Write a complete job description
AI asks about the role and compensation, then generates a compelling job description that attracts the right candidates.
Write a complete job description
River's Job Description Writer creates complete, compelling job descriptions that attract qualified candidates. The AI asks about the role, responsibilities, requirements, compensation, and company culture, then writes a comprehensive JD covering role overview, key responsibilities, qualifications, skills, compensation and benefits, what makes your company special, and application instructions. You get a job posting that's clear about requirements while selling candidates on the opportunity. Perfect for startups hiring their first employees and established companies filling open positions.
Unlike generic JD templates filled with corporate speak, this AI writes job descriptions in clear language that real people want to read. The JD balances being specific about what you need with being welcoming to candidates who might not check every box. It emphasizes outcomes over credentials, culture fit alongside skills, and growth opportunity as part of compensation. The format works equally well for technical roles, business roles, entry-level positions, and senior leadership, adapting tone and emphasis based on the role level and your company stage.
This tool is perfect for founders writing job descriptions for early hires, HR professionals creating multiple JDs efficiently, hiring managers who struggle with what to include, or anyone posting a role and wanting to attract strong candidates. If you're not sure how to describe a role compellingly, or if your JDs read like boring legal documents, this creates engaging job descriptions that generate quality applications. Use it whenever you're hiring and need to turn a role concept into a compelling posting.
What Makes Job Descriptions Attract Great Candidates
Effective job descriptions answer three questions candidates ask: what will I actually do, what does success look like, and why should I want this job? Weak JDs focus only on requirements (list of skills, years of experience, credentials) without painting picture of the role or opportunity. Strong JDs make candidates excited about the work, clear on expectations, and confident they could succeed. The best candidates have options. Your JD needs to sell the opportunity as much as screen for fit. Balance between 'here's what we need' and 'here's why you'd love working here.'
The best job descriptions follow a candidate-focused structure. Opening that hooks interest with what makes role exciting. Company overview showing mission and stage. Role overview explaining what problem this person solves. Key responsibilities listing actual work they'll do (not vague 'manage projects'). Qualifications separated into required and preferred (don't scare away good candidates with unrealistic wish lists). Skills that matter for success. Compensation and benefits clearly stated. What makes your company special. Application instructions that are easy to follow. Each section should make qualified candidates more interested while helping unqualified candidates self-select out.
To test your job description, ask: would you apply to this if you were qualified? Is it clear what daily work looks like? Are requirements realistic or a wish list? Does it sell the opportunity, not just list demands? Does it make your company sound like a place people want to work? Strong JDs get applications from qualified candidates who are genuinely excited. Weak JDs get either no applications or hundreds from unqualified people who apply to everything. Be honest about challenges but emphasize growth opportunity, impact, and culture. Top talent cares more about learning and working with great people than ping pong tables.
What You Get
Complete job description with all standard sections
Clear role overview and key responsibilities
Balanced qualifications (required vs preferred)
Compensation and benefits information
Company culture and values presentation
Professional format ready to post on job boards
How It Works
- 1Describe the roleAI asks about responsibilities, requirements, compensation, and company culture
- 2AI writes JDGenerates complete job description in 5 minutes
- 3Customize and refineAdjust details, add specifics, match your company voice
- 4Post and hireShare on job boards, your website, or send to recruiter
Frequently Asked Questions
Should I include salary in the job description?
Yes. Salary transparency increases application quality and saves everyone time. Candidates can self-select based on compensation fit, and you avoid wasting time on candidates whose expectations don't match. Many states now require salary ranges in job postings. Even if not required in your location, including salary (or salary range) builds trust and attracts candidates who are serious about the opportunity. You can list a range (e.g., $80K-$100K based on experience) if there's flexibility. Be realistic, not lowball. Top candidates have options and won't waste time on unclear or below-market compensation.
How do I write qualifications without being too restrictive?
Separate 'required' from 'nice to have' or 'preferred' qualifications. Required should be truly essential (can't do the job without this). Preferred are bonuses but not dealbreakers. Be realistic. If you list 10 required qualifications, you're excluding great candidates who have 8 but could easily learn the other 2. Focus on outcomes, not credentials. Instead of '5 years experience required,' say 'proven ability to [specific outcome].' Someone with 3 years and great results beats someone with 7 years of mediocre performance. Write requirements that would include your best current employees, not idealized unicorns.
Can I use this for both technical and non-technical roles?
Yes. The AI adapts to different role types. For technical roles (engineering, data, etc.), it emphasizes technical skills, stack, and technical challenges. For business roles (sales, marketing, operations), it focuses on business outcomes and soft skills. For leadership roles, it highlights impact and team building. The structure works across roles, with content customized to what matters for that function. You'll want to add role-specific details (exact technologies for engineering, sales tools for sales roles, etc.), but the foundation adapts to any role type.
Should I include company benefits in every JD?
Yes, especially if your benefits are competitive or unique. Benefits are part of total compensation and matter to candidates. Include health insurance, retirement plans, PTO, remote work options, professional development budget, equity (for startups), parental leave, and any unique perks. Don't oversell (candidates will discover reality), but do highlight benefits that differentiate you. For startups, equity and growth opportunity often matter more than fancy perks. For established companies, comprehensive benefits and stability matter. Be honest about what you offer and what you don't.
How long should a job description be?
Long enough to be clear, short enough to hold attention. Most good JDs are 400-700 words. Too short (under 300 words) and candidates don't have enough information to assess fit. Too long (over 1000 words) and people won't read it all. Cover the essentials: what they'll do, what you need, what you offer, and why your company. Use bullets for scannability. Candidates often skim first, then read carefully if interested. Make it easy to skim and find key information quickly. The goal is qualified candidates self-selecting in, and unqualified candidates self-selecting out.
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