AI job description generator without the bias language.
Skip the boilerplate every JD on the careers page already uses. AI job description generator writes postings that read like the role exists, not a template.
Trusted by leading teams worldwide
Why internal HR templates keep recycling the same dozen exclusionary phrases.
Internal HR templates inherit decade-old phrasings that quietly narrow applicant pools. 'Rockstar developer' cuts older applicants and reads as bro-coded. 'Native English speaker' is illegal in most jurisdictions and unnecessary in nearly all of them. 'Must be a self-starter who thrives in a fast-paced environment' is filler that means nothing and reads as bait-and-switch. 'Recent grad welcome' on a role requiring five years of experience signals the hiring manager hasn't read the JD they wrote. The helper drafts against all of these. Roles get described by responsibilities and required skills, not by personality traits or coded language. The remote-versus-hybrid-versus-onsite question lands at the top of the JD, not buried at the bottom after the applicant has already imagined themselves in the role. Compensation ranges follow whatever local law requires.
Drafting JDs that actually attract the right candidates
Penn is more than just an AI product name generator.
Create several versions of new copy for A/B testing or comparison.
Key Generation Features of Soshie
eCommerce Manager
Drives online sales growth through strategy, data, and innovation.
Business
Strategist
Shapes company direction through analysis, planning, and vision.
Customer
Support
Ensures client satisfaction by resolving issues quickly.
Data
Analyst
Transforms raw information into insights guiding business decisions.
Where the AI job description generator strips the bias language internal templates keep recycling.
HR templates carry carrylines from a decade ago that nobody on the team noticed were exclusionary. The helper filters them by default: replaces 'rockstar' and 'ninja' with skill descriptions, drops 'native English speaker' for 'fluent English required,' substitutes filler personality traits with real responsibilities. Compensation transparency follows whatever local law actually requires. Brain AI keeps your house JD conventions, the roles you've hired for before, and the candidate profiles that worked out so the next JD inherits institutional knowledge instead of starting from a generic template.
JDs for hiring teams who want qualified applicants in the pipeline.
Hiring for technical roles across seniority levels.
Engineering JDs slide easily into excluding language with 'rockstar,' 'ninja,' and 'thrives in chaos.' The helper drafts technical JDs by skill and responsibility rather than personality coding.
Hiring for cross-functional or new-category roles.
New roles in new categories don't have established templates. The helper drafts JDs by translating the role's actual scope into responsibilities and skills, instead of copying the closest existing JD.
Hiring teams optimizing for inclusion metrics.
DEI-focused hiring requires JDs that don't quietly exclude. The helper filters the usual offenders during structural drafting rather than relying on a final-pass edit for inclusion review.
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Helpers of the month, every month.
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So that's Penn.
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AI Job Description FAQs
Most JD failure happens before recruiting starts. The phrasing in the posting determines who applies, and the wrong phrasing rules out the candidates you wanted to hire.
Does the AI job description generator handle compliance with pay-transparency laws?
Yes for the major jurisdictions: California, Colorado, New York, Washington, Maryland in the US, plus the EU pay-transparency directive. Tag the location and the helper includes the required salary range disclosure. For jurisdictions outside this list, verify the local requirement separately.
Can the AI job description generator handle engineering, sales, design, and ops roles?
Yes. Each category has its own conventions and vocabulary. Engineering JDs lean technical specs. Sales JDs lean on quota and territory. Design JDs lean on portfolio expectations. Ops JDs lean on process improvement. Tag the category and the helper drafts within those conventions.
How does the AI job description generator avoid the 'rockstar' personality-coded JDs?
Ban the personality traits explicitly in the brief: rockstar, ninja, guru, thrives in chaos, fast-paced environment, work hard play hard. The helper routes around any list. Personality coding is what makes JDs read as bait-and-switch; banning it forces the helper to describe the actual role.
Can the AI job description generator draft JDs that hold up under EEOC review?
Yes. The helper avoids the language EEOC reviews flag: age coding, gender coding, ability assumptions, language requirements that exceed the role. For high-stakes hiring (executive search, government contracts), have legal review the final JD before posting.
Does the AI job description generator handle internal versus external postings differently?
Yes. Internal postings can reference team-specific context the external posting cannot. The helper drafts both versions from the same brief if you specify them. Useful for roles being posted both ways simultaneously where the context differs between audiences.
How do I keep AI job description generator output consistent across many JDs?
Upload three to five JDs that resulted in good hires to Brain AI. The helper mirrors your house style: how you describe the company, how you frame benefits, how you talk about the team. Brain AI keeps the conventions consistent across the year of hiring.