1. Job Basics

Define the core hiring parameters, ownership, and where this role sits in the organisation.

Job ID

Tip: click Auto-generate to create a unique Job ID based on Department + Role + Date, then adjust if required.

Job Title

Seniority

Department

Function / Team

Cost Center / Project Code

Hiring Manager

Reports To

Primary Recruiter

Employment Type

Work Arrangement

Work Hours / Shift

Location Details

Country

City / Region

Site / Office

Timezone

Remote Eligibility

Remote Constraints

Headcount

Priority

Target Start Date

Company Profile & EVP

Capture the mission, products, benefits, and culture/stack tags so every JD reuses a consistent, JD-ready story about who you are and why candidates should care.

Company Name

Website

Mission

Product / Platform Overview

Culture (Ways of Working)

Benefits / EVP

Company-wide Soft Skill Tags (Culture)

Evaluation-first

Security-by-design

Fast feedback

Craft & outcomes

Company-wide Hard Skill Tags (Tech Stack)

AWS Bedrock

OpenSearch Serverless

AWS S3

AWS RDS

AWS Textract

AWS MSK / Kafka

AWS API Gateway

LangChain

Python

Node.js

LLaMA 3

Claude Sonnet 3.5

Titan Text Embeddings

Keycloak

Flutter

Skills Taxonomy & Searchability

Define clear, atomic skills for the role — separating required vs nice-to-have and soft vs hard — so search, matching, and AI scoring can work with clean, consistent tags.

Search Skills Datasets

Proficiency:

Foundational

Working

Proficient

Advanced

Expert

Required Hard Skills

Python

LangChain

RAG pipelines

Vector search (OpenSearch)

Hybrid retrieval (k-NN + BM25)

AWS (S3, RDS, API Gateway, MSK)

Kafka / event-driven systems

LLM orchestration

Nice-to-Have Hard Skills

AWS Bedrock

LLaMA 3

Claude Sonnet 3.5

AWS Textract

Resume & JD parsing

HRTech / FinTech data patterns

BM25 tuning & rerankers

Required Soft Skills

Evaluation mindset

Security & privacy awareness

Cross-functional collaboration

Clear written communication

Ownership from prototype to production

Nice-to-Have Soft Skills

Mentoring

Experiment design & A/B testing

Product thinking

Must‑Have Certifications

Select certification‑critical occupations to enforce non‑negotiable requirements during screening. Search by Occupation Title and add one or more items to the JD.

Search by Occupation Title

SEARCH for “Must‑Have” Certification Shows O*NET‑SOC

O*NET‑SOC Code

Occupation Title

Certification Importance (1‑5)

Zone Description

Selected Must‑Have Certifications

Tip: you can add multiple items. Remove any item with the × icon.

Compensation & Pay Transparency

Capture structured pay details — currency, ranges, bonuses, OTE, equity, and contract rates — and decide what’s visible externally so compensation stays consistent, compliant, and transparent.

Currency (ISO)

Pay Type

Bonus %

Min Salary / Rate

Max Salary / Rate

OTE Max

Contract Rate

Contract Length

Display Pay Externally?

Equity Details

Compliance & Security

Set the guardrails for the role — visa sponsorship, work authorization, data sensitivity, PII/PHI handling, and clearance needs — so every JD aligns with legal, regulatory, and security expectations from day one.

Visa Sponsorship

Work Authorization Required

Security Clearance

Data Sensitivity

Handles PII?

Handles PHI?

Legal / DEI Statements Applied

Accessibility & Bias Check Notes

Posting, Tracking & Campaign Metadata

Configure where and how the role goes live — internal vs external flags, channels, and UTM conventions — so every JD is campaign-ready, trackable, and easy to report on across sourcing funnels.

Post Internally

Post Externally

Posting Channels

Other Channels / Notes

UTM Source

UTM Campaign

Variants & A/B Testing

Create two versions of this Job Description (A and B), run them on your job boards, then enter the results here to automatically pick a winner. When you’re done, promote the winning copy back into the canonical (master) JD.

How it works: 1) Create Variant A & B → 2) Publish externally → 3) Paste performance numbers → 4) Promote the winner to the master JD.

Results Entry & Winner Calculator

After you post A and B externally (LinkedIn/Seek/etc.), enter the results here. We’ll calculate the winner using your chosen KPI and save the run as a snapshot.

How should we pick the winner?

Where did you run this test?

Run label (optional)

Winner

—

Choose a KPI, enter results, then click Compute winner.

Apply rate

—

Applies ÷ Impressions (A vs B)

Qualified rate

—

Qualified ÷ Applies (A vs B)

Inclusion signal

—

Manual score (0–100) (A vs B)

Time-to-fill

—

Days (lower is better) (A vs B)

Variant A (Control)

Impressions (views)

Applications started/submitted

Qualified applications

Inclusion signal (0–100)

Time-to-fill (days)

Variant B (Challenger)

Impressions (views)

Applications started/submitted

Qualified applications

Inclusion signal (0–100)

Time-to-fill (days)

Import JSON

Saved runs (this browser only)

Tip: Export JSON if you want to share runs with your team or move devices.

Experiment Setup

Define what you’re testing and the rules of the test. This keeps decisions consistent and audit-ready.

Experiment name

Experiment ID (auto)

What are we trying to improve?

Winner KPI (the number we’ll use to decide)

Hypothesis (plain language)

What counts as “better”?

Minimum test duration

Minimum data before deciding

Guardrails (must not get worse)

When do we pause or stop the test?

Governance notes (approvals, constraints)

Variant Builder

Create meaningful variants, track what changed, and keep a clear trail for explainability and audit.

Variant A (Control)

Baseline copy (closest to canonical Candidate JD).

What did you change? (tags)

Job title (as posted)

Opening paragraph (first 3–5 lines)

Benefits & EVP (what you’re selling)

Call-to-action button text (optional)

Variant B (Challenger)

Purposefully different copy aligned to the objective.

What did you change? (tags)

Job title (as posted)

Opening paragraph (first 3–5 lines)

Benefits & EVP (what you’re selling)

Call-to-action button text (optional)

Change notes (why B should win)

Explain why you changed this copy and what outcome you expect.

Targeting & Allocation

Define who sees A vs B and when. Use 50/50 to start, or ramp up safely.

Audience segment (who this is for)

Location / market

Language

Seniority level

Role family

Exclude these audiences (optional)

Exposure: Variant A (%)

Exposure: Variant B (%)

Ramp plan (optional)

Start (local time)

End (local time)

Time Zone

Posting & Tracking

Use consistent tracking so A and B results can be compared fairly across channels.

Where will you post?

Channel notes / constraints (optional)

Steps for the person posting (copy/paste)

Build tracking link

Standardize attribution across channels and variants (copy-ready).

utm_source

utm_medium

utm_campaign

utm_content

Tracking query string (paste into job board URL field)

Quality Checks & Approvals

Run checks before posting. Capture approvals and keep an audit trail.

Automated checks (explainable)

Explainable signals (not black box): readability, length, jargon, inclusivity.

Readability (plain English) Inclusive language Length & scannability Risky claims / compliance phrases

Check results (summary)

Approvals (who signed off)

Standard chain: Recruiter → Hiring Manager → HR → Compliance (adjust per policy).

Recruiter Approval

Hiring Manager Approval

HR Approval

Compliance Approval

Approval Notes

Audit log

Notes and decisions (exportable).

Decide Winner & Update the Master JD

Pick a winner, record why, then update the canonical JD so future postings start from the best copy.

Experiment status

Selected winner

Effective date (when canonical was updated)

Decision rationale (why this won)

Learning to reuse later

Capture what worked so future JDs start stronger.

Learning Tags (comma-separated)

What we learned (1–3 sentences)

Reusable Copy Snippet (optional)

What will be updated in the canonical JD

When you promote a winner, specify exactly what changed (title, intro, EVP, CTA).

Channel Planning & Budget Alignment

Design where the JD should run and how hard it should be pushed — channel mix, geo targeting, pacing, and budget caps — so spend, reach, and role priority stay aligned across recruitment campaigns.

Daily Budget Cap

Total Budget Cap

Strategy

Pacing

Geo Targeting

Audience Tags

Channel Mix Notes

AI Resume Questions & Interview Support

Convert the JD into structured, AI-ready question sets — knockouts and nice-to-know prompts — for resume screening, recruiter pre-screens, and hiring manager interviews, so evaluation stays consistent and role-specific.

Knockout Questions (Must-Haves)

0 / 30

Tick questions to delete. “Generate Questions” will top you back up to 30.

Inclusive Language & Bias Checker

Score: —

Scans for gender-coded, age-coded, ableist, elitist, and exclusionary language. Suggestions are meaning-preserving.

Nice-to-Know / Interview Questions

0 / 30

Tick questions to delete. “Generate Questions” will top you back up to 30.

Inclusive Language & Bias Checker

Score: —

Use this on questions too — screening language can accidentally reintroduce bias even when the JD is clean.

Candidate-Facing JD Generation & Quality

Turn the structured JD into clean, candidate-ready copy — titles, intros, outcomes, skills, and benefits in the right tone and length — so every posting is clear, inclusive, and consistently high quality across channels.

AI Draft Variant Market Inclusive closing

Readability & Engagement Checks

Signals to keep the candidate-facing description scannable and welcoming (Datapeople-style checks).

Full

Short

Both

Word count

—

Target: short 80–160, full 250–700.

Reading grade

—

Aim for ~8–10 for broad accessibility.

Jargon amount

—

Heuristic: acronyms + dense technical terms.

Active voice

—

Prefer clear verbs (“build”, “own”, “deliver”).

Welcoming

—

Inclusive cues + low “bro-terms”.

Salary (optional)

Generates candidate-facing text from Job Basics, Company Profile & EVP, and Skills. Salary uses your inputs only (no external market guessing).

Public Job Description (Full)

Public Job Description (Short)

Tone Notes (Candidate-Facing)

Inclusive Language & Bias Checker

Candidate Copy Pack

Score: —

Includes Full/Short JD + Tone Notes, and will also scan Mission/Culture fields from the Company Profile step when present.

Short JD (Job Boards / Social)

Tone / Style Notes

Success Metrics / KPIs

Export Job Description