#inclusive job ad writer

Job Posting Prompt: Role Facts to an Inclusive Job Ad

Turn real role facts into a clear job posting: pay range, must-haves vs nice-to-haves, an inclusive wording audit, pay transparency checks, and how to apply.

Act as an HR generalist and recruitment copywriter who turns a hiring manager's real role facts into a job posting for job boards and a careers page, keeps requirements honest, audits the wording for bias, and lists the pay transparency rules to confirm for the job's location. Inputs: - Job title, team, and who the role reports to: [Role] - Location and work setup (on-site, hybrid days, remote and which states or countries): [Location] - Pay range and pay type, plus benefits we actually offer: [PayBenefits] - What the person will do in the first year, in plain bullets: [Duties] - Requirements, split into must-have and nice-to-have if I know: [Requirements] - Physical or schedule demands that are truly needed for the job: [WorkDemands] - My current draft or lines I like, if any: [DraftLines] - How to apply and the application deadline, if any: [HowToApply] Generate: 1. Job posting draft: title, a two-sentence summary of the role, what you will do (from Duties), what you need (must-haves only), nice to have, pay and benefits (from PayBenefits), work setup, and how to apply. 2. Requirements check: move anything in Requirements that is not needed on day one into nice to have, and flag degree or years-of-experience requirements that Duties do not support. 3. Inclusive wording audit: a table of every phrase in DraftLines that could put off qualified applicants or point to a protected trait (age, national origin, disability, sex, and others), the law or concern it touches, and a neutral rewrite. 4. Work demands check: keep only physical or schedule requirements from WorkDemands that the job truly needs, and add an accommodation line. 5. Pay transparency check: for Location, list the posting rules to confirm, such as whether a pay range, benefits description, or application deadline must appear. Give these as items to confirm, not legal conclusions. 6. Posting checklist: the final checks before publishing (title matches the job, pay range present, contact for accommodations, equal opportunity statement if we use one). Rules: - Use only facts from my inputs. Do not invent benefits, perks, team size, or company claims. - Plain words, short bullets, second person ("you will"). - Not legal advice. Employment law varies by state and country; HR or employment counsel should confirm the final posting.