How JobWriter works

The JobWriter platform creates targeted job postings that attract people whose attitudes and behaviors drive success in each role.

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The JobWriter platform

Automatically receives your job description directly from your ATS and streamlines generic job description and redundant content, which you can modify.

You then select the personal and behavioral qualities you want from our curated list — qualities that determine who will succeed in the role.

Delivers a tailored, compelling job posting that connects on an emotional, as well as a professional level to the candidates with the qualities you’ve chosen—those who are most likely to thrive — drawing them in while quietly discouraging those who won't.

You can review and adjust the output before it goes live.

Generates several customized behavioral assessment questions matched to the qualities you’ve selected. You choose the question you want and can edit it if you wish. Applicants must answer in their own words when they apply.

JobWriter works within your existing recruiting workflow and integrates with your ATS environment(s).

Job descriptions flow automatically into the platform and revised postings can be returned without adding extra steps for recruiters.

Fakers don’t even apply

When applicants see JobWriter's behavioral questions, they face something AI can't smoothly fake: the need to write a detailed, personal account of real experience at a real company.

Candidates who have that experience don’t even break stride.

Candidates who don’t, quietly move on.

No algorithm or detection tool needed. The question does the screening.

The result is a posting that...

delivers more right-fit applicants

gives you meaningful insight to prioritize those candidates and conduct better interviews from the start

JobWriter Analytics

See which behavioral qualities drive success. And repeat it.

JobWriter records the behavioral qualities that you emphasize in every posting. This reveals the specific attributes each part of your organization is actively attracting—organized by recruiter, hiring manager, team, division, and location.

Over time, patterns emerge. You can compare the qualities used for the same role across locations and correlate them with your internal performance and retention data. You see which emphasized qualities consistently lead to:

Stronger performance

Better retention

Fewer hiring surprises

The result

Clearer insight into which qualities are associated with stronger hires for specific roles — and a smarter way to refine future postings.

Then every future posting benefits from every past hire.