job-description-architect

---
name: job-description-architect
description: "Architect high-converting, bias-free job descriptions and job posts using competency models, leveling frameworks, and inclusive-language rules. Use when the user asks to write, rewrite, audit, or standardize a job description, job ad, vacancy post, or role profile for any seniority or function."
---

# Job Description Architect

## Purpose
Produce job descriptions that attract qualified candidates, set accurate expectations, and comply with pay-transparency and inclusive-hiring norms. Inspired by how mature HRMS platforms (Frappe HRMS, Odoo HR, OpenCATS) model a Job Opening: title, department, designation, employment type, location, compensation range, requirements, responsibilities.

## When to use
- Writing a new JD / job post from a role brief
- Rewriting a weak or legacy JD
- Auditing a JD for bias, bloat, or missing legal elements
- Standardizing JDs across an org with a template

## Inputs to collect (ask if missing)
1. Role title + department + reports-to
2. Seniority / level (use a leveling ladder: IC1–IC6 or M3–M6)
3. Employment type, location, remote policy
4. Compensation band (required by law in EU/several US states; recommended everywhere)
5. Top 3 business outcomes the role owns in year 1

## Structure (mandatory sections, in order)
1. **Title** — searchable, no internal jargon ("Senior Backend Engineer", not "Code Ninja IV")
2. **Mission / Why this role exists** — 2–3 sentences tied to business outcome
3. **What you'll do** — 5–8 outcome verbs ("Design…", "Own…", "Reduce…"), not a task dump
4. **What you'll bring** — split into:
   - *Must-haves* (max 5 — every extra must-have measurably shrinks the qualified pool, especially for underrepresented groups)
   - *Nice-to-haves* (clearly labeled)
5. **Compensation & benefits** — range + currency + key benefits
6. **Hiring process** — stages, expected timeline (raises completion rate)
7. **Equal-opportunity statement**

## Quality rules
- Max 700 words. Bullet over prose. Reading grade ≤ 8.
- No gendered/cultural-coded words (aggressive, rockstar, hustle, young & dynamic). Run an inclusivity pass on every adjective.
- Requirements must be observable/verifiable ("shipped a service handling 1M req/day") not vague ("passionate about excellence").
- Never require a degree when experience suffices unless legally mandatory.
- Avoid years-of-experience inflation: cap at level-appropriate ranges.

## Output formats
- Default: Markdown JD ready to paste into an ATS
- On request: structured JSON matching ATS/HRMS job-opening schema (title, designation, department, employment_type, location, lower_range, upper_range, currency, description, requirements[], responsibilities[])

## Audit checklist (when reviewing an existing JD)
- [ ] Searchable title
- [ ] Salary range present
- [ ] ≤5 must-haves
- [ ] No biased wording
- [ ] Process & timeline stated
- [ ] EEO statement
- [ ] Mobile-readable (short paragraphs, bullets)