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Stage 1 of 9 · Foundation

Let's start with the basics.

The job title is the first thing candidates see. Make it clear and specific.

Job Title *

Please enter a job title to continue.

Senior Product Manager Product Lead

Department (optional)

Location (optional)

City, region, or Remote. Affects salary transparency requirements in Stage 9.

Stage 2 of 9 · Role Archetype

What type of candidate are you hiring?

This shapes the tone and focus of the entire JD. Pick the one that fits best.

🔨

Builder

Creates new things from scratch — products, systems, teams.

⚡

Executor

Gets things done reliably and efficiently at scale.

💡

Innovator

Challenges assumptions and finds novel solutions.

👑

Leader

Inspires, aligns, and guides teams to results.

🎯

Specialist

Deep domain expertise in a specific technical or functional area.

Stage 3 of 9 · Seniority Level

What seniority level is this?

Seniority calibrates tone, requirements depth, and salary expectations.

Intern / Entry

Learning-focused, no experience required

Junior

1–3 years experience

Mid-Level

3–5 years, works independently

Senior

5–8 years, mentors others

Staff / Principal

8+ years, sets technical direction

Director / VP

Manages managers, owns a function

C-Suite / Executive

Company-level strategy and leadership

Stage 4 of 9 · Candidate Traits

What traits define the ideal hire?

Pick 3–5 personality and work traits. These flow directly into the JD's language.

Analytical Creative Collaborative Detail-Oriented Strategic Adaptable Self-Starter Empathetic Data-Driven Results-Oriented Resilient Curious Ownership-Minded Customer-Focused Communicative Decisive

0 of 3–5 selected

Stage 5 of 9 · Work Style

How does this team work?

These sliders shape the role description's tone around collaboration and pace.

Independence 50

Highly team-oriented Highly independent

Pace 50

Methodical & deliberate Fast & iterative

Stage 6 of 9 · The Hook

What's the opening pitch?

Write a bold opening line that makes candidates stop scrolling. Skip and we'll craft one from your answers.

Opening Hook

One bold sentence that sells the role. We'll use it verbatim or lightly refine it.

Stage 7 of 9 · The Challenge

What's the 90-day mission?

Specific missions attract ambitious candidates. Describe what this person will own in their first 90 days.

First 90-Day Mission

What's the core challenge this person will tackle in their first 90 days?

Stage 8 of 9 · Requirements

What do they actually need to have?

Keep must-haves under 8. Long requirement lists filter out great candidates (especially women and minorities).

Must-Haves 0

Non-negotiable skills and experience. Be specific.

Nice-to-Haves 0

Bonus qualifications that strengthen a candidacy.

💡 Tip: Framing requirements as "What You Bring" instead of a checklist increases diverse applicant pools by up to 30%.

Stage 9 of 9 · Compensation & Legal

Salary range & legal disclaimers.

Salary transparency is required in many states. Including a range increases qualified applicants by 30%.

Salary Min ($)

Salary Max ($)

Benefits (select all that apply)

Health Insurance Dental & Vision 401(k) Match Unlimited PTO Remote Work Equity / Stock Options Parental Leave Learning Budget Home Office Stipend Wellness Program

Legal Disclaimers (recommended)

Standard EEO and compliance disclaimers appended to the JD.

Equal Opportunity Employer statement ADA reasonable accommodation notice E-Verify participation notice Salary transparency compliance (NY, CO, CA, WA) Background check disclosure At-will employment disclaimer Protected veterans statement

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