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What's wrong with your job description?
Paste your JD. Get an instant breakdown of what's clear, what's vague, and what will turn the right candidates off.
What the scorer checks
Every job description is graded 0–10 across six dimensions — the same quality gate that runs before any role is published through BestHire.
Clarity
Can a strong candidate tell what the job actually is in one read? Buzzwords, filler, and internal jargon all cost points.
Must-haves vs nice-to-haves
When everything is "required", candidates ignore the list. The scorer checks that hard requirements are few, testable, and separated from bonuses.
Specificity
"5+ years with PostgreSQL in production" beats "database experience". Vague requirements produce vague applicants.
Bias & inclusivity
Flags gendered or exclusionary language and unnecessary requirements (degrees, "native speaker") that filter out qualified people for no reason.
Compensation transparency
Posts with a salary range attract more qualified applicants — and ranges are legally required in a growing list of jurisdictions.
Outcome orientation
Roles described as outcomes ("ship the onboarding flow in Q1") give candidates something concrete to respond to — and give you claims to verify.
Your JD is your first screening filter
Most founders treat the job post as an ad and the screening as a separate chore. In practice the post is the first screen: a vague JD attracts everyone, so you pay for the vagueness later — in two hundred lookalike CVs and intro calls that go nowhere. A precise one costs you unqualified volume up front, which is exactly the point.
If your score comes back low, don't patch words — rebuild the structure. Our job description template separates hard requirements from nice-to-haves and states outcomes instead of activities, and the role-by-role hiring guides show what testable requirements look like for the roles founders hire most.
Common questions
Is the job description scorer really free?
Yes — 10 scores per day, no signup and no credit card. After the daily cap you can get a full report by email.
What does the JD checker actually score?
Six dimensions: clarity, must-haves vs nice-to-haves, specificity, bias and inclusivity, compensation transparency, and outcome orientation. Each gets a 0–10 score with concrete fixes.
Do you store my job description?
No. Scoring does not save your JD text. It is only stored if you explicitly request the emailed report, and you can ask for deletion at any time.
How do I improve a low score?
Most low scores come from vague requirements and missing salary ranges. Rebuild the post on our job description template — hard requirements separated from nice-to-haves, outcomes instead of activities, a stated range — then re-score it.
Why does JD quality matter for screening?
The JD is your first filter. A vague post attracts everyone, which means hundreds of unqualified CVs to wade through. A precise post makes weak fits self-select out and gives you testable claims to verify in interviews.
Publish the role through BestHire and the same quality gate runs automatically — then every fit applicant takes a 5-minute AI interview and you get a ranked shortlist with cited evidence. See how it works.