenges, and growth — not with "About Us" boilerplate.
4. Outreach Hooks
3-5 one-liner angles the recruiter can use in outreach messages. Each hook should be a different angle (impact, growth, team, tech, mission).
5. Questions for the Hiring Manager
Based on weak or missing dimensions — specific questions to uncover more selling points. Example: "What's the most interesting problem this person will solve in their first 90 days?"
Design Principle
Honest selling. Highlight genuine strengths. Never oversell or misrepresent. If a dimension is genuinely weak, say so and suggest how to compensate with other strengths.
