Thursday, Dec. 18, 2025
Writing Job Descriptions Was My Least Favorite Task—So We Built an AI to Do It (And Make Them More Inclusive)
If you’ve ever spent a late afternoon wrestling with a job description, you’re not alone. Drafting from scratch, hunting for the right competencies, making sure you’re being inclusive, and then getting approvals—it's slow, inconsistent, and rarely anyone’s favorite task. Floreo AI was built to remove that drag. Our generator produces accurate, inclusive job descriptions in minutes, so HR leaders can focus on partnering with the business—not formatting bullet points.
Why job descriptions feel harder than they should
Most teams still rely on copy‑paste and outdated templates. That leads to three problems:
- Time sink: A single JD can easily take 1–3 hours when you factor in research and revisions.
- Risk of bias: Unintentional wording can discourage qualified candidates from underrepresented groups.
- Inconsistency: Different managers write in different styles, making comparisons hard during hiring.
How Floreo AI makes JDs faster—and fairer
Floreo AI’s job description generator helps HR teams produce clear, inclusive, and accurate JDs fast. You specify the role, seniority, core responsibilities, and preferred skills; our agentic AI drafts a well‑structured JD you can tweak in minutes. Every draft is optimized for clarity and inclusivity with suggestions for neutral language and qualification calibration.
5 Tips for Inclusive Job Descriptions
- Avoid gender‑coded or exclusionary words.** Words like “rockstar,” “ninja,” or “dominant” can subtly skew toward certain groups. Prefer neutral alternatives (“skilled,” “collaborative,” “proactive”) and focus on outcomes, not stereotypes.
- Separate must‑have vs. nice‑to‑have.** Overlong lists deter strong applicants who don’t check every box. Keep must‑haves short and job‑critical; move everything else to a clearly labeled “nice‑to‑have” section.
- Write for clarity, not cleverness.** Short sentences and standard headings (“Responsibilities,” “Qualifications,” “Benefits”) help candidates scan quickly. Avoid internal jargon and spell out acronyms at first use.
- Calibrate required experience to the role’s impact.** Years of experience are an imperfect proxy. Anchor requirements to competencies and outcomes. Ask, “What will success look like in 6–12 months?” then write to that.
- Show inclusion, don’t just state it.** Include an inclusive EEO statement and highlight flexible work, accommodations, and growth paths. The way you describe the team and process signals belonging.
Sneak peek: We’re adding a Job Analysis tool next. It helps you break a role into tasks, skills, and competencies, so every JD (and interview plan) is grounded in real work—not guesswork. Better alignment, better hires.
