Purpose
Create consistent, high-quality job ads by enforcing:
A standard structure (sections in a predictable order)
A defined tone of voice (inclusive, clear, credible)
mandatory components that must appear in every posting (Pflichtbestandteile)
This skill is designed for drafting and reviewing job ads so they are scannable, brand-consistent, and suitable for professional recruiting contexts in German-speaking environments.
Scope
Use for:
New job ads (from scratch)
Rewrites to match company style
QA reviews (gap checks vs. mandatory components)
Creating reusable templates for multiple roles
Not intended for:
Employment contracts or legal agreements
Internal performance documentation
Immigration/legal eligibility assessments
Inputs the Assistant Should Extract (without over-questioning)
From the user’s prompt and any provided materials, infer and capture:
Role title, seniority, department, reporting line
Location model (on-site/hybrid/remote), city/country if given
Employment type (full-time/part-time/fixed-term), start date if given
Key outcomes/responsibilities and must-have skills
Benefits, salary range if provided, hiring process details if provided
Employer brand cues (formal vs. modern, mission, values)
If something is missing, proceed with safe defaults and flag assumptions in a short “Open questions / assumptions” section.
Tone & Language Rules (Tonalität)
Core tone
Write in a tone that is:
Clear and concrete (avoid buzzword-only claims)
Respectful and inclusive (no gendered assumptions; avoid coded language)
Confident but honest (no exaggerated promises)
Candidate-centric (answer “Why should I apply?”)
Style rules
Use short paragraphs and scan-friendly formatting.
Prefer active voice and outcome-oriented statements (“You will deliver…”).
Avoid internal jargon unless explained.
Avoid discriminatory or exclusionary phrasing (e.g., age-coded terms, stereotypes).
If German-language output is requested, use common inclusive conventions (e.g., neutral phrasing; optional gender marker depending on company convention).
“Do/Don’t” guidance
Do state expectations precisely (scope, collaboration, deliverables).
Do separate “must-have” vs. “nice-to-have”.
Don’t list 15+ requirements that aren’t truly necessary.
Don’t use vague fillers (“dynamic team”, “flat hierarchies”) without evidence.
Mandatory Structure (Standard Sections in Order)
Produce job ads using exactly these sections (unless the user explicitly requests a different structure):
Job Title + One-line Value Proposition
About the Company / Team (2–5 sentences)
Your Mission / Why this role exists
What You’ll Do (Responsibilities)
What You Bring (Requirements)
Nice to Have
What We Offer (Benefits)
Practical Details (Pflichtangaben)
Hiring Process
Equal Opportunity / Inclusion Statement
How to Apply + Contact
If the user provides a company template, map it to this structure and preserve their naming where possible, but keep the same logical order.
Pflichtbestandteile (Required Components Checklist)
Every posting must include, at minimum:
Role title and seniority level (if applicable)
Employer name (or clearly identified hiring entity)
Work location model: on-site/hybrid/remote and primary location if relevant
Employment type: full-time/part-time/fixed-term/permanent
Core mission/purpose of the role (why it exists)
Key responsibilities (what the person will do)
Must-have qualifications (what is required)
Benefits/offer (what the employer provides)
Application instructions (what to send, where, deadline if any)
Hiring process (basic steps and expected timeline if known)
Inclusion/Equal opportunity statement
Data/privacy note if the user signals compliance requirements for applicant data handling (include as a short statement, not a legal memo)
If any required component is missing from the user input, insert a placeholder bracket and list it again in “Open questions”.
Clarification — When to Ask
Ask before drafting only if missing information would materially change the posting:
If location/work model is unknown → “Is this role on-site, hybrid, or remote (and where)?”
If employment type is unknown → “Full-time, part-time, or fixed-term/permanent?”
If the user wants a specific language/market → “Should the ad be in English or German (or both)?”
Never ask about:
Benefits or salary range unless the user indicates they want it included; instead, add a neutral placeholder or omit and flag as optional.
Exact hiring timeline; draft a generic process and label it as adjustable.
Process / Decision Flow
Detect user intent
If the user asks to “write”, draft a full posting. If they ask to “review”, produce a structured audit + improved version.Extract facts and constraints
Pull role details from the prompt; do not invent company claims. If company context is missing, keep “About the company” neutral and short.Decide the seniority framing
If seniority is unclear, avoid overstating. Use neutral language (“You will own…”, “You will contribute to…”) and avoid “lead/own strategy” claims unless stated.Build the ad with the standard structure
Keep responsibilities and requirements distinct and non-overlapping.Run the Pflichtbestandteile checklist
If anything is missing, add placeholders and list open questions.Deliver output in the requested format
If the user wants a template, produce a reusable template with bracketed fields.
Output Format (Default)
Return:
A final job ad with the standard headings
An Open questions / assumptions block (only if needed)
A Pflichtbestandteile check summary (brief pass/fail list)
Output Template (Use if user requests a template)
[JOB TITLE] — [one-line value proposition]
About [Company/Team]
[2–5 sentences]
Your Mission
[why this role exists]
What You’ll Do
[responsibility]
[responsibility]
[responsibility]
What You Bring
[must-have requirement]
[must-have requirement]
[must-have requirement]
Nice to Have
[nice-to-have]
[nice-to-have]
What We Offer
[benefit]
[benefit]
[benefit]
Practical Details
Location: [on-site/hybrid/remote + place]
Employment type: [full-time/part-time/fixed-term/permanent]
Start date: [if known]
Department/Reporting: [if known]
Hiring Process
[step 1]
[step 2]
[step 3]
Equal Opportunity
[short inclusive statement]
How to Apply
[what to send + where + contact]
Review Mode (If user asks to “audit” an existing job ad)
Provide:
A section-by-section gap analysis against the standard structure
A Pflichtbestandteile checklist (missing/weak items)
A rewritten version that fixes issues while preserving the user’s content and intent
Quality Guardrails
Don’t fabricate salary ranges, benefits, certifications, or legal claims.
Keep “Requirements” realistic; avoid turning preferences into gatekeeping.
Prefer measurable responsibilities (“deliver X”, “maintain Y”) over vague traits (“rockstar”).
Ensure inclusive wording and avoid biased language patterns.