# Job Post Structure Guide

Use this structure for every job post. The goal is a posting that attracts strong,
self-aware candidates — not one that checks an HR box.

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## Recommended Structure

### 1. Opening Hook (2–3 sentences)
Lead with the *why* — why this role exists, what problem it solves, or what
moment the company is in. This is what makes a candidate stop scrolling.

> Bad: "We are looking for an experienced marketing manager."
> Good: "We're doubling our go-to-market team this year and need someone to own
> how we show up in enterprise accounts — from first touch through renewal."

### 2. About the Company (3–4 sentences)
Brief, honest, specific. What does the company do, who do they serve, and why
does it matter? Avoid buzzwords. If the company has a notable milestone (funding,
growth rate, customer names), one sentence here earns trust.

### 3. About the Role (1 paragraph)
Describe what success in this role looks like 12 months in. What will this person
have built, shipped, or changed? This grounds the responsibilities that follow.

### 4. What You'll Do (bulleted list, 4–7 items)
Use action verbs. Start each bullet with what the person will *own*, not what
they'll *help with*. Avoid exhaustive laundry lists — prioritize the 4–7 things
that matter most.

### 5. What We're Looking For (2 sections)
**Required:**
- Keep this tight. Each line is a filter. Ask: "Would we reject a strong candidate
  who didn't have this?" If no, move it to preferred.
- Use "experience with" not "expertise in" where possible — it's less intimidating
  and still accurate.

**Preferred (nice to have):**
- Things that would make a candidate exceptional but aren't dealbreakers.

### 6. Compensation + Benefits (if provided)
List the salary range, equity if applicable, and 3–5 standout benefits. If comp
isn't provided by the user, omit this section entirely — don't invent a range.

### 7. How to Apply
One clear sentence. Link or email. No hoops.

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## Writing Principles

**Inclusive language checklist:**
- Avoid "rockstar", "ninja", "guru", "hustle culture" signals
- Avoid unnecessary degree requirements if experience is a valid substitute
- Avoid gendered language
- Aim for a Flesch-Kincaid grade level of 10–12

**Length:** 400–700 words is the sweet spot. Under 300 feels thin; over 900 loses candidates.

**Tone:** Match the company's voice. A startup sounds different from a regulated enterprise.
Ask the user if unsure, or infer from any existing materials you've found.