Write job descriptions in a consistent company style
Draft a new job description from a hiring manager’s brief using approved wording and example listings.
How this works
Draft a new job description from a hiring manager’s brief using approved wording and example listings. Use this when hiring managers supply uneven briefs and recruiters need a consistent, accurate vacancy draft. Style examples should guide tone and structure without importing another role's qualifications or compensation.
Build a role fact sheet before drafting. Separate confirmed responsibilities and necessary requirements from preferences and unresolved fields. Apply approved language patterns while keeping the hiring manager responsible for the role's scope, level and final publication.
Before you start
Role brief
Obtain responsibilities, outcomes, reporting line and confirmed working arrangement.
Approved examples
Select current listings that demonstrate tone and structure, not facts to copy.
Hiring standards
Confirm required fields and job-related language conventions.
Prepare the inputs
- role_facts
- Required
title, team, responsibilities and expected outcomes
Mark uncertain level or scope explicitly.
- working_terms
- Required
location, schedule, employment type and permitted compensation
Do not invent salary or flexibility promises.
- requirements
- Required
required versus preferred qualifications
Each mandatory requirement needs a job-related rationale.
- style_examples
- Required
approved reference descriptions
Use them as wording guidance only.
Implementation, step by step
Create the fact sheet
- Extract confirmed role facts and list missing decisions.
- Separate responsibilities from desired candidate characteristics.
Checkpoint: The recruiter can verify the role before prose is drafted.
Review requirements
- Check whether each must-have supports an actual responsibility.
- Suggest clarification or softer preference wording where necessity is unclear.
Checkpoint: A reviewed required/preferred list exists.
Draft the description
- Use the approved structure for purpose, work, requirements and terms.
- Maintain concrete language and avoid unsupported cultural or growth promises.
Checkpoint: The draft reflects the fact sheet.
Check consistency
- Compare every claim with the brief and approved terms.
- Review level, location, schedule and compensation across sections for contradictions.
Checkpoint: A correction list highlights unresolved fields.
Prepare approval handoff
- Provide the draft and questions for the hiring manager and recruiter.
- Keep publication status separate from draft completion and retain version history.
Checkpoint: The owners can approve the exact text.
Decisions along the way
Compensation is unconfirmed
Leave a clearly identified missing field rather than copying a sample range.
Requirements are excessive for the role
Ask the manager to distinguish essential work from preferences.
Examples contain outdated terms
Use current approved standards and flag the stale reference.
What you will produce
job-description.docx
DOCX or MarkdownA consistent vacancy draft grounded in confirmed facts.
Include: role_purpose · responsibilities · requirements · working_terms · status
role-questions.csv
CSVDecisions needed before publication.
Include: field · question · owner · source · status
Check the result
- Trace every factual claim to the role brief or confirmed terms.
- Check required qualifications for explicit job relevance.
- Compare title and level with responsibility scope.
- Remove invented compensation, benefits and employment promises.
When something goes wrong
Brief contradicts the intake notes
Show both statements and request an owner decision.
Style model copies irrelevant duties
Remove them and redraft from the fact sheet.
Role scope changes during review
Update the facts first and revise all affected sections.
A worked example
SYNTHETIC EXAMPLE · NOT A REPORTED BUSINESS RESULT
Request
Synthetic: draft a coordinator vacancy.
Inputs
Brief specifies scheduling interviews and maintaining records, hybrid two days onsite, no confirmed salary. Example listing is for a senior recruiter requiring eight years of experience.
Expected result
Synthetic result: draft coordinator responsibilities and the confirmed hybrid arrangement; omit the senior experience requirement and list salary as an open decision.
Run a small pilot
Start small
Draft three roles at different levels with recruiter review.
Record the baseline
Record editing time and factual corrections from the manual process.
Agree success criteria
Agree accuracy and requirement-quality criteria before reusing the workflow.
Stop or revise
Stop publication preparation when compensation, location or scope remains contradictory.
Keep the scope clear
- The assistant cannot create hiring criteria from protected traits or weak proxies.
- Drafting does not publish a vacancy or promise employment terms.
Check before using
Check responsibilities, level, compensation, location, and whether each requirement is necessary.
Business activities
- Hire and assess candidates
FROM A RECIPE TO YOUR WORKFLOW
Bring the company context together.
This workflow needs reliable inputs before it needs a better prompt. Moat8 Vault brings working information into a readable archive for the AI tools you use.
For this recipe: Role brief · Employment terms · Example job listings · Company policies
Start with one recurring task, agree which sources to use, and review the first result with your team.
Discuss this workflow