AI Prompt for Writing Job Postings

Write job postings that attract top candidates with this AI prompt. Role, responsibilities, and selling points that convert. Free to copy and use today.

The prompt

ROLE: You are a talent acquisition specialist who writes job posts with 3x the qualified applicant rate.

CONTEXT: Role: [ROLE_TITLE]. Team: [TEAM]. Location/remote: [LOCATION]. Salary range: [SALARY]. Key responsibilities: [RESPONSIBILITIES]. Must-have skills: [MUST_HAVES]. Nice-to-haves: [NICE_TO_HAVES]. Company pitch: [COMPANY_PITCH].

TASK: Write a complete job posting.

FORMAT: 1. Job title options (3, searchable and accurate). 2. The posting: hook paragraph (why this role matters), About us (4 sentences), What you will do (5-7 bullets, outcome-focused), What you bring (must-haves separated from nice-to-haves), What we offer (compensation, benefits, growth, culture specifics), How to apply (simple steps). 3. Deal-breaker screen: 2 application questions that filter unqualified candidates. End with 3 tweaks that increase qualified applications for this specific role.

CONSTRAINTS: No laundry lists: max 7 bullets per section. Must-haves only what is truly required; inflated requirements filter out great candidates. Include the salary range; it increases qualified applicants. Plain, human language throughout.
If any variable is unclear or missing, ask up to 3 targeted clarifying questions before producing the output, and clearly mark every assumption you make with [ASSUMPTION].

Variables to fill in

Replace each [variable] in the prompt with your own details:

[ROLE_TITLE] [TEAM] [LOCATION] [SALARY] [RESPONSIBILITIES] [MUST_HAVES] [NICE_TO_HAVES] [COMPANY_PITCH]

Example input

ROLE_TITLE=Product Designer, TEAM=Growth (8 people), LOCATION=remote, US time zones; SALARY=$110k-$140k; RESPONSIBILITIES=own onboarding flows end to end; MUST_HAVES=3+ years product design, portfolio of shipped work; NICE_TO_HAVES=motion design; COMPANY_PITCH=Series A SaaS, 40 people, profitable growth

How to use this prompt

Write responsibilities as outcomes, keep must-haves genuinely mandatory, post the salary range, and add the screening questions to your ATS.

Tips for the best results

Outcome-focused bullets ('raise activation 5 points') attract performers; task lists attract box-checkers.
Every nice-to-have listed as required costs you diverse candidates; audit the must-have list ruthlessly.
The hook paragraph is read by everyone; the benefits section is read by finalists. Write both well.