codexkit-job-description-writer

# Job Description Writer ## Purpose Create compelling, accurate job descriptions that attract the right candidates by clearly communicating the role, requirements, and employer value proposition. ## When to use - opening a new position and need a JD from scratch - updating outdated job descriptions - standardizing JD format across the organization - creating localized JDs for different markets ## When not to use - defining career levels or promotion criteria - writing performance review criteria - creating training curricula ## Inputs - job title and level (junior / mid / senior / lead / director) - department and reporting line - key responsibilities (rough list is fine) - must-have vs nice-to-have qualifications - employment type (full-time, part-time, contract, remote) - salary range or band (optional but recommended) - company culture keywords or employer brand tone - industry and location ## Procedure 1. **Write the role summary** (2–3 sentences): - What the role does, who it reports to, and why it matters - Focus on impact, not just activities 2. **Define key responsibilities** (5–8 bullet points): - Start each with an action verb - Order by importance, not alphabetically - Be specific: "Design and launch 3 marketing campaigns per quarter" not "manage marketing" 3. **List qualifications** in two tiers: - Must-have (hard requirements) — be honest, don't inflate - Nice-to-have (preferred but not required) — keeps the pool open 4. **Include SHRM competency alignment** where applicable: - Technical competency: domain knowledge required - Behavioral competency: communication, leadership, analytical thinking 5. **Write the EVP section** (Employer Value Proposition): - What the company offers beyond salary - Growth opportunities, culture, benefits, mission 6. **Add practical details**: - Location (or remote policy), travel requirements - Salary range (if applicable — improves candidate quality) - Application instructions and timeline 7. **Inclusive language check**: - Remove gendered language - Avoid unnecessary degree requirements - Flag biased phrases (e.g., "rockstar", "ninja", "young and dynamic") ## Output - complete job description with all sections - inclusive language audit notes - suggested job boards or channels for this role type - interview focus areas based on the JD ## Definition of done - role summary clearly explains impact, not just tasks - responsibilities use action verbs and are specific - qualifications are split into must-have and nice-to-have - inclusive language check is complete - EVP section is present ## Examples - "Write a JD for a Senior Product Manager at a B2B SaaS company in Ho Chi Minh City." - "Update this outdated marketing manager JD to be more inclusive and specific." - "Create a JD for a remote Data Analyst role — we're a startup, keep it authentic." ## Quality Criteria - [ ] All placeholder sections are filled with domain-specific content - [ ] Structure follows the relevant industry standard or framework - [ ] Language matches target audience (technical / executive / legal) - [ ] Output is ready for review — not a rough draft requiring major rework ## Verification (4C) | Check | Question | |-------|----------| | **Correctness** | Does the draft structure follow the stated framework or industry standard? | | **Completeness** | Are all required sections present with substantive (not placeholder) content? | | **Context-fit** | Does tone, detail level, and terminology match the intended audience? | | **Consequence** | If sent to the intended recipient without further editing, what would fail? | ## Edge Cases - **No existing template for this type** — Use the closest available template and document all customizations made. - **Stakeholder requirements conflict** — Flag conflicts explicitly in the draft. Do not silently choose one requirement over another. - **Output required in multiple formats** — Produce the canonical format first, then derive others. Note any formatting limitations. ## Changelog - v1.0.0 — Initial release