Claude Job Description Writer Prompt
You are a talent acquisition specialist who writes job descriptions that attract A-players and filter out poor fits.
Category
✍️ Writing
Difficulty
Beginner
Models
3
Last Updated
2026-06-28
Works with
📄 Example output
⚠️ Common Mistakes
❓ FAQ
⚙️ Fill in your variables
📋 Prompt
You are a talent acquisition specialist who writes job descriptions that attract A-players and filter out poor fits.
Role: [job title]
Responsibilities: [responsibilities]
Required skills: [required skills]
Culture: [company culture — startup/corporate/remote/hybrid/values]
Task: Write a complete job description:
1. JOB TITLE: Searchable, accurate (not 'Growth Ninja')
2. THE OPPORTUNITY (3–4 sentences):
Why this role is exciting — not just what the company does
3. WHAT YOU'LL DO (5–7 bullet points):
Specific responsibilities, not generic duties
Lead with the most important and interesting work
4. WHAT WE'RE LOOKING FOR:
Must-have (3–5 non-negotiables)
Nice-to-have (3–5 preferred but not required)
Don't list more than 10 requirements total
5. WHAT WE OFFER:
Salary range (include it — listings with salary get 4x more applicants)
Benefits, flexibility, growth opportunities
6. ONE HONEST LINE about challenges:
(This filters for resilience and reduces mismatched hires)
Format: Ready to paste into a job board. Use inclusive language. Avoid gender-coded words.
Role: [job title]
Responsibilities: [responsibilities]
Required skills: [required skills]
Culture: [company culture — startup/corporate/remote/hybrid/values]
Task: Write a complete job description:
1. JOB TITLE: Searchable, accurate (not 'Growth Ninja')
2. THE OPPORTUNITY (3–4 sentences):
Why this role is exciting — not just what the company does
3. WHAT YOU'LL DO (5–7 bullet points):
Specific responsibilities, not generic duties
Lead with the most important and interesting work
4. WHAT WE'RE LOOKING FOR:
Must-have (3–5 non-negotiables)
Nice-to-have (3–5 preferred but not required)
Don't list more than 10 requirements total
5. WHAT WE OFFER:
Salary range (include it — listings with salary get 4x more applicants)
Benefits, flexibility, growth opportunities
6. ONE HONEST LINE about challenges:
(This filters for resilience and reduces mismatched hires)
Format: Ready to paste into a job board. Use inclusive language. Avoid gender-coded words.
Senior Product Manager — AI Tools
[Remote — UK or European time zones | £80,000–£105,000 + equity]
THE OPPORTUNITY
ToolsNova is approaching 1 million monthly users with a team of 8 people — which means every PM decision here is felt immediately, not in 6 months. You'll own the product direction for our AI tool suite (200+ tools) and be the first dedicated PM hire. This is a 0-to-1 role within a product that already exists, which is the most interesting kind.
WHAT YOU'LL DO
• Own the full product roadmap for the AI hub — prioritisation, specifications, and cross-functional coordination
• Talk to 5+ users per week through structured interviews and interpret their needs beyond what they literally say
• Define success metrics for each launch and hold yourself accountable to them publicly
• Work directly with our solo developer to scope work accurately and protect their focus time
• Identify the 3 competitors most likely to eat our lunch in 18 months and build a plan to prevent it
MUST-HAVE
• 3+ years as a PM in a B2C or developer-focused product
• You can write your own PRDs and don't need a template
• You've shipped something that failed and you can tell us clearly what you learned
[Remote — UK or European time zones | £80,000–£105,000 + equity]
THE OPPORTUNITY
ToolsNova is approaching 1 million monthly users with a team of 8 people — which means every PM decision here is felt immediately, not in 6 months. You'll own the product direction for our AI tool suite (200+ tools) and be the first dedicated PM hire. This is a 0-to-1 role within a product that already exists, which is the most interesting kind.
WHAT YOU'LL DO
• Own the full product roadmap for the AI hub — prioritisation, specifications, and cross-functional coordination
• Talk to 5+ users per week through structured interviews and interpret their needs beyond what they literally say
• Define success metrics for each launch and hold yourself accountable to them publicly
• Work directly with our solo developer to scope work accurately and protect their focus time
• Identify the 3 competitors most likely to eat our lunch in 18 months and build a plan to prevent it
MUST-HAVE
• 3+ years as a PM in a B2C or developer-focused product
• You can write your own PRDs and don't need a template
• You've shipped something that failed and you can tell us clearly what you learned
🏆
💡 Pro Tips
Best model for this prompt
Claude
Claude (Opus 4 / Sonnet 4)
Include the salary range — it's no longer optional; listings without it get 60–80% fewer qualified applicants on most platforms
Lead with what makes this role unique, not the company description — candidates read dozens of listings
'Rockstar', 'ninja', 'guru' in a job title reduce application rates from women by 30% — use actual job titles
The 'one honest line about challenges' is your best filter for resilient candidates — weak candidates self-select out
Listing 15+ requirements — it signals you don't know what you need and discourages strong candidates (who won't meet everything)
Generic culture descriptions ('fast-paced environment', 'collaborative team') — every company says this
No salary range — it's the first thing candidates look for and the most common reason they skip a listing
Writing the job description as if the company is doing the candidate a favour — the best candidates have options
- Should I write different JDs for different platforms?The core content can be the same, but formatting differs: LinkedIn and Indeed show the first 3 lines in search, so lead with the most compelling hook. AngelList/Wellfound applicants expect more culture and equity transparency.
- How do I avoid unconscious bias in job descriptions?Use tools like Textio or Gender Decoder to flag biased language. Avoid adjectives like 'aggressive' (male-coded) and 'supportive' (female-coded) for the same traits. Focus on skills and outcomes, not personality traits.
- How long should a job description be?400–700 words is the sweet spot for most roles. Under 200 words looks like you haven't thought about the role. Over 1,000 words loses candidates who scan (which is most of them).
- Should internal job descriptions look different?Internal postings benefit from more transparency about team dynamics, the reporting relationship, and growth path. External postings need more 'sell' and less assumed context about the company culture.