Draft a job ad from a search brief

Use whenThe brief is agreed and you need an ad people will finish reading.

Write a job ad for [job title] using this search brief: [paste brief]. Structure: a two sentence hook about the problem the person will solve, what you will do in the first six months, what you need (no more than six points), what is nice to have, pay range and benefits, location and working pattern, and how to apply. Plain language, second person, no clichés like "rockstar" or "fast paced environment". Use only the details I give you here. If something you need is missing, write [missing] and tell me what to add, rather than making it up.

Watch outCheck that any legally required wording, such as a pay range where the law asks for one, survived the rewrite.

Cut a long job description

Use whenThe ad reads like an internal policy document and nobody scrolls to the end.

This job description is too long: [paste]. Cut it to under 400 words without losing the pay range, the must haves or the location. Merge duplicate duties and remove company boilerplate. Show me what you removed at the end. Use only the details I give you here. If something you need is missing, write [missing] and tell me what to add, rather than making it up.

Check an ad for exclusionary wording

Use whenBefore an ad goes live, or when the applicant pool looks the same every time.

Review this job ad for wording that could put off qualified people: gender coded words, age coded phrases, unnecessary degree or years requirements, and physical requirements that are not essential. List each issue with a plainer alternative. Do not rewrite the whole ad. Use only the details I give you here. If something you need is missing, write [missing] and tell me what to add, rather than making it up. Ad: [paste]

Test three hooks for the same ad

Use whenApplications have stalled and you want to test what draws people in instead of guessing.

Write three short versions of a job ad for [job title] at [company type] using the same facts: [paste key facts, pay range, location]. Open each with a different reason to apply: version 1 the impact of the work, version 2 the skills they will build and the problems they will solve, version 3 the schedule, flexibility and team. Keep each under 150 words. Then tell me which kind of candidate each version is likely to attract, and how to run a fair test: where to post each one, how long to run it and which number decides the winner. Use only the details I give you here. If something you need is missing, write [missing] and tell me what to add, rather than making it up.

Watch outChange one thing at a time. If the pay or the title moves as well, you cannot tell which change worked.

Write screening questions for the application form

Use whenApplications are flooding in and too many answers read like they came from the same chatbot.

Write five application questions for a [job title] role that check the must haves [list] and are hard to answer well with a generic AI response. Ask for specific examples, numbers or choices the person made. Include what a strong answer would mention so I can review answers quickly. Use only the details I give you here. If something you need is missing, write [missing] and tell me what to add, rather than making it up.

Write a social post for the role

Use whenThe ad is live and you want your own network to see it.

Write a LinkedIn post announcing that I am hiring a [job title]. Include the problem they will solve, the pay range, location or remote, and one detail about the team. Under 120 words, no hashtag lists, end with how to reach me. Use only the details I give you here. If something you need is missing, write [missing] and tell me what to add, rather than making it up.

Write a position spec for a retained search

Use whenYou are running a senior search and candidates need a proper document, not a job ad.

I am running a retained search for [executive title] at [company stage, size and sector; say if confidential]. The business context: [what the company is trying to do, the problem this hire solves, the team they inherit, who they report to]. Write a position specification of about 500 words for candidates, with: 1) the opportunity and the business challenge in two short paragraphs; 2) what this person must achieve in the first 12 months, as three to five measurable outcomes; 3) the experience and leadership record that matter, split into essential and helpful; 4) the reporting line, team and key relationships; 5) pay structure in general terms and location. If the search is confidential, describe the company without details that would identify it. Mark anything I have not given you rather than filling it in.

Watch outGet the client to sign off every number and outcome in the spec. Candidates will quote it back at offer stage.