Most postings are written for the hiring manager rather than the reader. They open with company history, list twenty requirements without saying which matter, never mention pay, and describe the team's energy instead of the work. Each of those is a small reason for a good candidate to close the tab, and none of them show up in your applicant count — you simply never hear from the people who left.
The fixes are usually mechanical. State a range. Say where the job is. Describe a normal week. Split must-haves from nice-to-haves. Cut the words that describe a mood rather than a job. This grader points at whichever of those apply to the posting in front of you.
- What does the job description grader check?
- Seven things: whether the posting is long enough to judge the role but short enough to finish, whether it states pay, whether it describes the actual work rather than only listing requirements, whether the requirements list has grown too long, whether location or work mode is stated, whether the wording is hype-driven, age-coded or gender-coded, and whether it says what happens after applying.
- Does it use AI?
- No. It is a rule-based checklist that runs in your browser. That is deliberate — if you are deciding whether to rewrite a posting, you need to see which rule caused a deduction so you can disagree with it. A number produced by a model you cannot inspect is not actionable.
- Is my job description stored or sent anywhere?
- No. The check runs entirely in your browser, so an unpublished requisition never leaves your machine.
- Why does not stating salary cost so many points?
- It is among the most common reasons candidates skip a posting, it causes late-stage dropouts when expectations do not meet, and pay disclosure is now legally required in a growing number of jurisdictions. A wide range beats no range.
- Why does a long requirements list lower the score?
- Long undifferentiated lists are read literally by exactly the candidates you least want to lose — people who will not apply unless they meet every line. Splitting into essential and nice-to-have widens the pool without lowering the bar.
- Is a high score a guarantee the role will fill?
- No, and it is worth being blunt about that. This is a checklist. It does not know your market, your compensation band, your employer brand or how many similar roles are open nearby. It removes avoidable friction; it does not create demand.
