Roast My Job Description
Most job descriptions are either too vague to attract anyone or so loaded with requirements that nobody qualifies. Paste your job posting below and get three takes: a roast that calls out the cliches and the impossible wish lists, a candidate's honest reaction to whether they'd apply or bounce, and an inclusive language review flagging biased or exclusionary phrasing. Instant, and a lot more effective than copying your competitor's job post.
The tool evaluates your job description the way candidates actually experience it: scanning for clarity, filtering for red flags, and making snap judgments about whether this role is worth their time. The roast persona targets the "rockstar ninja" language, the unrealistic requirement lists, and the vague responsibilities that tell applicants nothing. The candidate persona answers whether this posting would make them excited to apply or immediately close the tab. The inclusive language review catches the biased, exclusionary, or outdated phrasing that discourages diverse applicants.
This is for recruiters, hiring managers, HR teams, startup founders — anyone writing job postings who wants to attract better candidates and reduce noise. Strong job descriptions are one of the highest-leverage hiring improvements you can make, and most of them need work. For related content, try our Roast My Resume tool to see how candidates are presenting themselves, or our Roast My Cover Letter tool to understand what applicants are writing back.
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Frequently Asked Questions
It evaluates your posting for clarity, inclusivity, candidate appeal, and competitiveness.
Plans start at €20/month. Paste your job description for instant feedback.
The tool identifies gendered language, unnecessary requirements, biased phrasing, and jargon that discourages qualified candidates.
Clear role expectations, specific requirements, transparent salary range, team context, and growth opportunities.
The Job Description Playbook
Why it matters
A job description is your first interview — it runs in both directions. Great candidates decide whether to apply based on how the role is written, and the JD also decides who applies at all. Vague requirements scare off strong fits and invite the wrong ones. The best descriptions are specific about the work, honest about expectations, and clear about who succeeds in the role.
This roast reads your job description the way a strong candidate will. The savage roast finds the buzzword soup and impossible requirements. The candidate persona checks whether the role sounds real, credible, and worth applying for. The clarity pass asks whether someone could honestly self-assess against your requirements. And the inclusivity check flags language that quietly filters out great candidates.
Common mistakes
- The buzzword avalanche. "Rockstar ninja who thinks outside the box and wears many hats" — this language scares off serious candidates and attracts the wrong ones.
- Requirements that are wish lists. A list of 15 required skills filters out everyone. Separate must-haves from nice-to-haves — honestly.
- No information about the actual work. If the JD describes a title but not the day-to-day problem, candidates cannot self-assess — so the good ones skip it.
- One-size-fits-all salary silence. Salary transparency is now expected, and silence reads as a red flag. Range or honesty beats mystery.
- Unconscious bias in the language. "Aggressive," "dominant," and gender-coded words shrink the applicant pool. Neutral, inclusive language widens it.
- A culture paragraph that is copy-paste. "Fast-paced startup culture!" tells nobody anything. Describe how work actually happens here.
The checklist
- A specific, human title. Searchable, standard, and not invented for vanity.
- The problem this role solves. The work, the mission, and what success looks like in a year.
- Must-haves vs. nice-to-haves separated. Honest requirements a candidate can self-assess against.
- Day-to-day, not just outcomes. What the first 90 days actually involve.
- Salary range or a clear reason. Transparency wins the best applicants.
- Inclusive, neutral language. Checked for coded words and gendered phrasing.
- A culture paragraph with specifics. How work happens here, not a buzzword list.
- How the candidate is evaluated. Process, timeline, and who decides.
- Benefits that matter, stated plainly. Real policies, not "fun perks" filler.
- A clear, easy application path. The friction between reading and applying is minimal.
How to use Job Description
- Paste your job description. Title, summary, requirements, culture — the full text.
- Run the candidate persona. Would a strong candidate actually apply after reading this?
- Check the inclusivity flags. Remove coded language that shrinks the pool.
- Separate must-haves from nice-to-haves. A shorter, honest list invites better fits.
- Re-roast the revised JD. Confirm it now reads like a real, specific, desirable role.
What this roast checks
A great job description is a precision ad that attracts the right candidate and repels the wrong ones. The roast critiques yours the way a recruiter and a candidate would. The savage persona flags the recycled “requirements laundry list” write-ups and tone-deaf phrases like “we work hard and play hard.” The candidate persona tests whether an applicant can tell what they would actually do, how they would be measured, and whether the role reads as real or as a wish-list for three different jobs. The inclusive-writing check looks for bias language that silently filters out qualified people.
5 pro tips from the review
- Write the first two sentences as a pitch: what the role achieves, not just who fits it..
- Separate must-haves from nice-to-haves. Fake requirements scare off the exact people you want.
- Describe the day-to-day and the success metrics in the first half. Candidates apply when they can see themselves in the role.
- Audit for biased language: “ninja,” “rockstar,” age-coded words, and gender-coded adjectives — all narrow the pool..
- End with compensation range and process steps. Transparency is the highest-signal on-page variable in 2026 recruiting.
By the numbers
35%of candidates say vague job descriptions stop them from applying
3xmore applicants for JDs with a posted salary range
40%of strong applicants are filtered out by impossible requirement lists
