What should a job description include?

Six things: the position title, a short intro covering the company and team, what the person will do, what they need to bring, the pay range, and how your hiring process works. That last section gets skipped the most and appreciated the most. Candidates apply more readily when they know what happens after they hit submit.

How long should a job description be?

Shorter than most. Aim for roughly 300 to 600 words: a tight opener, five or six responsibilities, four to six must-haves, pay, and process. Candidates skim postings in seconds, so a clear structure does more work than extra words.

Should you include the salary range?

Yes. A range attracts candidates who are actually in your budget, and a growing list of US states requires pay disclosure on job postings. If the role can be worked remotely, check the rules everywhere a candidate could sit, not just where your office is.

What's the difference between responsibilities and requirements?

Responsibilities describe the work, meaning what this person will spend their days doing. Requirements describe the evidence, meaning what they need to walk in with to do that work. If a line is about the job, it's a responsibility. If it's about the person, it's a requirement.

How do I make a job description inclusive?

Use a plain title people actually search, cut culture-coded phrases like 'rockstar' and 'work hard, play hard', and keep the must-have list short, because long requirement lists discourage qualified candidates from applying. State the pay range. Describe the work as it is, not an imagined ideal person.

Do you store what I type into the generator?

No. The description is assembled in your browser and nothing you type is stored or sent to us. We count anonymous events like copies and prints, never the text.

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Job description generator

Fill in the position, the work, and the pay. You get a clean, structured job description you can copy into any job board or print. No sign-up. Nothing you type is stored or sent.

Describe the position

Position title Team or department Location Work setup Employment type

Pay range

Postings that include a range draw more qualified candidates, and a growing list of US states requires pay disclosure. Share it if you can.

About the company Two or three sentences. What the company does and one reason to care. Responsibilities One per line. Start each with a verb. Five or six beats ten. Must-have requirements One per line. Every must-have cuts your pool. Four to six is plenty. Nice-to-haves (optional) One per line. Wants live here so the must-have list stays honest.

Live preview

Customer support specialist

Customer experience · Portland, OR · Hybrid · Full-time

Northwind Coffee roasts and ships specialty coffee from Portland, Oregon. We run three cafes, an online store, and a monthly subscription, and we answer every customer email ourselves. We're hiring a customer support specialist to join our customer experience team. This is a full-time hybrid role based in Portland, OR.

What you'll do

Answer customer emails and chats about orders, shipping, and subscriptions
Troubleshoot order issues and own them through to resolution
Track recurring problems and flag them to the team that can fix the cause
Keep help articles and saved replies accurate as things change
Spot chances to turn a one-time buyer into a regular

What you'll need

Two or more years in a customer-facing role
Clear, warm writing (most of this job happens in email)
Comfort working across several conversations and tools at once
A calm, curious approach when a customer is unhappy

Nice to have

Experience with help desk tools like Zendesk or Help Scout
An interest in coffee (you'll be around plenty of it)

Pay and benefits

This is a full-time position with a pay range of $45,000 to $55,000 per year. We share the range up front so you can decide if it works before you apply.

How we hire

We keep the process short and tell you where you stand at each step. You apply, complete a short screening step, and interview with the team. Then we make a decision and let you know either way.

Nothing you type is stored or sent. The description is assembled in your browser.

Free job description generator, hiretruffle.com/tools/job-description-generator

What a job description is actually for

Most job descriptions are task inventories. Every duty the role has ever touched, in no particular order, capped with a requirements list long enough to disqualify the person currently doing the job.

A posting has a different job. It filters in. The right candidate should read it and think "that's me." The wrong candidate should read it and move on without applying. Both outcomes save you screening time, and the second one is the underrated half.

So write for the candidate you want, not for completeness. Lead with what the company actually does, describe the work in five or six concrete lines, keep the must-have list honest, and say what the role pays. This generator holds that shape for you, and it flags culture-coded phrases like "rockstar" and "ninja" if they sneak in.

The must-have trap

Requirements are where good postings go to die. Each must-have you add cuts your candidate pool, because people who miss a single line often rule themselves out, including ones who'd do the job well.

Apply one test: would you reject an otherwise great candidate for missing this on day one? If yes, it's a must-have. If you'd shrug and train them, it's a nice-to-have. Years-of-experience counts and tool checklists usually fail the test.

Four to six must-haves covers most roles. If your list runs longer, you're not describing the role anymore. You're describing the last person who held it.

Why you should include the pay range

Two reasons, one practical and one legal. The practical one: a range filters quietly. Candidates who need more than you can pay skip the posting, so fewer of your interviews die at the offer stage. A missing range increasingly reads as "the number is low." The range doesn't have to be narrow. It has to be honest.

The legal one: a growing list of US states and cities now requires pay ranges on job postings. If you hire remote, the rules can apply based on where the candidate sits, not where your office is. Check the requirements everywhere the role could be worked, then publish the range anyway. It's where postings are heading.

FAQ

Frequently asked questions

What should a job description include?

Six things: the position title, a short intro covering the company and team, what the person will do, what they need to bring, the pay range, and how your hiring process works. That last section gets skipped the most and appreciated the most. Candidates apply more readily when they know what happens after they hit submit.
How long should a job description be?

Shorter than most. Aim for roughly 300 to 600 words: a tight opener, five or six responsibilities, four to six must-haves, pay, and process. Candidates skim postings in seconds, so a clear structure does more work than extra words.
Should you include the salary range?

Yes. A range attracts candidates who are actually in your budget, and a growing list of US states requires pay disclosure on job postings. If the role can be worked remotely, check the rules everywhere a candidate could sit, not just where your office is.
What's the difference between responsibilities and requirements?

Responsibilities describe the work, meaning what this person will spend their days doing. Requirements describe the evidence, meaning what they need to walk in with to do that work. If a line is about the job, it's a responsibility. If it's about the person, it's a requirement.
How do I make a job description inclusive?

Use a plain title people actually search, cut culture-coded phrases like 'rockstar' and 'work hard, play hard', and keep the must-have list short, because long requirement lists discourage qualified candidates from applying. State the pay range. Describe the work as it is, not an imagined ideal person.
Do you store what I type into the generator?

No. The description is assembled in your browser and nothing you type is stored or sent to us. We count anonymous events like copies and prints, never the text.

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The description brings candidates in. The screen tells you who's real.

This generator writes the posting. Truffle handles what the posting brings back. Truffle is a candidate screening platform that combines resume screening, one-way video interviews, and talent assessments. Set your criteria once and every candidate gets screened against them. AI scores resumes, transcribes one-way interview responses, and surfaces 30-second Candidate Shorts, so the application wave turns into a shortlist you can defend. You decide who gets your time.

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