Job description generator
Pick a role family and a level, add your company, location, pay range and skills, and get a structured JD with responsibilities, must-haves, nice-to-haves, benefits and an equal-opportunity line. Built from templates, not a language model: nothing is sent anywhere, and nothing is made up.
The role
Sample values are filled in so you can see the layout. Replace every one before you post.
Job description preview
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How to use it, and what to check before posting
Choose the role family and the level first; that picks the title, the responsibilities, the baseline requirements and a default experience range (junior 0 to 2 years, mid 2 to 5, senior 5 to 8, lead 8 to 12), all of which you can override. Then add the company, the location and work mode, the pay range, the skills that are genuinely must-have, the benefits you actually offer and how to apply. The preview rebuilds as you type. "Copy as Markdown" is for job boards and ATS fields that accept it; "Copy plain text" is for LinkedIn and email; "Print / Save as PDF" gives you a one-page document for approvals.
There is no language model behind this. Every sentence comes from a per-role template on this page or from what you typed, so nothing is invented about your company, and nothing you type is sent anywhere. The trade-off is that the output is deliberately generic in places; the edit is yours to make.
Before you post
- Rewrite "About the role" in your own words. The first paragraph is the one a good candidate reads; say what this person will have done in twelve months that you cannot do today.
- Put the salary in. A fixed CTC range filters at the top of the funnel instead of after three rounds. State whether it includes variable pay. See pay bands for small companies.
- Audit the must-haves. For each one ask: would we reject an otherwise excellent candidate for lacking this? If not, move it to nice-to-have or delete it. Years of experience are a weak proxy, which is why the template calls them a guide.
- Check for language that quietly excludes. "Young and energetic" is an age signal; "must be available 24x7" excludes people with caring responsibilities; gender preferences are unlawful and get postings removed. The templates avoid these; your edits should too.
- Keep the equal-opportunity line honest. It commits you to non-discrimination and to a harassment-free workplace in line with the POSH Act, 2013. Every employer is bound by that Act; workplaces with ten or more employees must also have an Internal Committee. Know your obligations before you promise them. See POSH basics for small companies.
- Describe the process. Rounds, rough timeline, who they meet. Candidates who know what happens next do not drop out from silence.
- Keep it under 600 words. The counter above the preview tells you.
More on the structure and the reasoning in writing a job description people actually apply to, and on the interview that follows in structured interviews and scorecards.
In ZekoHR, the job description lives on the job itself: the careers page, the referral link and the offer all generate from it, so three job boards never carry three different versions. See recruitment →
Common questions
Does this use AI to write the job description?
No. The text is assembled from hand-written templates for twelve role families and four levels, combined with what you type. Nothing is sent to a model or a server, which is why it works offline, costs nothing and never invents facts about your company. It also means the output needs your edit to sound like you.
Should an Indian job posting state the salary?
There is no law requiring it, but it is the single most effective filter you have. A CTC range posted up front means the first conversation about money does not happen after three rounds, and it signals that the company has pay bands rather than a negotiation. State whether the range is fixed or includes variable pay.
What is the equal-opportunity line for, and is it required?
It is not mandated for private employers in India, but discriminatory postings (gender or age preferences, for example) are unlawful under several provisions and are removed by most job boards. The line states a commitment to non-discrimination and to a harassment-free workplace under the POSH Act, 2013, which binds every employer. Switch it off if you prefer, but do not post the opposite.
Why are years of experience called "a guide rather than a cut-off"?
Because years are a weak proxy for skill: someone with three intense years can out-deliver someone with eight repetitive ones. Stating a range helps candidates self-select; stating it as a hard cut-off loses the outliers you most want. If you genuinely need a minimum (for a licensed role, say), edit the line.
Can I add my own role family?
Not on this page yet; the twelve families cover the roles small and mid-size Indian companies hire most. Pick the closest one, override the title, and edit the responsibilities in the copied text. If a family you need is missing, tell us through the contact page and we will consider adding it.