What problem does it solve?
Hiring teams waste hours drafting job descriptions that lack role-specific context, include biased language, or miss jurisdiction-specific compliance requirements, leading to slow hiring timelines, legal fines for pay-transparency violations, and shrunk candidate pools from non-inclusive wording.
Core Features & Use Cases
- Skills-Based JD Drafting: Creates outcome-focused, credential-free job requirements aligned to pre-built role-family scaffolds for engineering, sales, marketing, operations, and leadership roles, replacing generic template language with manager-specific context.
- Automated Compliance Guardrails: Inserts verbatim jurisdiction-specific pay disclosure, EEO, and accommodation language for regulated US states (NY, CA, CO, WA, IL), the EU, and the UK, eliminating manual compliance research and reducing legal risk.
- Bias Screening Pass: Flags gendered, age-coded, ableist, and culture-fit proxy language against a customizable blocklist, with neutral substitution suggestions, to widen candidate pools and reduce hiring bias.
Use Case: A hiring manager opening a new Senior Backend Engineer role in California can input their intake notes, target jurisdiction, and comparable JDs to receive a recruiter-ready draft with required pay range, compliant EEO language, and no biased jargon in a single workflow.
Quick Start
Provide the jd-writer skill with the role title and level, hiring manager intake notes, target posting jurisdiction, and 1-3 comparable JDs to generate a recruiter-ready job description draft.
