What it does
Improve a Job Description is a free AI skill that rewrites your job description into a clear ad with no more than six must-haves, a wording check and a change log for the hiring manager. It's instructed not to invent requirements. It's for recruiters and hiring managers, and works in Claude, ChatGPT, Microsoft Copilot and other AI Assistants.
Your current job description or job ad, or a hiring brief to build one from
Location and working pattern
Optional: the pay range, which requirements are truly essential, your standard statements, how people apply
A clearer, inclusive ad that reads well on a phone
No more than six must-haves, with the rest under "Nice to have"
A pay-range prompt if no range was given
A wording check, including a gender-neutral title
A change log and questions for the hiring manager
How it helps
It works as a job description generator that starts from what you already have: an old ad, a draft or an agreed hiring brief. It asks for anything missing, then rewrites to a fixed structure, from the opening lines about the work to how to apply.
Instructed not to invent
Before finishing, it checks every line of the new ad against your original and your answers. Any duty, requirement, benefit or figure it can't trace moves out of the ad and into the questions for the manager.
Skills over pedigree
"X years of experience" and degrees become what the person can do, unless the original says the law or a regulator requires them. Requirements beyond six move to "Nice to have", each marked for the manager to confirm.
Wording that doesn't put people off
Gender-coded words like "rockstar", excluding culture phrases, vague phrases and requirements with no job reason are flagged with a suggested fix. Phrases that refer to a protected characteristic, such as age, are left out and noted in one line.
Why we think it's useful
Fictional company, role, candidate and people.
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Which AI do you use?
Closing the predictive-validity loop requires structured pre-hire data on every requisition. Assessment scores. Behavioral profiles. Hard-skills signals including AI fluency. Without that dataset, you cannot correlate pre-hire signals with post-hire QoH. You cannot tune the next cohort sharper than the last. The hiring system stays static. The score drifts.
Bryq builds the pre-hire dataset that makes the loop possible.
Claude
ChatGPT
Microsoft Copilot
Something else (Gemini, Mistral and others)
Better with Bryq
Already use Bryq? Add your assessment results.
Link your Bryq account to your AI assistant, and five skills can include your candidates' Bryq results. For example, your debrief shows them next to the interview notes, and your follow-up questions focus on where the two differ. The link only reads data; it never changes anything in Bryq. Results you bring into a chat are shared with your AI provider, like anything else you paste in. Every skill works fully without it.
FAQ
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