When the user needs to write, review, or improve a job posting for a startup role.
SkillScore82Maintained
Automatic
◆Recruiting pack
Last verified 8/21/2026
What it changes
Passed 18 of 22 test cases with the skill, and 12 of 22 without it.
Without skill55%
With skill82%
Checks it passed that the model alone missed
Details the equity grant percentage and vesting terms.
Replaces generic opening phrasing with a 2-3 sentence mission hook.
Places secondary technologies into a separate nice-to-have category.
and 7 more in the full report
6 fixed12 passed either way4 still failing0 broke
Pass-rate lift
+27 pp
Tokens
+64%
Agent turns
0%
Response time
-4%
Model gemini-3.6-flashMeasured 8/21/2026v118 of 22 cases passed with skill
Tokens, turns and time describe resource use, not a dollar price.
See it in action
One of 6 test cases the skill fixed. Same model, same prompt, with and without the skill.
1 of 6
Prompt
We are getting ready to hire our first Lead DevOps Engineer at our Series A fintech startup, which is fully remote in North America. Could you write a complete, ready-to-publish job posting in markdown? Please include a strong opening intro, details about our team, core responsibilities, qualifications separated into essential vs optional, compensation guidance, and clear application steps.
What was checked, without and with the skill
Checked
Without skill
With skill
Uses 'What You Bring' as the header for candidate qualifications instead of 'Qualifications'.
Missed
Passed
Limits the essential must-have qualifications to 5 or fewer bullet points.
Missed
Passed
Includes an explicit encouragement statement inviting candidates to apply even if they do not meet 100% of the qualifications.
Missed
Passed
case-01 · gemini-3.6-flash · 8/21/2026 · answers are capped and redacted
What's inside
The instructions your model reads when the skill loads.
SKILL.md98 linessingle file
Job Description
When to Use
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.
Context Required
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.
Workflow
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.
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..."
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.
Apply anti-pattern checks — Scan the draft for corporate jargon, unrealistic requirement stacking, gendered language, and exclusionary phrasing. Flag and fix.
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.
Review comp and inclusivity — Ensure compensation transparency (range or "we'll share in first conversation"). Confirm language passes inclusive-language guidelines.
Final polish — Tighten to a scannable length (400-700 words). Ensure the tone matches the company voice from startup-context.
Output Format
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)
Frameworks & Best Practices
The HERO Structure
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)
Anti-Patterns to Avoid
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.