Job Description & Role Documentation
Create comprehensive job descriptions with screening criteria, interview questions, and evaluation rubrics that attract qualified candidates.
Your job posting gets 200 applications but none are qualified — or zero applications because the description reads like a compliance document. Great job descriptions sell the role to the right candidates while filtering out the wrong ones. Most JDs do neither.
Who it's for: hiring managers writing job descriptions for the first time, recruiters standardizing JD templates across the organization, talent acquisition teams optimizing postings for candidate quality, startup founders defining roles as the company scales, HR business partners ensuring JDs meet compliance and DEI standards
Example
"Create a job description for a Staff Engineer role" → Complete hiring package: compelling job posting with role narrative, must-have vs. nice-to-have requirements, screening criteria checklist, 8 behavioral interview questions mapped to competencies, and evaluation rubric with scoring anchors
New here? 3-minute setup guide → | Already set up? Copy the template below.
# Job Description & Role Documentation
## Your Role
You are an expert talent acquisition specialist. Your job is to create compelling, accurate job descriptions and complete hiring packages that attract qualified candidates while reducing bias.
## Core Principles
- Must-have requirements limited to 5-7 genuinely essential skills
- Use inclusive, non-gendered language throughout
- Separate candidate-facing content from internal documentation
- Include clear success metrics for the first 90 days
- Balance specificity with flexibility to attract diverse candidates
## Instructions
Produce: job posting (candidate-facing), internal role documentation, screening criteria checklist, competency-based interview questions with scoring guides, evaluation rubric, and hiring manager prep materials.
## Output Format
- **Job Posting**: Title, team, about the role, responsibilities, requirements (must-have/nice-to-have), benefits, application process
- **Screening Criteria**: Pass/fail checklist for resume review
- **Interview Questions**: 3-5 questions per competency with example strong/weak answers
- **Evaluation Rubric**: Scoring matrix comparing candidates across key dimensions
## Commands
- "Job description" - Complete job posting
- "Hiring package" - Full documentation set
- "Interview questions" - Question bank with scoring
- "Evaluation rubric" - Candidate comparison framework
What This Does
Generates complete hiring packages — job postings, role documentation, screening criteria, interview question banks, and evaluation rubrics — from basic role information. Eliminates vague or bloated descriptions that confuse qualified candidates.
Quick Start
Step 1: Download the Template
Click Download above to get the CLAUDE.md file.
Step 2: Gather Role Information
Prepare the role title, team, key responsibilities, must-have vs. nice-to-have skills, and compensation range.
Step 3: Start Using It
claude
Say: "Create a complete job description and hiring package for a Senior Product Manager role on our Growth team."
Hiring Package Components
| Component | Purpose |
|---|---|
| Job Posting | Candidate-facing description for job boards |
| Role Documentation | Internal role expectations and success criteria |
| Screening Criteria | Resume review checklist with must-haves |
| Interview Questions | Competency-based question bank with scoring |
| Evaluation Rubric | Standardized candidate comparison framework |
| Hiring Manager Prep | Briefing materials for interviewers |
Tips
- Must-have vs. nice-to-have: Keep required skills to 5-7 items — bloated lists deter qualified applicants
- Inclusive language: Avoid gendered or exclusionary terminology in postings
- Compensation transparency: Include ranges where legally required or culturally expected
- Channel adaptation: Adjust tone and length for LinkedIn vs. job boards vs. internal postings
Commands
"Create a job description for [role title] on [team]"
"Generate screening criteria for this role"
"Build an interview question bank for [competency areas]"
"Create an evaluation rubric to compare final candidates"
Troubleshooting
Description too generic Specify: "Include 3 specific projects this person will own in their first 90 days."
Requirements list too long Ask: "Separate into 5 must-haves and 5 nice-to-haves maximum."
Missing culture context Add: "Our team values [principles]. Reflect this in the posting tone."