Analyze a job description

Job description analyzer for U.S. hiring teams

Paste a job description. See what could put applicants off and what's missing.

See a finished review

Each finding quotes your words and suggests a fix. Pay rules are checked for 12 U.S. places.

Job description analyzer

Include a Location line so we can check that place's pay rules.

0 / 20,000

Free, with no account. The text you paste is not stored.

A finished review of a warehouse job

The analyzer's own output for a warehouse posting in Denver: thirteen signals, highest severity first; six quote the words that raised them.

See the full review

Want it rewritten for you?

Your AI assistant can draft the new wording from this checklist.

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Need this for your own documents?

Catapult AI builds checklists like this for handbooks, offer letters and interview guides.

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How the analyzer works

  1. Paste the job description

    Up to 20,000 characters of plain English text. Keep the Location line so we can match that place's pay rules.

  2. Read the analyzer's signals

    Highest severity first. Each signal quotes the matched words when a phrase raised it, suggests a change and links its sources.

  3. Work through the analyzer's fix list

    Start with the overview by area. Mark each signal done as you revise, copy the steps for whoever owns the posting, then review the new text.

What the analyzer reads. And where it stops.

Flags job ad wording that turns people away

Age-coded words, a driver's license with no driving duty, no way to ask for an accommodation.

  • Age-coded languageMatched “Young”
  • Driver's licenseTie it to a driving duty
  • Accommodation processSay how to ask for one

Reads pay rules for 12 places

A Location line in California, New York, Colorado or nine other places adds that place's pay check.

Runs written rules on the job text, no AI model

The same posting gets the same review every time. The text is not sent to any outside service.

Lists what the analyzer skips

Employer size, contract thresholds and places outside the 12 are named, so you know what is left for counsel.

The 89 signals the analyzer looks for

Twelve areas, one review question each. Pick an area to see every signal it can raise from pasted text, its severity, and whether it is flagged for legal review or is recommended practice.

12 areas89 signals

Equal opportunity

Does the language avoid protected-class preferences and proxies?

  • Citizenship-status restrictionLegal reviewCritical
  • Disability-based exclusionLegal reviewCritical
  • Genetic-information or family-history exclusionLegal reviewCritical
  • Pregnancy-based exclusionLegal reviewCritical
  • Protected personal information requestedLegal reviewCritical
  • Race-coded eligibility languageLegal reviewCritical
  • Religion-based eligibility languageLegal reviewCritical
  • Sex-coded eligibility languageLegal reviewCritical
  • Sexual-orientation or gender-identity restrictionLegal reviewCritical
  • Age-coded languageLegal reviewHigh
  • Equal-opportunity commitment is contradictedLegal reviewHigh
  • Hairstyle, beard, or head-covering ruleLegal reviewHigh
  • National-origin or language proxyLegal reviewHigh
  • Numeric age limitLegal reviewHigh
  • Photo requested with the applicationLegal reviewHigh
  • Appearance requirementPracticeMedium
  • Citizenship requirement cites a legal basis to verifyLegal reviewMedium
  • Gendered occupational titlePracticeMedium
  • Gendered wording describes the candidatePracticeMedium
  • Job aimed at an age group or life stagePracticeMedium
  • Marital or family-status preferenceLegal reviewMedium
  • Equal-opportunity statement is missingPracticeLow

Candidate process

Are application steps, sensitive-data requests, and checks appropriate?

  • Sensitive financial or identity data requestedLegal reviewCritical
  • Arrest-record exclusionLegal reviewHigh
  • Potentially exclusionary criminal-history languageLegal reviewHigh
  • Unpaid trial workLegal reviewHigh
  • Application deadline may be required hereLegal reviewMedium
  • Application path is missingPracticeMedium
  • Background-check timing is unclearPracticeMedium
  • Credit-history screenLegal reviewMedium
  • Current-employment requirementLegal reviewMedium
  • Drug-test requirementLegal reviewMedium
  • Non-compete agreementLegal reviewMedium
  • Vaccination requirementLegal reviewMedium

Accessibility

Are essential functions and accommodation paths described appropriately?

  • Able-bodied requirementLegal reviewHigh
  • Absolute sensory requirementLegal reviewHigh
  • Accommodation availability is deniedLegal reviewHigh
  • Driver's-license requirementPracticeMedium
  • Height or weight cutoff needs validationLegal reviewMedium
  • Lifting requirement is not measurablePracticeMedium
  • Personal vehicle requirementPracticeMedium
  • Standing requirement is not measurablePracticeMedium
  • Vague physical requirementPracticeMedium
  • Accommodation process is missingPracticeLow
  • Transportation requirementPracticeLow

Compensation

Is pay described clearly enough for the applicable context?

  • Cash or off-the-books payLegal reviewHigh
  • Jurisdiction-specific pay review requiredLegal reviewHigh
  • Salary-history requestLegal reviewHigh
  • Benefits description may be required hereLegal reviewMedium
  • Compensation is missingPracticeMedium
  • Pay with no base rateLegal reviewMedium
  • Variable compensation is unclearPracticeMedium
  • Benefits are not summarizedPracticeLow

Qualifications

Are minimum requirements job-related and distinguished from preferences?

  • Entry-level label conflicts with experiencePracticeHigh
  • Experience capLegal reviewMedium
  • GPA screening thresholdPracticeMedium
  • High years-of-experience thresholdPracticeMedium
  • Minimum qualifications are unclearPracticeMedium
  • Degree requirement needs validationPracticeLow

Employment terms

Are status, duration, schedule, and material conditions clear?

  • Employment classification signals conflictLegal reviewHigh
  • Contract duration is missingPracticeMedium
  • Employment type is missingPracticeMedium
  • Overtime treatment is unclearPracticeMedium
  • Temporary relationship is ambiguousPracticeMedium

Location and schedule

Can a candidate understand where and when the work occurs?

  • Applicants from named states are excludedLegal reviewHigh
  • Open-ended availabilityPracticeMedium
  • Remote-work jurisdictions need verificationPracticeMedium
  • Travel expectation is unclearPracticeMedium
  • Remote time-zone expectation is missingPracticeLow

Posting integrity

Is this a real, current, clearly represented opportunity?

  • Placeholder posting contentPracticeHigh
  • Unfilled template textPracticeHigh
  • Applicants sent to a chat appPracticeMedium
  • Earnings promise needs supportLegal reviewMedium
  • Employer is not namedPracticeLow

Role clarity

Can a candidate identify the role's purpose and level?

  • Role description is too briefPracticeMedium
  • Vague or inflated titlePracticeMedium
  • Buzzword-heavy languagePracticeLow
  • Posting is very longPracticeLow

Responsibilities

Are duties and outcomes concrete enough to evaluate?

  • Responsibilities are not concretePracticeHigh
  • Open-ended dutiesPracticeLow
  • Pressure-tolerance wordingPracticeLow
  • Success outcomes are unclearPracticeLow

Governance

Are ownership, source, and review limitations visible?

  • Internal notes left in the postingPracticeHigh
  • Posting may contain a stale datePracticeMedium
  • Pandemic-era wordingPracticeLow
  • Repeated textPracticeLow

AI in hiring

Does the posting say how automated tools are used on applicants?

  • Automated screening is namedLegal reviewMedium
  • Recorded video interviewLegal reviewMedium
  • Blanket rule against applicant AI usePracticeLow

Let your AI assistant write the fixes

This page finds what to change. Your AI assistant can write the new wording. We hand it our checklist; your job description stays with you.

  1. Pick your assistant.
  2. Paste your job description.
  3. Check its draft before you use it.
More

Free. You need your own account with that assistant, and we ask for a work email first.

Example of what your assistant sends back

Your posting says

Young, energetic team player with a positive attitude

Suggested rewrite

Team player who keeps a steady pace through a physical shift

Your posting says

Must have a valid driver's license

Suggested rewrite

Removed, because the job lists no driving. If it has some, name the driving task.

Then it asks you for what is missing

The hourly pay range, a short benefits summary and the date applications close.

See the instructions your assistant gets
89 signals, 12 areas
---
name: job-description-review
description: Reviews a U.S. job description, job posting or job ad for drafting signals before it is published. Finds wording that may turn applicants away or raise equal-opportunity questions, missing pay, schedule, accommodation and hiring-process details, and vague requirements, then gives a fix list. Use when the user pastes or uploads a job description and asks to review, check, audit, improve or rewrite it.
---

# Job description review

Built with Catapult AI. Your team's know-how, written once, so any AI assistant can follow it. Handbooks, offer letters and interview guides work the same way.

See what Catapult AI builds

Questions

Email the Great Hire team

Is the analyzer legal advice?

No. It is an automated drafting review and does not decide whether a posting meets any law. Confirm each location's rules with employment counsel.

Do you keep the job description I paste?

No. We read it for the review and do not store or log it.

Does the analyzer use AI?

No. Fixed rules read your text. No AI model is called, and nothing is sent to an outside service. For a draft rewrite, you can hand the same checklist to your own AI assistant.

Which 12 places' pay rules does it read?

California, Colorado, D.C., Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont and Washington.

Why does the analyzer give no score?

A score reads like a verdict. You get signals to review, ranked by severity, and the limits of what was read.