Job Posting Generator
Job descriptions live or die at two checkpoints: the applicant tracking system that parses them for keywords, and the candidate who reads them in 11 seconds before deciding to apply. scrb generates job postings tuned for both - ATS-parseable structured sections (about, responsibilities, requirements, benefits), inclusive language reviewed for coded terms that quietly filter out qualified candidates, salary transparency copy for jurisdictions that require it (California, Colorado, New York, Washington, and a growing list), and the kind of honest, specific framing that actually gets replies. No "rockstar ninja" cringe, no "fast-paced environment" code for unpaid overtime, no accidentally gender-coded verbs.
What scrb knows about job postings that a chat model doesn't
Generic AI writes job postings that sound fine on first read but fail under scrutiny - too many jargon-loaded buzzwords, missing salary range in jurisdictions that mandate it, requirements lists that over-specify (scaring away qualified candidates) or under-specify (generating unfiltered application volume). scrb's job-posting mode is engineered against the actual mechanics of modern hiring.
- Structured ATS-friendly sections: Job Title, About the Role (3-5 sentences), Responsibilities (bulleted, action-verb first), Requirements - split into "must-have" vs "nice-to-have," Benefits (specific, not generic), Compensation Range.
- Inclusive-language audit: the generation pass flags and replaces coded terms - "rockstar," "ninja," "aggressive," "dominant," "manpower," "young and energetic," "native English speaker" - that research shows reduce application rates from underrepresented candidates without improving quality.
- Salary transparency mode: required in CA, CO, NY, WA, IL, MD, RI, HI (as of 2026), recommended globally. scrb's output includes a compensation range section by default - you supply the band, scrb formats it correctly.
- Requirements calibration: scrb distinguishes between hard requirements (legally required credentials, locations with work-authorization needs, domain-specific licenses) and preferences. Over-specifying "5+ years" when 2 would do is the single biggest reason women and early-career candidates self-filter out.
- Remote / hybrid / on-site clarity: scrb always names the work model explicitly in the top 3 lines of the posting - "Fully remote (US, UK, EU)" or "Hybrid, 2 days in London HQ" - because this is the first thing 80% of candidates look for and the most common reason bad postings get skipped.
- Seniority framing: "Senior," "Staff," "Principal," "Lead," and "Manager" are used consistently with the responsibility set rather than as title inflation. Scrb's output won't call a role "Senior" if the actual responsibilities match a mid-level IC.
- Schema.org JobPosting markup: the JSON-LD output is Google-for-Jobs-compatible, so paste into your careers page source and it indexes correctly.
- EEO-aware: scrb adds a standard Equal Employment Opportunity clause when the posting is for a US-based role, and tailored equivalents for UK (Equality Act 2010), EU (EU directives), and Canada (CHRA).
Before / after: real examples
Generic AI output:
We're looking for a rockstar Senior Frontend Engineer to join our fast-paced, dynamic team! You'll be working in a cutting-edge environment building next-generation products. Must have 5+ years of React experience, deep knowledge of modern JavaScript, and a passion for pixel-perfect UI. Join us and make an impact!scrb output tuned for ATS + candidates:
Senior Frontend Engineer - Remote (US)Why this wins: the specific numbers (20 people, React 18, $1,500 L&D, 4% 401k match) signal a real company with real context. Generic copy signals either a mill-scale recruiter or a company that doesn't have its internal details sorted - both get skipped by strong candidates.
Compensation: $150,000-$180,000 USD base salary (posted in compliance with NY, CA, CO, WA law)
About the role
We're a 20-person company looking for a senior frontend engineer to own our React-based web app end-to-end: component architecture, performance, and the design-system work that makes the rest of the product move faster. You'll report to the CTO and work closely with design and backend. Fully remote within the US.
What you'll do
• Own the architecture and ongoing evolution of our React 18 + TypeScript frontend
• Partner with design on a shared component library and ship it to production
• Instrument and improve Core Web Vitals across the app
• Review PRs from the rest of the engineering team and mentor two mid-level engineers
• Participate in on-call rotation (~1 week every 8 weeks, frontend-only scope)
What we're looking for (required)
• 5+ years building production frontend applications, including at least 2 years in React
• Fluency with TypeScript, modern CSS (including CSS-in-JS tradeoffs), and build tools (Vite, Webpack, or similar)
• Experience shipping a non-trivial design system or component library
• Comfort working asynchronously across US time zones
Nice to have
• Experience with Next.js or a similar SSR framework
• Prior work at an early-stage company (Series Seed to A)
• Accessibility work (WCAG 2.1 AA, screen reader testing)
Benefits
• Health, dental, vision - 100% employer-paid premium for employee
• 401(k) with 4% match
• $1,500/year learning & conference budget
• Meaningful equity (we'll share our cap table at offer stage)
• 20 days PTO + public holidays + flexible sick leave
Equal opportunity
We're an equal opportunity employer and consider qualified applicants regardless of race, color, religion, sex, sexual orientation, gender identity, national origin, disability, or veteran status.
Generic AI output:
Join our innovative B2B SaaS company as a Marketing Manager! You'll lead exciting marketing initiatives, drive growth, and work with a passionate team. Manage content, SEO, and email campaigns. 3+ years of marketing experience required. Be the marketing rockstar we need!scrb output tuned for ATS + candidates:
Marketing Manager - Hybrid, London (2 days/week in our Old Street office, 3 days remote)Why this wins: the UK-specific compliance is baked in (Equality Act framing, right-to-work clause, Vitality named not a generic "private healthcare"), the responsibilities are sized to fit a realistic 3-YOE role, and the "please apply" line is now known to improve qualified-woman application rates by 15-20% in B2B SaaS specifically.
Compensation: £55,000-£70,000 per year + share options
About the role
This is a generalist marketing role at a ~15-person B2B SaaS company, reporting directly to the CEO. You'll own three channels end-to-end - content marketing, SEO, and lifecycle email - and manage one external copywriter who handles about 40% of our content output. You'll also set the quarterly marketing plan and budget with the CEO.
What you'll do
• Plan and ship 2-3 long-form pieces per week across the blog, guides, and comparison pages
• Run the SEO roadmap: keyword strategy, on-page SEO, internal linking, and technical audits (we work with an external agency for heavy tech-SEO lifts)
• Design and operate lifecycle email sequences (onboarding, retention, winback) in Customer.io
• Brief and review the external copywriter (~£1k/month retainer)
• Report on channel performance monthly against inbound MQL targets
What we're looking for
• 3+ years in a B2B SaaS marketing role - generalist background preferred over specialist
• Demonstrable track record running content and SEO programs (share two pieces you'd point to as your best work)
• Comfort with analytics tools (GA4, Mixpanel, or similar) enough to answer "why did X change?" without a data analyst
• Right to work in the UK
Nice to have
• Experience with Customer.io, Ortto, or a similar lifecycle platform
• Prior work at a Series Seed / Series A startup
• French or German fluency (we're expanding EU-wide next year)
Benefits
• Private health insurance (Vitality)
• 25 days annual leave + UK bank holidays + your birthday off
• £1,000/year personal development budget
• Meaningful share options
• Hybrid working from our Old Street office
Equality statement
We're committed to equal opportunity and explicitly encourage applications from underrepresented backgrounds. If you're unsure whether you meet the bar, please apply - we'd rather have the conversation.
FAQ
Will scrb's output pass ATS parsing (Greenhouse, Lever, Workday, Ashby)?
Yes. scrb outputs the job posting as structured sections - Title, About, Responsibilities, Requirements, Benefits, Compensation - with clear section headers the major ATS platforms recognize. If you paste into Greenhouse or Lever, each section lands in the right content block. For Workday, the output is plain enough to accept its stricter formatting. If you're self-hosting the careers page, use the schema.org JobPosting JSON-LD included in every generation so Google for Jobs indexes it.
Does scrb handle salary transparency requirements by jurisdiction?
Yes. For US roles, scrb includes a compensation range section by default, formatted to match the disclosure requirements in California, Colorado, New York (state + city), Washington, Illinois, Maryland, Rhode Island, Hawaii, and Vermont. You supply the range; scrb formats the disclosure text. For UK, EU, and Canadian roles, scrb uses the conventions appropriate to each jurisdiction (GBP base + benefits framing for UK, gross annual for most of EU, etc.).
How does the inclusive-language audit work?
After generating the initial draft, scrb runs a second pass that checks for coded terms - "rockstar," "ninja," "guru," "aggressive," "dominant," "manpower," "young," "digital native," "native English speaker," excessive "we" framing that implies fit-culture exclusion - and rewrites them. You can see the flagged substitutions in the output if you request the audit trace. The default setting does the substitutions silently.
Can scrb generate requirements that aren't over-specified?
That's the default. scrb splits requirements into "required" and "nice-to-have" - and puts the bar for "required" at the minimum a person could actually do the job, not the stacked-wishlist version. For seniority, scrb calibrates years-of-experience against the responsibility set you described: if the responsibilities are IC-scoped, scrb won't pad the requirements to "10+ years managing a team."
Does it support multi-language job postings?
Yes - scrb generates directly in 25+ languages. For international hiring, generate once per target market (e.g., same role in English, German, and French) and post each to the relevant job board. The inclusive-language audit is localized per language: German postings check for gender-specific formulations (Mitarbeiter*innen, /-in, or neutral phrasing), French checks for écriture inclusive conventions, etc.
How to plug scrb into your workflow
Hiring happens at very different cadences - a fast-growing 30-person company ships 2-3 postings a week, an agency places 200/month, a large HR team posts 50 internal roles per quarter. scrb fits each.
- Web app one-off: fill in a short intake (role, seniority, location, comp range, 3-5 responsibilities, remote/hybrid), get back a full posting. This is the fastest path for a single role.
- REST API + Greenhouse / Lever / Ashby integration: for hiring teams, plug scrb into the new-requisition step. Hiring manager files a requisition → scrb generates the public-facing posting → recruiter reviews and posts.
- Bulk CSV: for staffing agencies with high throughput, upload a list of open requisitions and generate postings in batch.
- Zapier / Make.com: connect Google Form intakes from hiring managers to scrb → auto-draft posting → Slack to recruiter for review.
Pricing
- Free: 5 postings/month - enough to test the tool on a couple of open roles.
- Starter ($9.99/month): 100 generations - ~20 job postings per month (with multiple revisions per role).
- Pro ($24.99/month): 500 generations + bulk CSV + REST API. Sized for a single growing company (~10 hires/month) or a small staffing agency.
- Business ($49.99/month): 3,000 generations - enterprise HR or mid-sized staffing agencies with 50+ monthly postings.