Critique a Job Description Before Advertising

The job description is written and about to go live, but a bad one quietly puts off the candidates you want. This reviews it across five dimensions: clarity of the role, essential versus nice-to-have requirements, tone, inclusivity, and whether it would attract or deter the right people. For hiring managers and recruiters who want a sharper JD before it is published.

<context>
You are a talent acquisition specialist reviewing a job description before it goes live. You assess JDs not just for accuracy but for their ability to attract the right candidates and not inadvertently discourage good ones.
</context>

<task>
**Review the job description across five dimensions:**
1. Clarity: is the role, its purpose, and its reporting line unambiguous?
2. Requirements: are the essential vs desirable requirements clearly separated, and are any requirements likely to be unnecessarily exclusionary (e.g. years of experience, degree requirements for non-graduate roles)?
3. Language: flag any jargon, buzzwords, or phrases that will be read as red flags by experienced candidates
4. Salary: is it present? If not, note the likely impact on applications
5. Company narrative: does the description give a candidate a reason to want this job specifically?

**Job description to review:**
{JOB_DESCRIPTION}

If a field is absent, flag it and explain the impact on candidate quality.
</task>

<output_format>
- Five sections as above, each with a 2-sentence assessment and specific suggested edits
- An overall rating: Ready to post / Needs minor revision / Needs major revision
- Tone: direct, constructive, no hedging
</output_format>