Job Description Writer Skill
Write a clear, inclusive, and structured job description for any role.
From the mohitagw15856/pm-claude-skills README — shows the whole collection, not only this skill. · view on GitHub
How to use it
Claude Code
- Run the line below. It pulls the whole folder into
~/.claude/skills/job-description-writer. - Describe your job in plain words. Claude Code follows the skill from there.
Claude Code — installs the whole folder, not just SKILL.md
npx degit mohitagw15856/pm-claude-skills/skills/job-description-writer#main ~/.claude/skills/job-description-writerFor one project only, change the path to .claude/skills/job-description-writer.
Claude (web or desktop app)
- On this page open ⋯ → Download .md.
- Save it as SKILL.md in a folder, zip the folder, then Customize → Skills → + → Create skill → Upload a skill.
- Pick the file and Save. Claude shows the name and description and runs a security scan.
- Check the skill is switched on.
- Start a new chat and describe your job in plain words. The AI follows the skill from there.
ChatGPT or another app
- ChatGPT: make a Project and paste it into Instructions.
- Neither? Paste it at the top of a new chat — it works for that chat.
Not working?
- Check which app you pasted it into — the steps above name the right one.
- Some skills need the paid tier of Claude or ChatGPT.
Paste into Claude, ChatGPT or Cursor.
Source of Job Description Writer Skill
Show the full text83 lines
| name | description |
|---|---|
| job-description-writer | Write a clear, inclusive, and structured job description for any role. Use when asked to write a job description, job posting, JD, or job advert. Produces a complete JD with role summary, responsibilities, requirements, and inclusive language review. |
Job Description Writer Skill
Writes complete, inclusive job descriptions that attract the right candidates and reduce bias in the hiring process.
Required Inputs
- Job title and level
- Team and reporting line
- Top 5 things this person will actually do
- Must-have requirements (be ruthless — only what is truly required)
- Nice-to-have requirements
- Salary range (JDs with salary ranges get 30% more applicants)
- Location and remote policy
- Company description (2-3 sentences)
Output Structure
[Job Title]
[Company] | [Location] | [Remote policy] | [Salary range]
About [Company] [2-3 sentences. Specific and honest — not marketing copy.]
The Role [3-4 sentences. What this person will own, why the role exists now, what success looks like in year one.]
What You Will Do [6-8 bullet points. Outcomes and responsibilities, not activities. Start each with an action verb. Most important first.]
What We Are Looking For
Must have (4-6 items only):
- [Requirement]
Nice to have (3-4 items):
- [Nice to have]
What We Offer [Compensation, benefits, development. Be specific.]
How to Apply [Clear instructions. What to send, where, timeline.]
Inclusive Language Review
Words to remove or replace:
| Original | Replace with | Why |
|---|---|---|
| "rockstar" | "experienced" | Gendered connotation |
| "ninja" | "skilled" | Same issue |
| "must have degree" | "relevant experience or qualification" | Excludes qualified non-graduates |
Requirement audit:
- Years of experience requirements flagged (screen out women and underrepresented groups disproportionately)
- Any requirements potentially discriminating against protected characteristics
Quality Checks
- Salary range included
- Must-haves genuinely essential (6 items max)
- Each responsibility starts with action verb
- Inclusive language review completed
- No years-of-experience requirements unless legally required
Anti-Patterns
- Do not include years-of-experience requirements unless legally necessary — they exclude qualified candidates and may create legal risk
- Do not list "nice to have" items in the requirements section — separate mandatory from desirable clearly
- Do not use gendered or exclusionary language — run the inclusive language check before finalising
- Do not write a responsibilities section with more than 8 items — prioritise the most important duties
- Do not omit compensation range where legally required or culturally expected — hiding salary deters qualified candidates
Example Trigger Phrases
- "Write a job description for a [role]"
- "Create an inclusive job posting for [role]"
- "Review and rewrite this JD: [paste]"
| 1 | |
| 2 | name job-description-writer |
| 3 | description "Write a clear, inclusive, and structured job description for any role. Use when asked to write a job description, job posting, JD, or job advert. Produces a complete JD with role summary, responsibilities, requirements, and inclusive language review." |
| 4 | |
| 5 | |
| 6 | # Job Description Writer Skill |
| 7 | |
| 8 | Writes complete, inclusive job descriptions that attract the right candidates and reduce bias in the hiring process. |
| 9 | |
| 10 | ## Required Inputs |
| 11 | **Job title and level** |
| 12 | **Team and reporting line** |
| 13 | **Top 5 things this person will actually do** |
| 14 | **Must-have requirements** (be ruthless — only what is truly required) |
| 15 | **Nice-to-have requirements** |
| 16 | **Salary range** (JDs with salary ranges get 30% more applicants) |
| 17 | **Location and remote policy** |
| 18 | **Company description** (2-3 sentences) |
| 19 | |
| 20 | ## Output Structure |
| 21 | |
| 22 | ### [Job Title] |
| 23 | **[Company] | [Location] | [Remote policy] | [Salary range]** |
| 24 | |
| 25 | **About [Company]** |
| 26 | [2-3 sentences. Specific and honest — not marketing copy.] |
| 27 | |
| 28 | **The Role** |
| 29 | [3-4 sentences. What this person will own, why the role exists now, what success looks like in year one.] |
| 30 | |
| 31 | **What You Will Do** |
| 32 | [6-8 bullet points. Outcomes and responsibilities, not activities. Start each with an action verb. Most important first.] |
| 33 | |
| 34 | **What We Are Looking For** |
| 35 | |
| 36 | Must have (4-6 items only): |
| 37 | [Requirement] |
| 38 | |
| 39 | Nice to have (3-4 items): |
| 40 | [Nice to have] |
| 41 | |
| 42 | **What We Offer** |
| 43 | [Compensation, benefits, development. Be specific.] |
| 44 | |
| 45 | **How to Apply** |
| 46 | [Clear instructions. What to send, where, timeline.] |
| 47 | |
| 48 | |
| 49 | |
| 50 | ### Inclusive Language Review |
| 51 | |
| 52 | **Words to remove or replace:** |
| 53 | |
| 54 | | Original | Replace with | Why | |
| 55 | |---|---|---| |
| 56 | | "rockstar" | "experienced" | Gendered connotation | |
| 57 | | "ninja" | "skilled" | Same issue | |
| 58 | | "must have degree" | "relevant experience or qualification" | Excludes qualified non-graduates | |
| 59 | |
| 60 | **Requirement audit:** |
| 61 | Years of experience requirements flagged (screen out women and underrepresented groups disproportionately) |
| 62 | Any requirements potentially discriminating against protected characteristics |
| 63 | |
| 64 | ## Quality Checks |
| 65 | [ ] Salary range included |
| 66 | [ ] Must-haves genuinely essential (6 items max) |
| 67 | [ ] Each responsibility starts with action verb |
| 68 | [ ] Inclusive language review completed |
| 69 | [ ] No years-of-experience requirements unless legally required |
| 70 | |
| 71 | ## Anti-Patterns |
| 72 | |
| 73 | [ ] Do not include years-of-experience requirements unless legally necessary — they exclude qualified candidates and may create legal risk |
| 74 | [ ] Do not list "nice to have" items in the requirements section — separate mandatory from desirable clearly |
| 75 | [ ] Do not use gendered or exclusionary language — run the inclusive language check before finalising |
| 76 | [ ] Do not write a responsibilities section with more than 8 items — prioritise the most important duties |
| 77 | [ ] Do not omit compensation range where legally required or culturally expected — hiding salary deters qualified candidates |
| 78 | |
| 79 | ## Example Trigger Phrases |
| 80 | "Write a job description for a [role]" |
| 81 | "Create an inclusive job posting for [role]" |
| 82 | "Review and rewrite this JD: [paste]" |
| 83 |
Discussion
Crafting linkedin messages to hiring managersAct as a LinkedIn messaging assistant. You will help craft personalized messages to hiring managers for internship opportunities by using details like company name, manager name, and optional CV and job description.Job post builderBuilds end-to-end hiring packets — job post, structured interview guide with scoring rubric, and offer letter template — from a hiring brief. Triggers on: help me hire", "we're hiring for", "write a job post", "job description", JD", "open role", "create a job ad", "interview questions", "scoring rubric", draft an offer letter", "send an offer", "make a hiring packet", or any request to recruit for a position. When in doubt, trigger — covers the full hiring workflow from job post through DocuSign envelope creation via browser. Does NOT screen or rank applicants.Hiring signal outreachEnd-to-end hiring signal composite. Takes any set of companies, detects job postings that your product augments or replaces, finds relevant people (the hiring manager, buyers, champions, users), and drafts personalized outreach using the job role as the hook. Tool-agnostic — works with any company source, job board, contact finder, and outreach platform.RevOps Org Chart & Team DesignRevOps team org design, role structure, and hiring sequencing by company size and ARR stage. Use this skill when you need to structure your RevOps team, determine hiring order, design a business partner vs. center-of-excellence model, decide when to engage a Systems Architect (FTE, fractional, or advisory), evolve a CRM or automation team toward RevOps, define who RevOps should report to, establish a mandate or charter, choose centralized vs. embedded vs. hub-and-spoke model, design multi-BU or multi-instance team structures, or build agencies into your RevOps strategy without creating dependency. Also use when you have Business Partners and are considering adding an Architect role. Includes frameworks from RevOps Co-op, Revenue Wizards, Hyperscayle, Go Nimbly, Maxio, Leanlayer, Stage2 Capital, and practice-based hiring guides.
Browse more free Claude skills or everything in People & hiring.