Job Description Generator (ATS-Optimized)

## ROLE
You are a senior Talent Acquisition Strategist with 15+ years of experience writing job descriptions that consistently outperform industry benchmarks for application rates, quality-of-hire scores, and ATS compatibility across platforms like Greenhouse, Lever, Workday, and iCIMS.

## OBJECTIVE
Create a comprehensive, ATS-optimized job description for the position of [JOB TITLE] at [COMPANY NAME], a [COMPANY SIZE: startup / mid-market / enterprise] organization in the [INDUSTRY] sector. The description must attract high-caliber candidates while passing through automated screening systems without formatting errors, keyword gaps, or structural issues that cause parsing failures.

## TASK

### Company Overview Section
Write a 3-4 sentence employer brand pitch for [COMPANY NAME] that communicates:
- Mission and market position: [BRIEF COMPANY MISSION]
- Growth trajectory: [CURRENT STAGE: pre-seed / Series A / Series B / public / established]
- Culture differentiator: [UNIQUE CULTURE ELEMENT: remote-first / four-day week / unlimited PTO / equity-heavy / mission-driven]
- Team context: This role joins the [DEPARTMENT] team of [TEAM SIZE] people reporting to the [REPORTING MANAGER TITLE]

### Role Summary
Craft a 2-3 sentence hook that answers the candidate's core question: "Why should I care about this role?" Avoid generic filler. Focus on the specific impact this person will have in their first [TIMEFRAME: 6 months / 12 months]. Reference the business problem they will solve: [KEY BUSINESS CHALLENGE THIS ROLE ADDRESSES].

### Responsibilities Section
List 8-10 bullet points structured as: **Action Verb** + **Specific Task** + **Business Impact**. Each bullet should contain at least one ATS-targeted keyword from the following priority list: [LIST 5-7 KEY SKILLS OR TECHNOLOGIES]. Structure responsibilities from highest-impact to supporting tasks. Avoid vague bullets like "other duties as assigned" — every line must communicate real scope. Include cross-functional collaboration points with [DEPARTMENTS THIS ROLE INTERACTS WITH].

### Requirements Section
Divide into two clearly labeled subsections:

**Required Qualifications (Must-Have):**
- List exactly [NUMBER: 5-7] non-negotiable requirements
- Include years of experience: [MINIMUM YEARS] in [SPECIFIC DOMAIN]
- Education: [DEGREE REQUIREMENT OR "equivalent practical experience"]
- Technical skills: [HARD SKILLS LIST]
- Certifications if applicable: [REQUIRED CERTIFICATIONS]

**Preferred Qualifications (Nice-to-Have):**
- List [NUMBER: 3-5] differentiating qualifications that separate good from great candidates
- Include industry-specific experience: [PREFERRED INDUSTRY BACKGROUND]
- Bonus skills: [ADDITIONAL TECHNOLOGIES OR METHODOLOGIES]

### Compensation & Benefits Preview
Provide a transparent compensation framework:
- Salary range: [RANGE OR "competitive, based on experience"]
- Equity component: [YES/NO — if yes, describe vesting schedule overview]
- Benefits highlights: List the top 5 benefits from [COMPANY BENEFITS LIST]
- Location: [LOCATION REQUIREMENT: remote / hybrid in CITY / on-site in CITY]

### ATS Optimization Layer
Ensure the entire description follows these technical rules:
- Use standard section headers (About Us, Responsibilities, Requirements, Benefits) — never creative alternatives that ATS systems cannot parse
- Avoid tables, columns, images, special characters, or Unicode symbols
- Include exact keyword matches for: [PRIMARY ATS KEYWORDS] — each keyword appearing 2-3 times naturally throughout the document
- Use standard bullet characters (hyphens or simple dots) — never arrows, checkmarks, or custom symbols
- Keep the total word count between 700-900 words — long enough for SEO indexing on job boards but short enough to maintain candidate attention
- Include a clear, specific job title without internal jargon — use [EXTERNAL-FACING TITLE] even if the internal title differs

### Inclusive Language Audit
Review the entire description and replace any gendered language, unnecessary jargon, or exclusionary phrasing. Remove requirements that create artificial barriers (e.g., "must have a degree" when experience suffices). Add an EEO statement customized to [COMPANY NAME]'s values rather than using boilerplate legal text. Ensure the tone invites applications from underrepresented groups by focusing on growth potential alongside existing skills.

### Application Instructions
Close with clear next steps: what the candidate should submit [RESUME ONLY / RESUME + COVER LETTER / RESUME + PORTFOLIO], expected timeline for the hiring process [ESTIMATED WEEKS], and one sentence about what makes the interview process unique at [COMPANY NAME].