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Job description optimizer

Rewrites and optimizes a GTM or sales job description for clarity, inclusivity, and employer brand alignment — flagging jargon, unrealistic requirements, and biased language, then delivering a polished full-length JD…

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Purpose

Transform a rough, bloated, or generic sales/GTM job description into a clear, inclusive, brand-aligned posting that attracts qualified and diverse applicants — while flagging the jargon, biased phrasing, and inflated requirements that quietly shrink the applicant pool.

When to Use

Invoke this skill when the user asks to:

  • Rewrite or polish a sales, marketing, or GTM job description
  • Make a job posting more inclusive or reduce biased language
  • Cut jargon, buzzwords, or filler from a JD
  • Flag unrealistic or unnecessary requirements that deter applicants
  • Align a job posting with the company's employer brand and voice
  • Create a shorter version of a JD for LinkedIn or job boards

Inputs Required

Before starting, collect:

  • Role title: The exact job title being posted
  • Current JD: The existing draft or bullet points to optimize (paste in full)
  • Team/function: SDR, AE, Sales Engineering, RevOps, Marketing, CS, etc.
  • Seniority level: Entry / Mid / Senior / Lead
  • Employer brand voice: 3–4 adjectives (e.g., ambitious, candid, mission-driven) or a link to careers-page tone
  • Compensation transparency: Whether pay range / OTE will be included
  • Must-have vs. nice-to-have: Any requirements the hiring manager considers truly non-negotiable

If employer brand voice is missing, default to warm-professional and note the assumption. If must-haves aren't specified, infer them and flag which inferred requirements should be confirmed.

Instructions

Step 1: Diagnose the Current JD

Read the existing draft and identify its structural and language problems before rewriting:

  • Length check: Sales JDs over 700 words see sharp applicant drop-off — note if trimming is needed
  • Requirement inflation: Flag any requirement that isn't genuinely necessary (e.g., "5+ years" for a role a strong 2-year rep could do; a degree where none is needed)
  • Jargon and buzzword density: Flag internal acronyms, "rockstar/ninja/guru," "wear many hats," "fast-paced environment," "self-starter" clichés
  • Missing essentials: Note if pay range, remote policy, or day-in-the-life detail is absent

Step 2: Run the Inclusivity & Bias Audit

Scan for language that narrows or skews the applicant pool:

  • Gender-coded words: Flag masculine-coded ("aggressive," "dominant," "competitive," "crush quota," "hunter") and imbalanced masculine/feminine tilt — suggest neutral alternatives
  • Ability/age exclusion: Flag "young and energetic," "digital native," "recent grad," physical-demand phrasing that isn't essential
  • Culture-fit red flags: Flag "work hard/play hard," "family," "always on" language that signals overwork or exclusivity
  • Requirement gatekeeping: Research shows underrepresented candidates skip roles when they meet only ~60% of listed requirements — recommend converting soft requirements to "nice-to-have"
  • For each flag, output: the flagged phrase → why it's a problem → suggested replacement

Step 3: Rewrite the JD

Reconstruct the posting in this proven structure, calibrated to the role and seniority:

  1. Hook (2–3 sentences): What the role does and why it matters — lead with impact, not the company boilerplate
  2. What you'll do (5–7 outcome-framed bullets): Frame as outcomes and ownership ("Own the full sales cycle for mid-market accounts"), not task lists
  3. What you'll bring (must-haves, 4–6 bullets): Only true non-negotiables; behaviors and evidence over years-of-experience where possible
  4. Bonus points (nice-to-haves, 3–4 bullets): Clearly separated so candidates don't self-select out
  5. Compensation & logistics: OTE/base range if transparency is on, remote/hybrid policy, location, travel
  6. Why join us: Brand-aligned, specific proof points — not generic "great culture"
  7. Inclusion statement: A genuine, non-boilerplate equal-opportunity line

Apply the employer brand voice throughout. Write in second person ("you'll") to increase applicant self-identification.

Step 4: Produce the Short-Form Version

Create a 120–180 word LinkedIn/job-board version: the hook, 3 top responsibilities, 3 must-haves, comp signal, and a one-line CTA.

Output Format

  • Structure: Three parts — (1) Diagnosis & Bias Audit, (2) Optimized Full JD, (3) Short-Form Version
  • Length: Full JD 450–650 words; short-form 120–180 words; audit as a scannable flagged list
  • Format: Audit as a table or bullet list (flagged phrase → issue → fix); full JD as structured sections with headers and bullets; short-form as tight prose
  • Sections: Diagnosis & Bias Audit → Optimized Full JD (7 sections) → Short-Form Version
  • Tone: The full JD matches the supplied employer brand voice; the audit and diagnosis are direct and specific, like a recruiting-ops specialist reviewing a peer's draft

Quality Checklist

Before delivering output, verify:

  • [ ] Every gender-coded, age-coded, or ability-coded phrase is flagged with a concrete replacement — not a general note
  • [ ] Must-haves and nice-to-haves are clearly separated, with inflated requirements moved to nice-to-have
  • [ ] Full JD is under 650 words and responsibilities are framed as outcomes, not task lists
  • [ ] Compensation and remote/location logistics are addressed (or explicitly flagged as missing)
  • [ ] The inclusion statement is specific, not copy-pasted boilerplate
  • [ ] Short-form version is under 180 words and includes a CTA

Notes

  • Converting "5+ years experience" to demonstrated-capability language ("track record of consistently hitting quota") widens the pool without lowering the bar
  • Pay transparency is now legally required in several US states and consistently increases application rates — recommend including a range even where optional
  • For SDR and entry-level GTM roles, over-listing requirements is the single biggest driver of low applicant volume — be aggressive about trimming
  • If the hiring manager's must-haves contradict inclusive-hiring best practice, surface the tension rather than silently overriding — the recruiter owns the final call

How to use this skill

This file is a Claude Code skill in Anthropic's standard format — markdown with YAML frontmatter at the top.

Installing in Claude Code:

  • ~/.claude/skills/<folder-name>/SKILL.md — auto-loads in every session anywhere on your machine (recommended for skills you'll use across multiple projects)
  • <your-project>/.claude/skills/<folder-name>/SKILL.md — auto-loads only when working in that project (recommended for project-specific skills)

Restart Claude Code or open a new session to register.

Using in Claude.ai, ChatGPT, Gemini, or other AI tools:

  1. Drag this file into a new chat, or copy and paste its contents
  2. Send your task or request as your next message — the AI will apply the skill where it fits

For Claude Code skill details: https://docs.anthropic.com/en/docs/claude-code/skills