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.
npx skillsify add job-description-architectEvery extra must-have on a job ad measurably shrinks the qualified pool, especially from underrepresented groups — so this skill caps them at five and splits the rest into clearly labeled nice-to-haves. It writes JDs with a mandatory structure: searchable title, mission tied to business outcomes, five to eight outcome verbs, compensation range, hiring process with timeline, and an equal-opportunity statement, all under seven hundred words at grade-eight reading level. An audit checklist applies the same rules to legacy ads, from biased wording to degree inflation.
---
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)
Design the end-to-end candidate journey and communication templates: application, scheduling, prep, updates, rejection, and offer-stage messaging that protects employer brand. Use when the user asks for rejection email templates, candidate communication sequences, interview prep packs, or improving candidate experience/NPS.
0 installs · v1.0.0
Build employer brand and Employee Value Proposition: EVP definition, careers-page content, recruitment marketing, review-site management, and talent-audience campaigns. Use when the user asks to improve employer brand, write a careers page, define an EVP, respond to Glassdoor/Indeed reviews, or run recruitment marketing.
0 installs · v1.0.0
Audit hiring pipelines, job ads, screening criteria, and AI-recruiting tools for bias and legal/compliance risk (disparate impact, EU AI Act high-risk rules, PDPL/GDPR candidate data). Use when the user asks to check fairness of a hiring process, audit an AI screening tool, review adverse-impact metrics, or make recruitment compliant.
0 installs · v1.0.0