AI-Powered Job Descriptions: Founder's Guide to A-Players

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AI-Powered Job Descriptions: Founder's Guide to A-Players

Hey Founders!

If you're looking to hire A-Players, crafting a compelling job description (JD) is your crucial first step. It's often the very first impression a potential star candidate has of your company. With the rise of AI, you now have a powerful co-pilot to help you in this process. However, like any tool, the quality of the AI's output heavily depends on the quality of your input.

As experienced recruiting partners who work extensively with founders on their hiring challenges, we've seen what works. This guide is designed to help you:

• Gather the essential information AI needs to create an effective JD.
• Craft powerful prompts to generate JDs that resonate with top talent.

Let's dive in!

Part 1: Prep Work – What AI Needs From YOU

Before you start prompting an AI, take some time to clearly define the following. The more detail you provide, the better your AI-generated JD will be. Think of this as your "briefing document" for your AI assistant.

1. Role Fundamentals:

• Official Job Title: (e.g., Senior Software Engineer, Head of Growth, Customer Success Manager)
• Reporting Structure: Who will this person report to?
• Team: What team will they be on? Will they manage anyone?
• Employment Type: (e.g., Full-Time, Part-Time, Contract)
• Location: (e.g., Remote (Global/US-Only), Hybrid (Denver, CO), In-Office (City, State))
• Compensation Range:
  • Base Salary: ($X - $Y)
  • On-Target Earnings (OTE) if applicable: ($A - $B)
  • Equity? (Yes/No/Range)
• Key Benefits: (e.g., Health insurance, Unlimited PTO, 401k match, Professional Development budget)

2. Company Context & The "Why":

• Your Company Name & Website:
• Brief Company Description (1-2 sentences): What do you do? Who do you serve? What's your mission?
• Company Stage: (e.g., Pre-seed, Seed, Series A, Bootstrapped & Profitable)
• Why is this role open now? (e.g., Growth, new product, backfill)
• What's the primary impact this role will have on the company? (e.g., "Drive new user acquisition by X%," "Build and scale our core platform," "Ensure customer retention and expansion")

3. The Role Itself – Responsibilities & Expectations:

• Core Responsibilities (Bullet points): What are the 5-7 primary things this person will do day-to-day and week-to-week? Use action verbs.
  • Example for a BDR: "Execute outbound prospecting campaigns (email, calls, social) to generate qualified leads."
• Key Objectives/Success Metrics (First 6-12 months): What does success look like in this role?
  • Example: "Generate X qualified opportunities per quarter," "Successfully launch Y new features."

4. Ideal Candidate Profile – Qualifications & Attributes:

• Must-Have Experience & Skills (Be specific!):
  • Years of experience in [specific field/role]: (e.g., "5+ years in SaaS sales," "3+ years managing engineering teams")
  • Technical skills: (e.g., "Proficiency in Python & Django," "Experience with HubSpot & Salesforce")
  • Industry experience: (e.g., "Experience in B2B SaaS," "Familiarity with the fintech space")
  • Specific accomplishments: (e.g., "Proven track record of exceeding sales quotas," "History of shipping complex software projects")
• Nice-to-Have Experience & Skills: (List any relevant nice-to-haves)
• Key Soft Skills & Cultural Attributes: (e.g., "Excellent communicator," "Highly collaborative," "Proactive problem-solver," "Thrives in a fast-paced startup environment," "Low ego, high output")

5. Your Employer Value Proposition (EVP) & Culture:

• What makes your company a great place to work? (Think beyond benefits – mission, impact, team, learning opportunities).
• Key cultural values/highlights: (e.g., "People-first," "Transparent," "Data-driven," "Remote-first and proud").
• Any awards or recognition? (e.g., "Top Workplaces," "Best Places to Work").

6. Application Process:

• How should candidates express interest? (e.g., "Apply via [ATS link]" or "Email [hiring manager email] with your resume and a brief note.")
• Who is the primary point of contact for initial screening?

Part 2: Prompting AI to Craft Your Job Description

Once you have the information from Part 1, you can use prompts like these. Remember, AI is iterative. You might use a main prompt and then follow-up prompts to refine sections.

Master Prompt Example:

"Act as an expert recruiter and copywriter. I need you to help me create a compelling job description for a [Job Title] at [Your Company Name]. Our company [Brief Company Description, e.g., 'is a Series A SaaS startup revolutionizing how remote teams collaborate'].
The goal is to attract experienced and motivated candidates who align with our culture. The tone should be [Choose: e.g., professional yet approachable, energetic and inspiring, direct and concise].
Here's the key information:
Role Fundamentals:
Title: [Job Title]
Reports to: [Manager Title/Team Lead]
Team: [Team Name]
Manages others: [Yes/No]
Employment Type: [Full-Time/Part-Time/Contract]
Location: [Location details]
Compensation: Base [$X-$Y], OTE [$A-$B if applicable], Equity [Yes/No/Details]
Key Benefits: [List 2-3 top benefits]
The Why: This role is open because [reason]. The primary impact will be [impact statement].
Core Responsibilities:
[Responsibility 1]
[Responsibility 2]
[Responsibility 3]
[Responsibility 4]
[Responsibility 5]
Ideal Candidate - Must-Haves:
[Must-have skill/experience 1] (e.g., X+ years in Y)
[Must-have skill/experience 2] (e.g., Proficiency in Z tool)
[Must-have attribute 1] (e.g., Proven track record of A)
Ideal Candidate - Nice-to-Haves:
[Nice-to-have 1]
Ideal Candidate - Soft Skills/Culture Fit:
[Soft skill 1, e.g., "Excellent written and verbal communication"]
[Cultural attribute 1, e.g., "A proactive problem-solver who thrives in a fast-paced environment"]
About Us/EVP: We are known for [unique selling point, e.g., 'our innovative approach to X,' 'our strong people-first culture']. Our team values [value 1] and [value 2]. [Optional: Add award or recognition].
Call to Action: [How to apply/express interest - e.g., "To apply, please submit your resume and a brief cover letter to careers@yourcompany.com"]Please draft a job description that includes:
A compelling 'About [Your Company Name]' section.
An engaging 'The Opportunity' section describing the role's impact.
A clear 'What You'll Do (Responsibilities)' section.
A detailed 'What You'll Bring (Qualifications & Experience)' section.
A 'Why You'll Love Working at [Your Company Name]' section (or similar EVP section).
A clear call to action.Ensure the language is inclusive and highlights growth opportunities where appropriate."

Follow-up/Refinement Prompts:

"Can you make the 'About Us' section more concise/energetic?"

"Let's rephrase the responsibilities to be more results-oriented."

"Help me brainstorm 2-3 more 'nice-to-have' qualifications for this [Job Title] role, considering we are a [company stage/type] company in the [industry] space."

"This JD feels a bit too formal. Can you adjust the tone to be more conversational and reflective of a dynamic startup culture?"

"Review this JD for clarity, conciseness, and impact. Are there any sections that could be stronger or any jargon we should remove?"

"Based on these responsibilities, what are 1-2 key performance indicators (KPIs) we could mention for this role's success in the first year?"

Key Tips for Founders:

• Iterate: Don't expect the first AI output to be perfect. Use follow-up prompts to refine.
• Be Specific: Vague inputs lead to generic JDs.
• Inject Your Voice: While AI helps with structure and language, ensure the final JD reflects your company's unique voice and culture. Edit the AI's output.
• Focus on Impact: Help candidates understand why this role matters.
• Sell the Dream (Authentically): Why should someone join your mission?
• Review for Inclusivity: Ensure your language appeals to a diverse pool of candidates.

By combining your deep understanding of the role and company with AI's ability to process and structure information, you can create job descriptions that not only inform but also inspire the right talent to connect with you.

By Travis Janko, CEO of GSD Coach & Recruiting, helping SaaS founders build the top 5% of talent, FAST!