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Original

English
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Translation

Chinese

Job Description

职位描述

When to Use

何时使用

Activate when the user asks to create a new job posting, rewrite an existing one, or get feedback on a draft JD. Also activate when the user is preparing to hire for a new role and needs to define it clearly before sourcing candidates.
当用户要求创建新的职位发布内容、重写现有职位描述，或对职位描述草稿获取反馈时激活。当用户准备为新职位招聘，并希望在寻找候选人之前清晰定义该职位时，也应激活。

Context Required

所需上下文

  • From startup-context: Company name, mission statement, stage/funding, tech stack (for eng roles), team size, remote/hybrid/onsite policy, benefits, and equity structure.
  • From user: Role title, reporting structure, seniority level, key responsibilities, must-have vs. nice-to-have qualifications, compensation range (or willingness to include one), and hiring timeline.
  • 来自 startup-context： 公司名称、使命宣言、发展阶段/融资情况、技术栈（适用于工程岗位）、团队规模、远程/混合/现场办公政策、福利以及股权结构。
  • 来自用户： 职位名称、汇报关系、资历级别、核心职责、必备资格与加分资格、薪酬范围（或是否愿意提供），以及招聘时间安排。

Workflow

工作流程

  1. Clarify the role — Ask the user what problem this hire solves. A JD should start from business need, not a generic title. Confirm level, scope, and team placement.
  2. Draft the hook — Write a 2-3 sentence opening that connects the company mission to why this role matters right now. Avoid generic openers like "We are looking for a rockstar..."
  3. Structure the body — Organize into five sections: Mission & Impact, What You'll Do (6-8 bullets), What You Bring (5-7 bullets split into must-have and nice-to-have), What We Offer, and How to Apply.
  4. Apply anti-pattern checks — Scan the draft for corporate jargon, unrealistic requirement stacking, gendered language, and exclusionary phrasing. Flag and fix.
  5. Add startup-specific framing — Emphasize ownership, speed of impact, equity upside, learning velocity, and access to leadership. These are startup advantages over big-co offers.
  6. Review comp and inclusivity — Ensure compensation transparency (range or "we'll share in first conversation"). Confirm language passes inclusive-language guidelines.
  7. Final polish — Tighten to a scannable length (400-700 words). Ensure the tone matches the company voice from startup-context.
  1. 明确职位 — 询问用户此次招聘要解决什么问题。职位描述应从业务需求出发，而不是套用笼统的职位名称。确认职级、职责范围和团队归属。
  2. 起草开场 — 撰写 2–3 句开场内容，将公司使命与该职位在当前阶段的重要性联系起来。避免使用“我们正在寻找一位超级明星……”之类的笼统开场。
  3. 组织正文 — 分为五个部分：使命与影响、你会做什么（6–8 个要点）、你带来什么（5–7 个要点，并区分必备条件与加分条件）、我们提供什么，以及如何申请。
  4. 检查反模式 — 检查草稿中是否包含企业黑话、不切实际的要求堆砌、性别化语言和排斥性措辞，并标记并修正这些问题。
  5. 加入初创公司特色 — 强调自主负责、快速产生影响、股权潜在收益、快速学习以及与领导层直接沟通。这些是初创公司相比大厂职位 offer 的优势。
  6. 审查薪酬与包容性 — 确保薪酬信息透明（提供范围，或说明“首次沟通时告知”）。确认措辞符合包容性语言准则。
  7. 最终润色 — 精简至便于快速浏览的长度（400–700 字）。确保语气符合 startup-context 中的公司风格。

Output Format

输出格式

A complete, ready-to-post job description in markdown with the following sections:
  • Title and location/remote line
  • Opening hook (2-3 sentences)
  • About Us (3-4 sentences)
  • What You'll Do (bulleted list)
  • What You Bring (must-haves and nice-to-haves, clearly separated)
  • What We Offer (bulleted list)
  • How to Apply (1-2 sentences with clear next step)
使用 Markdown 编写完整、可直接发布的职位描述，并包含以下部分：
  • 标题以及地点/远程说明
  • 开场引子（2–3 句）
  • 关于我们（3–4 句）
  • 你会做什么（项目符号列表）
  • 你带来什么（明确区分必备条件与加分条件）
  • 我们提供什么（项目符号列表）
  • 如何申请（1–2 句，包含明确的后续步骤）

Frameworks & Best Practices

框架与最佳实践

The HERO Structure

HERO 结构

  • Hook: Why this role matters to the mission right now
  • Expectations: What the person will actually do day-to-day
  • Requirements: What they genuinely need to succeed (not a wish list)
  • Offer: What the company gives back (comp, equity, growth, culture)
  • Hook： 此职位为何在当前阶段对公司的使命至关重要
  • Expectations： 这个人日常实际会做什么
  • Requirements： 成功完成工作真正需要具备的条件，而不是一份愿望清单
  • Offer： 公司能够给予什么（薪酬、股权、成长机会和文化）

Anti-Patterns to Avoid

应避免的反模式

  • Requirement inflation: Listing 15+ requirements signals you don't know what you need. Keep must-haves to 4-5.
  • Corporate jargon: "Synergy," "leverage," "fast-paced environment" are empty. Use concrete language.
  • Gendered language: Avoid "ninja," "rockstar," "aggressive." Use tools like the Gender Decoder or Textio guidelines as a reference.
  • Years-of-experience gates: "7+ years of React" excludes strong candidates. Prefer demonstrated capability over tenure.
  • Hidden role: If the job is actually three jobs, split it or be honest about the breadth.
  • 要求膨胀： 列出 15 项以上要求会让人觉得你并不清楚实际需要什么。必备条件应控制在 4–5 项。
  • 企业黑话： “协同效应”、“杠杆作用”和“快节奏环境”等说法都毫无实际信息，应使用具体语言。
  • 性别化语言： 避免使用“忍者”、“超级明星”和“咄咄逼人”等措辞。可参考 Gender Decoder 或 Textio 准则。
  • 工作年限门槛： “7 年以上 React 经验”会排除能力强且符合要求的候选人。相较于工作年限，应优先考察已展现的能力。
  • 隐性扩张职位： 如果这个职位实际上涵盖三个岗位的工作内容，应将其拆分，或坦诚说明其职责范围。

Inclusive Language Guidelines

包容性语言准则

  • Use "you" instead of "the ideal candidate" to feel inviting rather than evaluative.
  • Replace "requirements" with "what you bring" to reduce self-screening by underrepresented candidates.
  • Include an explicit encouragement to apply even if not a 100% match (research shows this matters for women and minority applicants).
  • State accommodation availability for the interview process.
  • 使用“你”而不是“理想候选人”，让语气更友好，而不是像在评估对方。
  • 将“任职要求”替换为“你带来什么”，减少代表性不足候选人的自我筛选。
  • 明确鼓励即使并非 100% 符合所有条件的人也应申请（研究表明，这对女性和少数族裔申请者尤其重要）。
  • 说明面试流程中可以提供合理便利（accommodation）。

Compensation Transparency

薪酬透明度

  • Include a salary range. Listings with ranges get significantly more applicants.
  • If equity is offered, state the range in percentage or share count and mention the vesting schedule.
  • Name benefits explicitly rather than saying "competitive benefits package."
  • 列出薪酬范围。提供薪酬范围的职位通常会获得明显更多的申请。
  • 如果提供股权，应说明股权比例或股份数量范围，并提及归属安排（vesting schedule）。
  • 明确列出具体福利，而不是笼统地写“有竞争力的福利待遇”。

Startup-Specific Framing

初创公司特色表达

  • Impact: "You'll be one of the first 10 engineers shaping the product architecture."
  • Ownership: "You'll own the entire lifecycle of features, from design through production monitoring."
  • Equity: "We offer meaningful equity because early employees take real risk and deserve real upside."
  • Growth: "As we scale from 10 to 50, you'll grow into a leadership role if you want it."
  • 影响力： “你将成为最早加入的 10 名工程师之一，参与塑造产品架构。”
  • 自主负责： “你将负责功能的整个生命周期，从设计直到生产环境监控。”
  • 股权： “我们提供有意义的股权，因为早期员工承担真实风险，也理应获得真实收益。”
  • 成长： “随着公司规模从 10 人扩大到 50 人，如果你愿意，你将成长为领导者。”

Related Skills

相关技能

  • interview-kit
    — After posting the JD, design the interview loop and scorecards for this role.
  • sourcing-outreach
    — Use the JD as the basis for personalized outreach messages to passive candidates.
  • employer-brand
    — Ensure the JD tone and content align with your careers page and employer brand narrative.
  • interview-kit
    — 发布职位描述后，为该职位设计面试流程和评分表。
  • sourcing-outreach
    — 以职位描述为基础，为非主动求职候选人编写个性化外联消息。
  • employer-brand
    — 确保职位描述的语气和内容与招聘页面及雇主品牌叙事一致。

Examples

示例

Prompt: "We need to hire our first product designer. We're a 12-person B2B SaaS startup, Series A, remote-first."
Good output snippet:
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提示词： “我们需要招聘首位产品设计师。我们是一家 12 人的 B2B SaaS 初创公司，处于 Series A 阶段，采用 remote-first 模式。”
优秀输出片段：
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Product Designer — Remote (US/Canada time zones)

产品设计师 — 远程（美国/加拿大时区）

Join Acme as our founding designer and shape the product experience from the ground up. You won't be handed a pixel-perfect spec — you'll partner directly with engineering and customers to figure out what to build and how it should feel.
加入 Acme，成为我们的创始设计师，从零开始塑造产品体验。你不会拿到一份像素级精确的规格说明；你将与工程团队和客户直接合作，共同决定要构建什么，以及产品应呈现怎样的体验。

What You'll Do

你会做什么

  • Own the end-to-end design process for our core B2B platform
  • Run discovery calls with customers weekly to ground designs in real workflows
  • Build and maintain our design system as the foundation for a future team
  • Collaborate async-first with engineering using Figma and Loom ...

**Prompt:** "Review this JD for red flags."

**Good output snippet:**
Issues found:
  1. "Must have 10+ years in Python" — This filters out strong mid-career candidates. Consider "deep fluency in Python" instead.
  2. "Fast-paced environment" — This is vague. Replace with something concrete: "We ship weekly and iterate based on customer feedback."
  3. No salary range listed — Adding a range will increase your applicant pool significantly.
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  • 负责 B2B 核心平台端到端的设计流程
  • 每周主持客户需求探索访谈，让设计以真实工作流为依据
  • 构建并维护我们的设计系统，为未来团队奠定基础
  • 使用 Figma 和 Loom，以 async-first 方式与工程团队协作 ...

**提示词：** “审查这份职位描述，找出潜在问题。”

**优秀输出片段：**
发现问题：
  1. “必须具备 10 年以上 Python 经验”——这会筛掉能力强的中期职业候选人。可改为“深入熟练掌握 Python”。
  2. “快节奏工作环境”——表述模糊。替换为具体描述：“我们每周发布版本，并根据客户反馈迭代。”
  3. 未列出薪资范围——补充范围将显著扩大申请者群体。
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