HIRING · Updated June 19, 2026
Eight blocks, prompts for each, and a real example beside every one. Copy the structure below — or let RoleHive's generator fill it in from a one-sentence brief.
Pair this with the five rules for great JDs and the pay transparency checklist before publishing.
Paste this into your doc, ATS, or LinkedIn editor and fill in the bracketed prompts. The order matters — keep compensation and outcome above the responsibilities list.
## Headline + outcome [Role title] In your first 90 days, you'll [primary outcome] — moving [metric] from [X] to [Y]. ## Pay, level, location [$min]–[$max] base + [equity range] · [Level / IC band] · [Remote / Hybrid / On-site, with location] ## What you'll do • [Verb] [scope] to [outcome] • [Verb] [scope] to [outcome] • [Verb] [scope] to [outcome] ## Must-haves • [Specific capability] — e.g. [evidence we'd recognize] • [Specific capability] — e.g. [evidence we'd recognize] ## Nice-to-haves • [Bonus skill] • [Bonus skill] ## How we work The team is [size] [functions]. We [cadence]. You'll report to [manager]. ## Hiring process Apply with [résumé / portfolio]. We reply within [N] business days. Loop: [step 1] → [step 2] → [step 3]. Decision within [N] days of the final round. ## Company + benefits [One sentence on what the company does and who it serves.] Benefits: [healthcare], [retirement], [PTO], [equipment stipend].
A prompt, the template line, a worked example, and one tip per section.
01 · Headline + outcome
Role title + one-sentence outcome the person will own in the first 90 days.
TEMPLATE
[Role title] In your first 90 days, you'll [primary outcome] — moving [metric] from [X] to [Y].
EXAMPLE
Senior Product Designer In your first 90 days, you'll own the onboarding redesign — moving activation from 38% to 55%.
TIP · Cut the company boilerplate. The first 80 words decide whether candidates keep reading.
02 · Pay, level, location
Good-faith pay range, level, working pattern, and any geographic requirements.
TEMPLATE
[$min]–[$max] base + [equity range] · [Level / IC band] · [Remote / Hybrid / On-site, with location]
EXAMPLE
$165k–$190k base + 0.05–0.10% equity · Senior IC (L5) · Remote within US/Canada, quarterly on-sites in NYC.
TIP · Required in CA, CO, NY, WA, IL, MD, NJ, MA, MN, VT and DC. See the pay transparency guide.
03 · What you'll do
4–6 concrete responsibilities written as verbs the person will actually do this quarter.
TEMPLATE
• [Verb] [scope] to [outcome] • [Verb] [scope] to [outcome] • [Verb] [scope] to [outcome]
EXAMPLE
• Own the end-to-end redesign of the onboarding flow • Partner with two engineers and the growth PM weekly • Run quarterly usability research on activation friction
TIP · Each line should tie back to the headline outcome.
04 · Must-haves
4–6 capabilities tied to outcomes — skills and demonstrated work, not years.
TEMPLATE
• [Specific capability] — e.g. [evidence we'd recognize] • [Specific capability] — e.g. [evidence we'd recognize]
EXAMPLE
• Shipped a B2B SaaS onboarding flow end-to-end • Fluent in Figma and comfortable jumping into Linear with engineers • Data-literate — you can read a funnel chart and form a hypothesis
TIP · Drop "5+ years" if a portfolio or skill describes the bar more accurately.
05 · Nice-to-haves
Optional skills that help but don't filter people out.
TEMPLATE
• [Bonus skill] • [Bonus skill]
EXAMPLE
• Background in PLG or self-serve products • Prior exposure to design systems work
TIP · Keep short. Long nice-to-have lists shrink your qualified applicant pool.
06 · How we work
Team shape, meeting cadence, async vs sync, in-office expectations.
TEMPLATE
The team is [size] [functions]. We [cadence]. You'll report to [manager].
EXAMPLE
The design team is three people inside a 40-person product org. We ship weekly, do async standups, and meet in person once a quarter. You'll report to the Head of Design.
TIP · Match the voice you use in Slack, not a 2014 careers page.
07 · Hiring process
Loop, who's involved, total time commitment, decision SLA.
TEMPLATE
Apply with [résumé / portfolio]. We reply within [N] business days. Loop: [step 1] → [step 2] → [step 3]. Decision within [N] days of the final round.
EXAMPLE
Apply with a résumé or LinkedIn. We reply within 5 business days. Loop: 30m with hiring manager → 45m portfolio review → 60m collab session with two teammates. Decision within 5 days.
TIP · Cut every form field you don't truly need.
08 · Company + benefits
Short. Link to a careers page for the long version.
TEMPLATE
[One sentence on what the company does and who it serves.] Benefits: [healthcare], [retirement], [PTO], [equipment stipend].
EXAMPLE
RoleHive helps growing teams ship compliant, on-voice job descriptions in minutes. Full healthcare, 401(k) match, unlimited PTO with a 3-week floor, $1,500 home office stipend.
TIP · Anything longer belongs on a separate careers page.
AI SHORTCUT
RoleHive's JD generator takes a one-sentence brief, fills in every block of the template above, applies the active state's pay-disclosure rule, runs an inclusive-language pass, and hands you a ready-to-publish draft in under 10 minutes.
Yes. Copy the structure below into any doc or use the RoleHive JD generator to fill it in automatically from a one-sentence brief.
Eight: a headline + outcome, pay/level/location, what you'll do, must-haves, nice-to-haves, how the team works, the hiring process, and a short company + benefits paragraph. The order matters — compensation should appear before the responsibilities list.
350–600 words. Short enough that a candidate can read it on a phone in under three minutes; long enough to communicate outcome, must-haves, comp, and process.
In California, Colorado, New York, Washington, Illinois, Maryland, New Jersey, Massachusetts, Minnesota, Vermont and DC, yes — see the pay transparency guide. Everywhere else, posting pay still roughly doubles qualified applicant flow.
Yes — it's a structure, not a script. Keep the section order and headers; rewrite the prompts for the level and function you're hiring.