User Guide
It’s important you read this. Or, open it in a different tab and refer to it while creating your 1st ad.
If you want to get the most from this job advert tool, you must embrace the central ethos that drives it.
That for a job advert to be most effective, it must make the right candidates want to find out more. If you’d like more context, please read this.
This AI tool assumes you’ve taken a good job brief, know the job/company well, or both.
If not, your job ad will still look good, but might be unsubstantiated or inaccurate.
Creating your job ad will take between 5-10 mins.
The more prepared you are, the less time it takes. Most of that time will be spent giving me the information needed to create something the right people will want to read. Once I have that, your ad will be with you in under 60 seconds.
Then, it’s yours to do what you want with.
You might decide to edit the job title, the salary range, the CTA (call to action) or even the way parts of it are worded. But you shouldn’t change the way it is structured.
If you’re interrupted and need to come back to it later, just click ‘Save Draft’.
Here are the 7 steps to creating your job advert:
1. The Basics
Job Title: Keep this as simple as possible. Use titles that contain words you think your target candidates might search for or might cause them to stop and look if they saw it via an email, InMail or on social media. You can edit this in the final version.
Remote/Hybrid: The ability to work from home or remotely is important to a lot of people, so be very clear on this. If you’re not, your job ad will get fewer views. You can edit this in the final version.
Location: This can be anywhere you specify. Usually, it’s where the workplace is and where the candidate would be based, at least part of the time if the job has a WFH option. You can edit this in the final version and will probably need to be, depending on where the ad is being posted, and how often.
Salary range: You must put a salary range, even if you decide to change or delete it on the final version. But please remember; if your ad does not carry any salary indicators, it will lose a big chunk of readership from the people it is trying to attract. For hourly paid jobs, just enter the hourly rate, or range.
2. Job Details
Job Purpose: This only needs to be 1 or 2 sentences that give a broad overview of the job. It’s the big-picture before the detail later.
Main Responsibilities: If you need to spell out what the candidate would typically be doing day-to-day, try to only include the critical tasks and responsibilities. Avoid meaningless responsibilities like “attend meetings when necessary” or “communicate effectively with other departments”.
Essential Requirements: These are the must-have, non-negotiable criteria the candidate would need to be able to do the job. They should all be knowledge, experience or skills based. No soft skills Adding soft skills does nothing to increase someone’s interest. Experienced salespeople don’t need to be told they’ll need “strong communication skills” and experienced engineers, analysts or finance people will probably have “good attention to detail”.
Company Overview: If you’re a TA, your job ad will have your company’s name on it. Most people who are potentially interested will visit the company website, LinkedIn or Glassdoor. Which means you don’t need to put more than a couple of sentences that give a quick snapshot of the company’s size, products, customers, growth plans, locations, etc.. If you can put a particular reason why the reader might want to work for this company in particular, even better.
For most people, the company isn’t of primary interest. It’s the job and their career they are most interested in. The company is of secondary importance at this very early stage of the process.
Perks: These are typically additional benefits that on their own, wouldn’t be enough to make someone want to switch jobs. But collectively they make a good impression, so if you have any perks (especially those with a monetary element) it’s never a bad idea to list them.
When completing these sections, try to avoid simply copy/pasting large sections of the job description. Try to be selective about what the target candidate needs to know at this very early stage of the hiring process.
Remember, the purpose of the job advert is to make people want to read the job description - which will come a little later.
3. The Why
This is the most important section and requires a minimum of 30 words. This is where you tell me the reasons why the target candidates might be interested.
Once you know what features of the job you want to sell, next you need to enter as much information as you can about each of those features, so I can turn them into advantages.
Here’s a couple of examples of job features that can be turned into advantages:
1. Job Feature: More autonomy
Other than people relatively new to the workplace, most people like the idea of having more freedom to do what they’re best at. Anything you can say about why (or how) the job carries autonomy will add credibility.
2. Job Feature: Training/Learning
This is a very broad area and can take many forms. Almost everybody likes the idea of gaining more knowledge and getting better at what they do. It’s one of the primary motivators for people when considering changing jobs. For the claim of training to be taken seriously, the reader will want to know more detail, such as: What could they learn? How might that learning be delivered? Formal training? Mentoring? A blend of both? Maybe they’d get a training budget to spend on whatever they like? Does it involved getting qualifications and/or accreditations?
The more detail you can provide about these positive job features, the better your ad will be.
Here’s a list of job features that can be turned into job advantages (with examples) if you need some inspiration.
4. Call to Action
You’ll be provided with a broad template for this and all you need to do is decide which elements of the CTA template to include. This will vary depending on things like:
Where the job is being posted: Many job boards only allow ‘click apply’ as an option. Which means your CTA needs to make it as easy as possible for them to respond.
How difficult the job is to fill: The trickier it is to fill, the more accommodating you’ll need to be in how the reader can respond. Remember, most of your target candidates will be employed and many won’t have a current CV. Only offering that as an option means you’ll probably lose them.
Alternatively, you can write your own CTA. This can be edited in the final version. Whatever you do, remember that you will need to adapt and edit the CTA according where it’s being posted.
5. Review
This is where you can go back and check you’ve included everything you needed to. All that’s left now is the language style and the ad length.
Language: This is a simple choice between UK and US English.
Word count: This will vary depending how much you want (or need) to say about the job. Remember, the longer the ad, the less visually appealing it is to read. Your options are:
Short (200-250 words): This is typically more suitable for jobs that are unskilled or semi-skilled, or for people relatively new to the world of work. It’s also generally more suitable for part-time, temporary or contract jobs. It’s also the best option if you haven’t given me a lot of information in the prompts.
Medium (250-350 words): This is the most suitable option for most permanent jobs - typically those paying between £40-150K. If you’re worried it won’t be enough, remember this; at this early stage the target candidate only needs to know if it’s a job they’re interested in. The detail will come a little later via the job description and/or a phone conversation. At worst it will give you something that’s 90% there and that you can change via the ‘edit’ button.
Long (350-500 words): Ads longer than 400 words are generally more suitable for senior, specialised or niche roles. These people don’t see many job ads aimed at them, so when they do, they are more likely to take a closer look. They also tend to need more detail about the job and/or sector - so you’ll probably need to put more detail into some of the prompts. This is the best option if you have given me a lot of information in the prompts.
6. Payment
This is where you click the green Create Job Advert link.
It is also your chance to review (or edit) the details you entered into the prompts.
The ad will be automatically saved to your dashboard. If you edit it in order to reuse, it will only save the last version.
The first job ad is free. If you decide to become a regular user, you’ll need to enter your payment details. Or choose a subscription package and enter your payment details.
The cost per job ad is £10 if you buy them singularly. When you click “Generate Job Ad” your card will be debited and a VAT invoice will be sent to you at the end of each month.
If you’re on a subscription plan, your monthly job ad credits will be adjusted. If you don’t use all of them, they will be carried over to the following month. You can cancel your subscription at any time.
7. Your Job Advert
Once your ad is created, you can edit and format it in whatever way you want.
Having said that, when you transport the ad out to job boards and multi-posters, you will have to follow the formatting rules of each platform. Your job advert has been formatted in a very deliberate way – one that make it easier for people to both read and scan – so please try to ensure it is replicated as closely as possible.
When posting to job boards, aggregators and multi-posters, please ignore any advice on job advertising they might try to give you.
I hope you find the experience useful and the outcomes more than you expected.
Why Recruiters Love This AI Agent
It transforms long, boring job descriptions into short, compelling job advertisements that attract more of the right candidates.
Advanced AI training
Our sophisticated AI understands the nuances of effective job advertising across all industries
Attract better candidates
Compelling job ads that highlight what matters most to that "top talent" you;re looking for
Save hours of work
Create professional and creative job ads in minutes instead of hours
Two heads are better than one
Your knowledge of the job + my knowledge of advertising = better candidates