Paste an existing job description to get a clearer, more inclusive version, a list of the changes made, and JobPosting structured data you can add to your careers page.
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Last updated: October 4, 2026
Fill in the details below to optimize your job posting
Enter your company name and the job location, or Remote.
Paste the full job description you want to improve.
Review the optimized version and the list of changes made.
Copy the Markdown into your ATS, job board or careers page.
Copy the JobPosting schema into the page that hosts the job, then test it.
A job description optimizer rewrites an existing posting so it is easier for candidates to read and easier for job search engines to understand. It keeps the role you described and improves the structure, wording and order of the content.
Most job descriptions are written in a hurry, copied from an older role, or edited by several people. The result is often a long list of requirements, internal jargon and missing practical details. The optimizer tightens that into a clear summary, separate must-have and nice-to-have lists, and plain section headings.
It also generates JobPosting structured data. This is code that describes the job (title, company, location and other fields) in a format Google for Jobs can read. Valid structured data helps search engines understand a listing. It does not guarantee that the job will appear or rank.
Example change
Before: "Rockstar ninja wanted to crush targets in a fast-paced, work-hard-play-hard team."
After: "You will own a pipeline of mid-market accounts and work with a team of six account executives."The optimizer fills these from your description. Check each one before you add the code to your site.
| Field | What it holds | What to check |
|---|---|---|
| title | The job title | Only the title, without location, salary or "urgent" |
| description | The full job description | Matches the text visible on the page |
| datePosted | The date the job was published | Set to the real publishing date |
| validThrough | The date the job closes | Update or remove the posting once the role is filled |
| hiringOrganization | Your company name and website | Uses your legal or trading name consistently |
| jobLocation | Where the work happens | A real address or region for on-site and hybrid roles |
| jobLocationType | Marks a fully remote role | Only used when the job is genuinely remote |
| baseSalary | Pay range and unit | Only included if you have published pay |
Google's own documentation lists the required and recommended JobPosting fields. Test the page with Google's Rich Results Test after publishing.
Typical changes the optimizer suggests, shown as before and after.
Before: a list of 14 technologies, all marked required. After: four core skills required, the rest grouped as nice-to-have, with a short line on what the team builds.
Before: "Must be young, energetic and able to work in a fast-paced environment." After: "You will lead a team of 12 across weekday and weekend shifts and manage stock, rotas and store targets."
Before: title "Finance Ninja - URGENT". After: title "Financial Analyst" with location, working pattern and reporting line stated in the first paragraph.
Before: no mention of remote rules. After: the posting states which provinces the role can be based in and the time zone the team works in, so the structured data can describe it as a remote job.
Before: one long paragraph. After: a short summary, five responsibilities, separate requirements, and a note on how to apply and what happens next.
Before: "Male candidates preferred." After: the requirement describes the actual work, including shift pattern and any physical demands, without gender wording.
Before: "Native English speaker." After: "Fluent written and spoken English", which describes the skill needed without excluding people by origin.
After optimizing, read the new version aloud to the hiring manager. If they would not describe the job that way, edit it before publishing.
| Approach | Best for | Limitation |
|---|---|---|
| Optimize the existing description | Roles where the content is right but the wording, order or structure is weak | Cannot fix a role that was never clearly defined |
| Generate a new description | New roles, or old descriptions that no longer match the job | Needs your details to be specific |
| Start from a template | Common roles where a standard structure is a good start | Generic until you add pay, location and team context |
If the role itself has changed, use the job description generator or the job description library instead of optimizing outdated text.
Check the result before you copy it anywhere.
If the optimizer added something you did not say, such as a benefit or a requirement, remove it.
Lead with two or three sentences on what the person will do and why the role matters. Focus on impact and opportunity, not only requirements.
List must-have and nice-to-have skills separately. Long requirement lists discourage qualified candidates from applying.
Candidates look for pay early, and some places require it in job ads. Being clear saves time on both sides.
Titles like "Growth Hacker Ninja" are hard to search for. Use the title candidates actually type.
The schema should describe the same job, location and pay as the visible text. Mismatches can stop a listing from appearing in job search features.
Remove the posting or update its closing date once the role is filled.
Rewrites the posting for structure and inclusive wording, lists the changes, and generates JobPosting schema in one step. You still review every fact.
Good at rewording text when prompted well. It may produce schema with missing or invented fields, and it will not list what it changed unless asked.
Best when the role needs careful wording or legal review. Slower, and writing valid structured data by hand is easy to get wrong.
Use the optimizer for a fast, consistent rewrite and schema. Use manual editing for sensitive roles and final approval.
Optimizing helps when the role is right but the posting is weak. It helps less when:
If screening is the bottleneck, AI Phone Interviews can interview every applicant against the role's criteria and give you scorecards and a ranked shortlist to review.
A clear job description brings in applicants. InterviewFlowAI can interview each one by AI phone or video, score answers against weighted rubrics, and return transcripts and a ranked shortlist so your team decides who moves forward.
Hiring at scale? See how InterviewFlowAI supports high-volume hiring