| name | codexkit-job-description-writer |
| description | Write structured job descriptions with clear requirements, responsibilities, and employer value proposition. Follows SHRM BASK competency framework. Adapts tone to employer brand and industry context. Use when creating new positions or updating existing JDs. Do not use for internal performance criteria or career ladder definitions. |
| version | 1.0.0 |
| category | scaffolding |
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- updating outdated job descriptions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
- 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
- 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"
- 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
- Include SHRM competency alignment where applicable:
- Technical competency: domain knowledge required
- Behavioral competency: communication, leadership, analytical thinking
- Write the EVP section (Employer Value Proposition):
- What the company offers beyond salary
- Growth opportunities, culture, benefits, mission
- Add practical details:
- Location (or remote policy), travel requirements
- Salary range (if applicable — improves candidate quality)
- Application instructions and timeline
- 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
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
