--- name: job-posting description: "Writes compelling job descriptions and hiring ads with role summaries, responsibilities, requirements, benefits, and application instructions optimized for job boards and social media. Use when a user needs to hire employees or contractors, wants to post on job boards, or needs a role description for their careers page." allowed-tools: Read Write Glob metadata: author: AI Black Magic version: "1.0" --- # Job Posting ## When to Use This Skill Use this skill when: - A user needs to write a job description for a full-time, part-time, or contract role - Someone is hiring their first employee and does not know how to structure a posting - A user wants to post a role on job boards (Indeed, LinkedIn, We Work Remotely, Upwork) - An entrepreneur needs a careers-page description for their website - A user wants to convert an informal "I need help with X" request into a professional hiring ad - A user says they are "looking for someone to help" or "need to bring someone on" **DO NOT** use this skill for: - Internal role documentation or HR handbooks (use the employee-handbook skill) - Contractor agreements or SOWs (use the contract-writer skill) - Performance reviews or promotion justifications --- ## Priority Table | Priority | Element | Why It Matters | |----------|---------|---------------| | **CRITICAL** | Role title (searchable, no jargon) | Determines whether candidates find your posting at all | | **CRITICAL** | Opening hook (2-3 sentences) | First thing candidates read; decides if they keep reading | | **CRITICAL** | Responsibilities (5-7 bullet points) | Candidates self-select based on whether the work excites them | | **CRITICAL** | Requirements: Must-Have vs Nice-to-Have | Separating these prevents qualified candidates from opting out | | **HIGH** | Company intro (3-4 sentences) | Builds trust and context; candidates research before applying | | **HIGH** | Compensation range and benefits | Postings with pay ranges get 30-50% more applicants | | **HIGH** | Growth opportunities | Top candidates care about trajectory, not just the current role | | **HIGH** | Application instructions | Unclear next steps lose ready-to-apply candidates | | **MEDIUM** | Team description | Helps candidates picture their day-to-day environment | | **MEDIUM** | Day-in-the-life section | Differentiates your posting from hundreds of generic ones | | **MEDIUM** | Tech stack or tools used | Relevant for technical and creative roles | | **LOW** | Company perks (snacks, ping-pong) | Nice but rarely the deciding factor | | **LOW** | Culture statements | Often vague; only include if specific and provable | | **LOW** | Equal opportunity notice | Standard language; add at the bottom | --- ## Job Post Structure Every job post follows this 7-section structure. All sections are required unless noted otherwise. ### 1. Title Write a standard, searchable title. The title is the most important line in the entire posting because it determines search visibility on every job board. **Title Rules:** - Use the industry-standard title candidates actually search for - Include seniority level (Junior, Mid-Level, Senior, Lead, Head of) - Include specialization (Frontend, Content, Paid Media, Operations) - **NEVER** use internal jargon, cute names, or inflated titles - Keep under 60 characters for full visibility on mobile job boards **Incorrect vs Correct:** | Incorrect | Why It Fails | Correct | |-----------|-------------|---------| | Marketing Ninja | Nobody searches "ninja" on job boards | Digital Marketing Manager | | Rockstar Developer | Gendered connotation, unsearchable | Senior Frontend Developer | | Growth Hacker | Vague, overused | Growth Marketing Manager | | Chief Happiness Officer | Not a real title candidates search for | Customer Success Manager | | WordPress Guru | Informal, limits your pool | WordPress Developer | | Content Wizard | Cute does not get clicks from serious candidates | Senior Content Writer | ### 2. Opening Hook (2-3 sentences) Sell the opportunity, not the company. The hook answers: "Why should I care about this role?" **Structure:** 1. What impact this person will make (not what tasks they will do) 2. Why the timing matters (growth stage, new product, expansion) 3. One differentiator (autonomy, ownership, specific challenge) **Incorrect vs Correct:** Incorrect: ``` We are looking for a talented marketing manager to join our growing team. The ideal candidate will have 5+ years of experience and a passion for marketing. ``` Correct: ``` You will own the entire demand generation engine for a B2B SaaS product that just crossed $2M ARR and needs to 3x pipeline this year. This is a build-from-scratch role — you pick the channels, set the strategy, and hire your first direct report within 6 months. ``` ### 3. About the Company (3-4 sentences) Keep this tight. Candidates want context, not a mission statement essay. **Include:** 1. What the company does in plain language (not corporate jargon) 2. Company stage or size (gives candidates a feel for the environment) 3. One specific proof point (revenue, customers, funding, growth metric) 4. Who they would work with (small team, cross-functional, direct to founder) **Incorrect vs Correct:** Incorrect: ``` We are a mission-driven company leveraging cutting-edge technology to disrupt the $50B widget industry. Our world-class team is passionate about innovation and collaboration. ``` Correct: ``` Freshtrack is a 15-person logistics startup that helps independent restaurants manage supplier orders in one dashboard. We serve 400+ restaurants across 3 cities, grew 140% last year, and just closed a $4M seed round. You would report directly to the CEO and work alongside a 3-person marketing team. ``` ### 4. What You Will Do (5-7 responsibilities) Each bullet starts with an action verb and describes an outcome, not just a task. **Writing Rules:** - Start every bullet with a strong action verb (Build, Own, Lead, Design, Analyze) - Pair the action with a measurable outcome or context - Order from highest-impact to lowest-impact - **NEVER** write more than 7 bullets (long lists signal a role that is 3 jobs disguised as one) **Incorrect vs Correct:** Incorrect: ``` - Manage social media accounts - Write blog posts - Handle email marketing - Update the website - Attend weekly team meetings - Other duties as assigned ``` Correct: ``` - Build and execute a content strategy targeting SaaS founders, growing organic traffic from 8K to 25K monthly visits within 12 months - Write 3-4 long-form blog posts per month that rank for target keywords and generate inbound leads - Own the email newsletter (12,000 subscribers) — write, segment, A/B test, and grow the list by 20% quarterly - Launch and manage the company LinkedIn presence, posting 4x/week with a focus on founder-led content - Analyze content performance weekly and present insights to the marketing lead with recommendations for the next sprint ``` ### 5. What You Bring (Must-Have vs Nice-to-Have) **Split requirements into two clear groups.** Mixing must-haves with nice-to-haves causes qualified candidates to self-select out. **Must-Have Rules:** - List 3-5 items maximum - Every item must be genuinely required to do the job on day one - Use specific, verifiable criteria (not vague personality traits) **Nice-to-Have Rules:** - List 2-3 items maximum - These are accelerators, not dealbreakers - Frame as "bonus" or "a plus" language **Incorrect vs Correct:** Incorrect: ``` Requirements: - 10+ years of experience in marketing - Expert in all social media platforms - Must be a self-starter with a growth mindset - MBA preferred - Experience with Salesforce, HubSpot, Marketo, Pardot, Google Analytics, Mixpanel, and Tableau - Strong communication skills - Able to work under pressure in a fast-paced environment ``` Correct: ``` Must-Have: - 3-5 years of B2B content marketing experience with measurable SEO results - Portfolio of published long-form content (blog posts, guides, or whitepapers) you can share - Hands-on experience with one major email platform (ConvertKit, Mailchimp, or HubSpot) - Comfortable working independently with weekly check-ins (not daily standups) Nice-to-Have: - Experience marketing to a technical audience (developers, IT) - Familiarity with Webflow or WordPress for self-publishing - Background in SaaS, B2B, or startup environments ``` ### 6. What We Offer Be specific. Vague benefits sections signal "we do not actually offer much." **Include (where applicable):** - Compensation range (required — postings without pay ranges get fewer applicants) - Health/dental/vision (state contribution level) - PTO and flexibility - Remote/hybrid/on-site details - Growth trajectory (promotion path, learning budget, mentorship) - Equity or profit-sharing if applicable **Incorrect vs Correct:** Incorrect: ``` - Competitive salary - Great benefits - Fun work environment - Room to grow ``` Correct: ``` - $90,000-$110,000 base salary (based on experience) + 10% annual performance bonus - 100% remote — work from anywhere in US time zones - Health, dental, and vision (company covers 80% of premiums) - Unlimited PTO with a 3-week minimum encouraged - $1,500/year learning budget (courses, conferences, books) - Equity: 0.05-0.10% with standard 4-year vesting ``` ### 7. How to Apply Remove friction. Every unclear step loses candidates. **Include:** 1. Exactly what to submit (resume, portfolio, cover letter, etc.) 2. Where to submit it (email, ATS link, form) 3. Timeline for response (sets expectations and shows professionalism) 4. Optional: a brief prompt or question that replaces the cover letter **Incorrect vs Correct:** Incorrect: ``` Send your resume to jobs@company.com. ``` Correct: ``` Apply by emailing jobs@freshtrack.io with: - Your resume (PDF preferred) - Link to 2-3 content pieces you are most proud of - One sentence: what is the most underrated content channel for B2B SaaS right now and why? We review every application within 5 business days. Our process: application review, 30-min intro call, paid writing exercise, final conversation with the CEO. ``` --- ## Role Type Adaptations Adjust structure and tone based on role type. Use this table to decide what changes. | Element | Full-Time Employee | Freelancer / Contractor | Part-Time | |---------|-------------------|------------------------|-----------| | **Title** | Standard title + seniority | Add "Freelance" or "Contract" prefix | Add "Part-Time" prefix | | **Hook** | Career opportunity framing | Project scope and impact framing | Flexibility + specific hours framing | | **Company section** | Full 3-4 sentences | 1-2 sentences (they care about the project, not the org chart) | 2-3 sentences | | **Responsibilities** | 5-7 ongoing responsibilities | 3-5 project deliverables with deadlines | 3-5 scoped to weekly hours | | **Requirements** | Must-Have (3-5) + Nice-to-Have (2-3) | Must-Have (2-3) + portfolio requirement | Must-Have (2-3) | | **Compensation** | Salary range + benefits + equity | Project fee or hourly rate + payment terms | Hourly rate + estimated hours/week | | **Benefits** | Full package (health, PTO, equity) | Payment terms and timeline only | Prorated benefits or hourly perks | | **Duration** | Ongoing (state if at-will) | Project duration with defined end date | Ongoing with weekly hour cap | | **How to Apply** | Full process (ATS, interviews, exercise) | Portfolio + brief proposal or estimate | Abbreviated process (resume + call) | ### Remote vs Hybrid vs On-Site | Element | Remote | Hybrid | On-Site | |---------|--------|--------|---------| | **State in title or subtitle** | "Remote" or "Remote (US only)" | "Hybrid (NYC — 2 days/week)" | "On-Site (Austin, TX)" | | **Time zone requirements** | Specify overlap hours | Specify in-office days | State office address | | **Equipment** | State if company provides equipment | State what is provided on-site vs at home | Not applicable | | **Collaboration** | Mention async tools (Slack, Notion, Loom) | Mention in-office collaboration days | Mention team structure | --- ## Example 1: Full-Time Marketing Manager (Remote SaaS Startup) ``` # Marketing Manager ## Remote (US time zones) | Full-Time | $90,000-$110,000 You will own demand generation for a B2B logistics SaaS product that serves 400+ restaurants and grew 140% last year. This is a high-autonomy role — you set the strategy, pick the channels, and hire your first direct report within 6 months. ## About Freshtrack Freshtrack is a 15-person startup that helps independent restaurants manage supplier orders in one dashboard. We serve 400+ restaurants across 3 cities and just closed a $4M seed round. You report directly to the CEO alongside a 3-person growth team. ## What You Will Do - Build and execute demand gen strategy, growing qualified leads from 60 to 200/month within 12 months - Own the content engine: blog, newsletter (8K subscribers), and social — write, publish, and measure everything - Plan and run 2 webinars/quarter targeting restaurant operators - Manage paid acquisition (Google Ads + Meta), $15K/month budget, target CAC under $120 - Analyze funnel performance weekly and present insights to CEO - Hire and manage one marketing coordinator within 6 months ## What You Bring **Must-Have:** - 3-5 years B2B marketing with hands-on demand gen responsibility - Track record growing a pipeline metric (leads, MQLs, demos) with specific numbers you can share - Experience managing $10K+/month paid acquisition budgets - Strong writing — you produce blog posts, emails, and ad copy yourself, not just brief others - Comfortable working autonomously with weekly CEO syncs **Nice-to-Have:** - Experience marketing to SMB or restaurant/hospitality audiences - Familiarity with HubSpot, Webflow, or Segment - Previous startup experience (seed to Series A stage) ## What We Offer - $90,000-$110,000 base + 10% annual performance bonus - 100% remote, US time zones (core hours: 10am-3pm ET) - Health, dental, vision (company covers 80% of premiums) - Unlimited PTO with 3-week minimum encouraged - $1,500/year learning budget + $500 home office stipend - Equity: 0.05-0.10%, 4-year vesting, 1-year cliff ## How to Apply Email jobs@freshtrack.io with: - Resume (PDF preferred) - Brief note (3-5 sentences) on one marketing campaign you built and what results it drove - Expected start date We respond within 5 business days. Process: application review, 30-min intro call, paid marketing exercise ($200), final call with CEO. Timeline: 2-3 weeks. Freshtrack is an equal opportunity employer. ``` --- ## Example 2: Freelance Graphic Designer (Project-Based, Contractor) ``` # Freelance Graphic Designer — Brand Refresh Project ## Remote | Contract | $3,500-$5,000 (project-based) We need a designer to lead a complete brand refresh for a wellness coaching business — logo, color palette, social templates, and brand guidelines. A 3-4 week project with defined deliverables. ## About the Project Peak State Coaching helps mid-career professionals navigate career transitions. The current branding was DIY and no longer reflects premium positioning. The founder wants a clean, modern identity for Squarespace, Instagram, LinkedIn, and print. ## Deliverables - Primary logo + secondary mark + favicon (3 concepts, 2 revision rounds on selected direction) - Color palette (primary + secondary + neutral, hex codes + usage) - Typography system (2 fonts: heading + body, with size scale) - 8 Instagram post + 4 Story templates (Canva-editable) - 2 LinkedIn banner variations - Brand guidelines PDF (8-10 pages) - Final files in PNG, SVG, and PDF ## What You Bring **Must-Have:** - Portfolio with 3+ brand identity projects for service businesses - Proficiency in Figma or Adobe Illustrator - Ability to deliver Canva-editable social templates **Nice-to-Have:** - Experience designing for Squarespace - Familiarity with coaching or wellness industry ## Project Terms - Budget: $3,500-$5,000 based on experience and portfolio - Payment: 50% upfront, 50% on delivery of final files - Timeline: 3-4 weeks from kickoff to final delivery - Revisions: 2 rounds per milestone; additional at $75/hour ## How to Apply Email hello@peakstatecoaching.com with: - Portfolio link (Behance, Dribbble, or personal site) - 2-3 sentences on which portfolio project is most relevant - Availability and estimated timeline Response within 3 business days. Process: portfolio review, 20-min video call, paid test ($150 mood board), project kickoff. ``` --- ## Anti-Patterns **NEVER do these in job postings:** - **Gendered or exclusionary language.** No "rockstar," "ninja," "guru," "manpower," "guys," or "he/she." Use "you" and "they." - **More than 5 must-have requirements.** Long requirement lists deter qualified candidates. Need 8 skills? Split them: 4 must-have, 4 nice-to-have. - **Hidden compensation.** "Competitive salary" means nothing. State a range even if broad ($70K-$90K is better than silence). - **Responsibilities as a task laundry list.** "Manage social media, write blog posts, other duties as assigned" describes tasks, not impact. Pair every action with an outcome. - **Vague requirements.** "Strong communication skills" is not verifiable. Replace with: "Experience writing customer-facing documentation." - **Unrealistic experience demands.** 10+ years for a mid-level role or 5 years with a 3-year-old technology. Match to actual seniority and pay. - **"Other duties as assigned."** Signals an undefined role. Instead: "As the team grows, this role may evolve to include X." - **Wall-of-text formatting.** Use clear sections, headers, short bullets, and line breaks. Walls of text get skipped. - **Internal acronyms or jargon.** "Must know our PRISM framework" means nothing to external candidates. Use industry-standard terms. --- ## Recovery **User does not know the job title:** Ask what the person will spend most of their time doing. Map the answer to a standard title: "handle social media and write blog posts" = Content Marketing Specialist, "manage client projects" = Project Manager. If it spans two disciplines, use the primary function. **User cannot define responsibilities:** Ask: "Walk me through a typical week for this person." Convert the narrative into structured bullets. If more than 7 responsibility areas surface, flag it: "This sounds like two roles. Prioritize the top 5-7 and save the rest for a second hire." **User wants to skip compensation:** Explain: "Postings with salary ranges get significantly more qualified applicants. Even a broad range helps." If they refuse, use "Compensation discussed during interview process" and move on. **User describes 3 jobs in one:** Flag directly: "Candidates with all these skills either do not exist or cost far more. Which function is the most urgent?" If they insist on combining, acknowledge breadth in the hook: "This is a generalist role for someone who thrives wearing multiple hats at an early-stage company." **User provides very little information:** Ask five questions: (1) What will this person do day-to-day? (2) Full-time, part-time, or contract? (3) Remote, hybrid, or on-site? (4) Pay range or budget? (5) Three non-negotiable skills? If they cannot answer 1 and 5 after 3 attempts, stop: "Define the core responsibilities and requirements first, then we can build the posting in minutes." **File write fails:** Present the posting in chat for manual copying. Offer an alternative path. After 3 failures: "File saving is not working. Copy the posting above into your job board or document editor." --- ## Delivery and File Output When the job posting is complete: 1. Present the full posting in chat for review 2. Ask: "Does this accurately describe the role? Anything to add, remove, or adjust?" 3. Make requested changes and re-present 4. Once approved, ask where to save. Suggest default: `hiring/[role-title]-job-posting.md` 5. Write the file using the Write tool **GATE: Do not save to file until the user explicitly approves the posting.** --- ## Pre-Delivery Checklist Run this checklist before presenting the final posting to the user: - [ ] Title is searchable and matches industry-standard naming - [ ] Opening hook focuses on impact and opportunity, not generic "we are looking for" - [ ] Company section is 3-4 sentences with at least one specific proof point - [ ] Responsibilities are 5-7 bullets, each starting with an action verb and paired with an outcome - [ ] Requirements split into Must-Have (3-5) and Nice-to-Have (2-3) - [ ] No gendered language (rockstar, ninja, guru, guys, he/she) - [ ] Compensation range is included (or explicit fallback language if user declined) - [ ] Benefits are specific (dollar amounts, percentages, specific policies), not vague - [ ] Application instructions include what to submit, where to submit, and response timeline - [ ] Remote/hybrid/on-site is stated clearly in the title or subtitle - [ ] Role type (full-time, contract, part-time) is stated clearly - [ ] No internal jargon or unexplained acronyms - [ ] Total posting length is scannable (not a wall of text) - [ ] Equal opportunity statement included at the bottom