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10 Best Job Description Generator Tools to Streamline Your Hiring

August 17, 2023

Finding the perfect candidate for a job can feel like searching for a needle in a haystack. With thousands of applicants vying for each open position, it's easy to get lost in a sea of resumes and cover letters. 

But what if we told you that there's a way to rise above the noise and attract top talent like a magnet? Enter personalized job descriptions – the secret weapon that savvy employers are using to win the war for talent.

Did you know that a whopping 75% of job seekers say that they will spend up to 2 hours researching a company before even applying for a job? That means that your job description is often the first impression that a candidate has of your organization. So why settle for a generic description that fails to showcase your company's unique culture and values? 

By crafting a personalized job description that speaks directly to the needs and desires of your ideal candidate, you can create a powerful connection that sets you apart from the competition.

But where do you even begin? That's where job description generator tools come in. Think of them as your own personal job description coach, guiding you through the process of creating descriptions that are both accurate and appealing. 

These tools use sophisticated algorithms to analyze job titles, duties, and qualifications, and then create JDs that will resonate with your target audience. It's like having a secret weapon in your hiring arsenal – one that can help you attract the best talent and build a team that will take your organization to the next level.

In this blog, we'll be diving deep into the world of job description tools and exploring the different options available to employers. From AI-powered generators to interactive templates, we'll be taking a closer look at the features and benefits of each tool to help you find the perfect fit for your hiring needs.

So stick around – you won't want to miss out on this valuable insight!

Why Do You Need a Job Description Generator?

As we've already established, crafting personalized job descriptions is essential to attracting top talent in today's competitive job market. But what if you're short on time or struggling to find the right words to capture the essence of your open position? That's where job description generators come in – and they're not just a time-saver. Here are the top reasons why recruiters and their teams should be using job description generators:

  1. Consistency and Clarity: By using a job description generator, you can ensure that your job postings are consistent in style and tone, making it easier for job seekers to understand the requirements and responsibilities of the role.
  1. Saves Time: Writing a job description from scratch can be time-consuming. With a job description generator, you can input basic information about the role and receive a well-written description in just minutes.
  1. Keyword Optimization: Many job description generators use keyword optimization to help your job postings rank higher in search results, increasing your chances of attracting qualified candidates.
  1. Diversity and Inclusion: Using such tools, you can also eliminate unconscious bias in your job postings by suggesting gender-neutral language and highlighting the importance of diversity and inclusion in your organization.
  1. Customization: While job description generators provide a great starting point, you can always customize the generated description to better fit your company culture and the specific needs of the role.

Also read: Top 7 Winning Job Descriptions to Attract Top Talent (Case Study + Templates) 

  • Consistency and Clarity
  • Saves Time
  • Keyword Optimization 
  • Diversity & Inclusion 
  • Customization

Top 10 Job Description Generators

  1. CraftmyJD by Nurturebox

When it comes to finding the best job description generator, there are a lot of options out there. But one tool that stands out from the crowd is Nurturebox's CraftmyJD. This powerful generator is integrated with a sourcing automation tool, making it easy to create personalized job descriptions that attract top talent, along with acing outbound recruiting

So what sets CraftmyJD apart from other generators on the market? For starters, the tool uses advanced AI algorithms to analyze your job requirements and suggest language that speaks directly to your ideal candidate. Not only does this save you time and effort, but it also ensures that your job postings are written in a way that resonates with your target candidate.

But that's not all. CraftmyJD also offers a range of customization options, allowing you to tailor your job descriptions to your company culture and the specific needs of the role. Whether you're looking for a candidate with a particular skill set or seeking to highlight your company's unique benefits and perks, our tool can help you craft the perfect job description.

Plus, with CraftmyJD integrated into our sourcing automation tool, you can easily track the effectiveness of your job postings and make adjustments as needed to attract the best candidates. So it’s high time you stop settling for generic job descriptions and use CraftmyJD to create personalized, effective JDs that help you attract talent seamlessly.

  1. Job Description Generator by Ongig

Ongig uses advanced NLP technology to create job descriptions that are optimized for search engines and easy to read. It also includes a diversity and inclusion feature to help eliminate unconscious bias in your postings. With Ongig, you can customize your job description by choosing from a wide range of pre-written sections or creating your own. This tool is particularly useful for companies looking to improve their recruitment efforts and attract a more diverse pool of candidates.

  1. Job Description Builder by Workable 

Workable's generator offers a wide range of customizable templates for different job roles and industries. You can also add your own custom questions to better tailor your posting to the specific needs of your company. Workable's generator also includes a feature that allows you to track the performance of your job postings, so you can make adjustments as needed to ensure that you're getting the best results.

  1. Job Description Writer by Indeed

With Indeed’s JD writer, you can create a job posting in just minutes by answering a few basic questions about the role. It also includes a preview feature so you can see what your posting will look like before publishing it. It’s also simple to share your job posting across multiple platforms and reach a wider audience of potential candidates.

  1. Job Description Tool by Glassdoor

Glassdoor's generator offers a step-by-step process for creating job postings that are tailored to your company's needs. It also includes a salary estimator tool to help you determine the appropriate salary range for the role. Glassdoor's tool is particularly useful for companies looking to attract top talent by offering competitive compensation packages.

  1. Job Description Creator by Monster

Monster allows you to create a job posting by selecting from a list of pre-written job descriptions. You can also customize your posting by adding your own job requirements and qualifications. Monster's tool is ideal for companies looking for a quick and easy way to create job postings that accurately reflect their needs.

  1. Job Description Generator by LinkedIn 

One of the most renowned professional and hiring platforms, LinkedIn also offers a JD generator enabling recruiters to create a job posting in just a few clicks by selecting from a list of pre-written job descriptions. You can also customize your posting by adding your own company logo and other branding elements. With LinkedIn, you can easily share your job posting across your network and reach a wider audience of potential candidates.

  1. Job Description Wizard by Jobvite

Jobvite's JD Wizard offers a range of customizable templates for different job roles and industries. It also includes a diversity and inclusion feature to help eliminate unconscious bias in your postings. Jobvite's tool is particularly useful for companies looking to improve their diversity and inclusion efforts and attract a more diverse pool of candidates.

  1. Job Description Builder by SmartRecruiters 

SmartRecruiters allows you to create a job posting by answering a few basic questions about the role. You can also customize your posting by adding your own company logo and other branding elements. SmartRecruiters' tool is ideal for companies looking for a simple and straightforward way to create job postings.

  1. Job Description Generator by Textio

Textio's JD generation platform uses advanced AI algorithms to analyze your job requirements and suggest language that speaks directly to your ideal candidate. It also includes a diversity and inclusion feature to help eliminate unconscious bias in your postings. With Textio, you can easily create personalized job descriptions that attract top talent and improve your recruitment efforts.

Summing Up

Job description generators can be a game-changer for recruiters and their teams, allowing them to create compelling job postings quickly and easily. With the job market becoming increasingly competitive, having a top-notch job description can make all the difference in attracting the best candidates.

CraftmyJD, Nurturebox's personalized job description generator, is a unique and effective tool that integrates with their sourcing automation platform. This means that you can save even more time by using one platform for both your sourcing and job description needs. 

Don't let poorly written job descriptions cost you top talent. Get your hands on CraftmyJD by Nurturebox today and take the first step towards attracting the best candidates for your team.

Amidst today’s noisy digital world, brands find it challenging to create meaningful connections with their customer base and target audience. Getting the target consumer’s attention and persuading them to buy from you gets even trickier. Hence, content marketing has become more crucial than ever for brands to attract, educate, and retain customers.

Content creation is a top priority for 80% of marketers, and there is no reason it shouldn’t be. Consistent, high-quality, and engaging content impacts your audience’s decisions through education and persuasion.

Depending on your business goals and requirements, the role of Content Marketers you hire will vary. The primary responsibilities revolve around forming consistent brand messaging and deciding upon a unique and identifiable voice, style, and pitch across various distribution channels.

From raising brand awareness to attracting a relevant audience to your website, boosting social media presence and engagement, generating leads, and building brand loyalty – content marketing drives all the growth efforts for your brand. When done effectively, it can help you:

  • Build positive brand awareness
  • Make your audience stick around for longer
  • Get better traction on social media
  • Gain more trust of your audience than ever
  • Generate qualified leads
  • Improve conversion rates
  • Boost business visibility with SEO
  • Position your brand as an authority
  • Cultivate loyal brand fans

While content marketing is a broad role with numerous areas of expertise involved, it’s vital to thoroughly understand your company’s current marketing goals and the related requirements. In this blog, we will dive deep into the step-by-step approach to hiring a Content Marketer.

What is The Role of a Content Marketer?

A Content Marketer must be deeply passionate about telling your brand’s story to the world. The objective is to educate and nurture the target audience to establish brand authority using thought-leadership and drive more people to buy from you.

As a candidate is expected to be a mediator between the brand and the target audience, they are primarily responsible for planning, creating, and sharing valuable content to grow their company’s awareness and engagement to bring more business.

To be more specific, the role of a Content Marketer requires a perfect blend of creativity and attention to detail in an individual. It’s a balancing role, as they need to ensure creating content that resonates and strengthens business relationships, using strategies that position your business as authentic and problem-solving.

Take a look at the core responsibilities of a Content Marketer that most businesses expect them to take over:

  • Research and Competitor Analysis: The first and foremost step to creating a content marketing strategy is effective initial research. It not only helps a Content Marketer understand the nuances of the industry through competitor analysis but also study and understand the target audience thoroughly.
  • Building Content Marketing Plans: Once the competitor research and target audience analysis is done, a Content Marketer needs to work on the different plans for all the business objectives, targeted channels, segments of the audience, and the bigger marketing strategy. A content marketing plan typically consists of:
  • Specific goals along with a pre-decided timeline
  • Various channels to be targeted for content distribution
  • Types of content to be created
  • Budget for the entire staff, outsourced services, and paid promotion (Collabs and Ads)
  • Creating Editorial Calendar: Creating, managing, and maintaining a content calendar is one of the most crucial responsibilities of a Content Marketer. It is a centralized visual document that enables effective collaboration among the marketing team and helps Content Marketers ensure on-time production and delivery.
  • Content Creation: Once the strategy and calendar have been approved by relevant stakeholders, Content Marketers need to do the on-ground work. This task usually depends on the scale of your company and content marketing strategy. Suppose an organization already has a set of writers, then the Content Marketer doesn’t need to create content by themselves.
  • Search Engine Optimization (SEO): Producing quality content that educates your target audience and resonates with them, isn’t enough. You need to optimize your content creation to make it search engine-friendly. While most companies need a dedicated SEO specialist for keyword research and planning, Content Marketers need to closely collaborate with them and should be well-versed in the basics of SEO.

While the practices discussed above are primary responsibilities of a Content Marketer, they also need to be proactive with

  • Content editing and ensuring adherence to a certain style guide    
  • Continous publishing and distributing content
  • Measuring and analyzing performance

How to Hire a Content Marketer: Step-By-Step?

Content marketing has become the key to driving growth for businesses. Unlike a few years ago, it’s not possible now to get away with a one-person team for content marketing. You need deeply trained individuals for specialist roles.

Let’s now dive into the step-by-step approach of hiring a Content Marketer. But before you even source your first candidate, you should have a clear expectation of the skillset and experience to look out for top content marketing candidates.

Top Must-Have Skills in a Content Marketer

Apart from having relevant industry experience, a good Content Marketer must possess the following skills.

  1. Excellent Writing Skills

A Content Marketer’s prior skillset should be writing excellent attention-grabbing content. From long-form blog posts to website copy, ad copies, social media content, video scripts, emails, newsletters, e-books, whitepapers, and more – a Content Marketer should be able to adapt to the business’s specific requirements and create quality content.

  1. Audience Research

Identifying user behavior is vital for framing the story in the right direction. So a Content Marketer must know how to identify and analyze the needs and pain points to develop a buyer persona. User research can be performed through social listening, relevant communities, in-person calls with customers, analyzing sales call recordings, and more.

  1. Keyword Research

Creating valuable thought-leadership content isn’t enough. Researching the right set of keywords is an essential skill to further educate your target audience on the Whys, Hows and Whats of your business, and have your website rank on Google.

  1. Data-oriented Content

Content that’s not backed by relevant data points does not build enough trust. Experienced content marketing professionals would always prefer data over hollow claims. No doubt that only data doesn’t help a content piece succeed, but it’s essential..

  1. Project Management, Planning, and Publishing –

A Content Marketer is also expected to break down and analyze the pain points to turn keyword research into content ideas. So a professional must be able to identify and solve content gaps.

Further, they must know how to create a content calendar, decide the different types of content, and choose relevant platforms to publish and schedule marketing campaigns.

  1. Content Promotion

Creating a valuable content piece, for example - an ebook, isn’t enough. Your content marketing team needs to promote it proactively for bringing enough attention and engagement.

  1. Performance Analysis

Setting up goals and plans is one thing, but continuously executing, measuring, and analyzing content performance is another. A Content Marketer should always be monitoring key performance parameters to figure out the upcoming plans with the necessary updates required.

Not to forget - stakeholders and marketing heads need the performance reports regularly. So Content Marketers must be able to collect and comprehend all the data to make it worth presenting.

Step 1: Create a Candidate Persona

Let’s sort out the priorities first, and decide the type of content marketing candidates you want to recruit. From exceptional research skills to storytelling, communication skills, relationship building, audience engagement, and more capabilities must be comprehensively considered. Identify and break down the skill requirements for Content Marketers:

  • What are the educational qualification criteria for the role?
  • How many years and what type of work experience do you want in candidates?
  • What are the specific skill sets you’re looking for?
  • Which industry experience would you primarily prefer?
  • Are there any tools your candidates should be hands-on with?
  • What are some personality traits that will fit your company?
  • Where do they look for a new job?
  • What are their career and life goals?

Forming a candidate persona by answering all these questions would ensure you are not shooting in the dark while sourcing candidates. Further, it helps you determine the traits of the ideal candidate, and plan your sourcing and recruitment strategy further.

Step 2: Document the Role Requirements and Decide on Your Recruiting Process

Next step is determining your role requirements suiting primarily to organizational needs and business goals. A content marketing professional is expected to own the entire content strategy, creation, and distribution. But what about your business’s unique requirements?

You might need someone comfortable with frequently creating long-form content pieces like blogs, ebooks, or whitepapers, or creating engaging video content based on your industry trends.

Talk to various relevant stakeholders for seeking the complete detailed company requirements for the role.

Before you enter the recruitment funnel, outline your talent acquisition process. Identify various strategies, channels, and other informational insights you would need – and maintain a collaborative document.

As you update the tactics and tweak your recruitment process for meeting hiring requirements optimally – keep your document up to date.

Step 3: Prepare a Content Marketing Job Description

Once you have finalized the role requirements with respect to your current content marketing goals and team, you can start sourcing candidates. Preparing the job description is the first task you’ll need to do.

Here are the necessary components you must have in your job description:

  • Job Title: The position you’re looking to fill. For example - Content Marketing Specialist or Content Marketing Manager.
  • Roles & Responsibilities: An outline of the candidate’s day-to-day activities. From ideation to implementation and the impact on the organization, everything should be covered.  
  • Skill Requirements: Skills and abilities a candidate must have to perform the job successfully.
  • Perks and Benefits: The compensation details, perks of the job, and any other benefits.
  • About the Company: Why should a candidate consider working with your company?

Content Marketer Job Description Template


The job of a Content Marketer is to perform competitor research, create user persona, and write plagiarism-free content for blog articles, social media, and the company website. They need to stay updated on the latest SEO techniques.


  • Develop, write and deliver persuasive copy for the website, email marketing campaigns, sales collateral, videos, and blogs
  • Build and manage an editorial calendar; coordinate with other content crafters to ensure standards
  • Measure impact and perform analysis to improve KPIs
  • Include and optimize all content for SEO
  • Contribute to the localization of processes and content to ensure consistency across regions
  • Review and implement process changes to drive operational excellence


  • Proven content marketing, copywriting, or SEO experience
  • Working knowledge of content management systems like WordPress
  • A well-maintained portfolio of published articles, blogs, copy, etc
  • Proven experience of working under pressure to deliver high quality output in a short span of time
  • Proficiency in all Microsoft Office applications, Google Suite
  • Fluency in English or any other required language

Soft Skills

  • Excellent verbal and written communication skills
  • Excellent writing and editing skills
  • The ability to work in a fast-paced environment
  • The ability to handle multiple projects concurrently
  • Strong attention to detail and the ability to multi-task projects and deliverables

Step 4: Source Candidates

Once you have the tailored job description in hand, it’s now time to do the groundwork and source candidates. Create an attractive job post to promote your job across job boards and social channels.

  • Begin with what to expect from the role at your company?
  • Why should candidates apply for the position?
  • Highlight the growth opportunities
  • State the company vision and mission
  • Briefly describe the recruitment process

Prepare an impactful job post and also execute paid job ad campaigns if required. The next step would be promoting your jobs on various job boards and hiring platforms. You can leverage the following platforms for hiring Content Marketers:

  • LinkedIn
  • Indeed
  • Instahyre
  • ZipRecruiter
  • Monster
  • GlassDoor
  • CareerBuilder

Not to forget - almost 3/4th of the workforce includes passive candidates, so you cannot miss out on passive talent sourcing as well. Reach out to qualified candidates on communities, LinkedIn, Twitter, and even Facebook to offer them suitable opportunities.

Step 5: Evaluate Candidates and Interview Shortlisted Ones

Once you have filtered candidates based on their experience and skills listed on their profile, it’s time to evaluate them deeply. Ask them to create a content strategy for your website, along with a value-adding content piece like a small blog. The topic of the article must fall within the scope of the strategy.

Interview the candidates whose profiles got shortlisted. Keep in mind the parameters covering skills, relevant experience, and personality traits of candidates.

Step 5: Make the Hire

Reach out to selected Content Marketers and communicate about the compensation.

Further, extend your offer letter to all the candidates who have been selected. In the case of passive sourcing, extend to only those who were aligned with you on the compensation and are willing to move forward.

Ensure having a deadline for the joining date and mention the necessary documents required by your recruiting team.

  • Get the required documents and set up the offer agreements with candidates
  • Organize an orientation session for the onboarded candidates
  • Introduce them to the entire team and the marketing teams they will be working with
  • Guide the new candidates about your company management tools and communication channels
  • Provide candidates with forms for benefits and perks like Health Insurance.

Supercharge Your Hiring for Content Marketer with Nurturebox

Inbound candidate sourcing doesn’t work effectively anymore. Do you also find challenges in closing quality candidates through job posts even after spending on ads?

Don’t worry, passive candidate sourcing can be an optimal solution for hiring top content marketing candidates.

Nurturebox is a one-stop talent sourcing and engagement platform which is powered by automation. Here’s how you can source product managers from LinkedIn using Nurturebox:

  • Install the Nurturebox Chrome plugin and sign up.
  • On your LinkedIn profile, start sourcing Content Marketers with boolean searches stating the required experience from targeted locations and including other criteria
  • Add the qualified candidates to your sourcing campaign pipeline with just a click
  • Automate the candidate engagement through email, Whatsapp and LinkedIn direct messages for reaching out and nurturing candidates at scale.

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