Free tool

Job descriptionbuilder.

Paste a job description, or rough notes, and get a score out of 100, every problem with its fix, a pay transparency check for where you hire, and a full rewrite to copy as Markdown or text. Free, no sign-up.

What goes in it

What makes a good job description?

A job description tells candidates what the job is, what they would do, what they need to be able to do it, and where, how and for what it is done. A good one is specific enough that the right people recognise themselves in it and the wrong ones don’t apply.

A clear job title that people search for, not an internal grade or a made-up name.
A short summary of the role and why it exists.
The main responsibilities, as things the person will do.
The skills that are truly required, kept apart from the ones that are nice to have.
Where the job is done and how: on-site, hybrid or remote.
Pay and benefits, where you can share them.

Before you post it

Edit it for your role.

The audit checks for the problems that cost applicants: wording that puts people off, must-have lists that are really wish lists, missing basics such as pay and location, and requirements that may create legal risk. Each problem comes with the words it found and a fix, and the rewrite puts the fixes in.

Cut the required skills to the ones you will actually test. Every extra requirement puts off some good candidates.
Rewrite the responsibilities in your own words: what this person will work on in their first months.
Check the qualifications. A degree or a number of years is often a stand-in for a skill you could test directly.
Fill in every placeholder in square brackets, such as the pay range, and read it aloud before you post it.

Questions

About job descriptions.

What is the difference between a job description and a job advert?

A job description sets out the role: duties, skills and qualifications. A job advert is written to attract applicants and usually adds more about the company, the pay and how to apply. The rewrite here gives you both parts, so you can use it either way.

Should I include the pay range?

Where you can, yes: candidates look for it, and some places require it by law in job adverts, such as several US states and cities, and parts of Canada. Add where you are hiring and the audit says whether a rule it knows of applies, but laws change, so check the rules where you are hiring.

How is the score worked out?

An AI model reads the description against a checklist: inclusive language, clarity, requirements bloat, missing information, pay transparency and legal risk. The score reflects how many problems it found and how serious they are: 85 or more is ready to post with small tweaks, under 50 needs a rewrite.

Can I edit the rewrite?

Yes, and you should. Switch to Edit Markdown to change any line, then copy it as Markdown or plain text. The rewrite never invents a pay figure or a benefit: it leaves placeholders in square brackets for you to fill in.

What happens to the job description I paste?

It is sent to an AI model to write the audit and the rewrite, and isn’t stored by Cohesyve. It is never put in the page address. Leave out anything confidential.

Cohesyve · Skill assessments for hiring

Put this job description to work

Paste it into Cohesyve. It finds candidates, reaches out to them and tests each one on an AI job simulation of the real work, then returns a ranked shortlist.

1,500+

assessments completed

50%

faster time-to-hire

5 min

from JD to assessment

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No credit card · 10 free candidates · Plans sized to your hiring volume

Case study: Indago Research went from 10–15 interviews per role to 3–4 →Plans from $199/month, sized to your hiring volume →