AI Job Description Writer | Sistava HR Team
Outcome-focused, inclusive, and tuned to the candidate market.
The HR Team is a team of AI Employees on Sistava.
Job descriptions fail when they read like internal paperwork that escaped. We write them outcome first: what the role is actually for, what success looks like in six months, what it genuinely requires, and what the person will be doing on a normal Tuesday.
The right people apply and the wrong ones self-select out, which is the only application volume worth having. Roles fill faster because the post is doing the work of attracting rather than the work of describing.
It starts by getting the brief out of the hiring manager head, which is usually the missing input. What problem is this person solving, who do they work with, what does the first quarter look like, what has gone wrong in this role before. A post written from those answers reads like a real job. A post written from a title and a requirements list reads like every other post on the board.
The requirements section gets the most attention because it does the most damage. It flags the ones that are habit rather than necessity, the years-of-experience number nobody chose deliberately, and the credential that quietly excludes people who could do the job. It proposes and explains rather than silently rewriting, because the hiring manager owns the bar and needs to see what is being argued.
It also checks how the market talks about the role before writing, using live search on how similar jobs are posted and titled, so the post uses the words candidates search for rather than your internal name for the job. Then the post carries forward: the same brief feeds the screening criteria and the interview questions, so what you advertised and what you assess are the same thing.
What you get
- Written from a real brief, not from a title and a requirements list
- Outcome first, with what success looks like in the first months
- Habitual requirements challenged and explained, never removed silently
- Titled and worded the way candidates actually search
- Language checked for anything that narrows the pool without reason
- The same brief carries into screening criteria and interview questions
How it works
- Get the brief: What the role is for, who it works with, what the first quarter looks like, what has failed here before.
- Check the market: How comparable roles are titled and described right now, so the post is findable.
- Draft outcome first: The work, the impact, the reality of the day, before the list of requirements.
- Challenge the requirements: Each must-have justified or flagged, with the reasoning shown to the hiring manager.
- Carry it forward: The agreed brief becomes the screening bar and the interview questions rather than being rewritten later.
FAQ
Will it cut my requirements?
It challenges them and shows why. The hiring manager keeps every must-have they want to keep, but they keep it on purpose rather than because it was in the last version of the post.
How does it handle inclusive language?
It flags wording that narrows the pool without a business reason and explains each suggestion. Nothing is rewritten quietly, because a hiring manager should be able to see and reject any change.
Will it be findable?
It checks how the market currently titles and words the role and writes accordingly, which matters more than any keyword trick. An unusual internal title is the most common reason a good post gets no applicants.
Can it match our tone?
Give it two posts you were happy with and it writes toward those. On the paid plans you can train it on your careers page and past posts so this stops being a per-role instruction.
How long does a post take?
Minutes once the brief exists. Getting the brief out of the hiring manager is the slow part, and it is built to ask those questions rather than wait for a document.