Job Description Generator
Write a job description from one of 1,173 real role templates, with your state's pay rules checked, then copy or download it. Free, no sign-up.
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Pick a role: its summary, duties and requirements fill in, ready to edit.
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Pay transparency laws by state
Where a job posting must show the pay, from what size, and what else it must show.
| State | Applies to | The posting must show | Since |
|---|---|---|---|
| California | 15+ employees | The pay scale in the posting (Labor Code 432.3); any employer gives it to an applicant on request. | In force |
| Colorado | Every employer | Compensation, a general description of benefits, and how and when to apply, for any employer with an employee in Colorado. | In force |
| Connecticut | Every employer | The wage or wage range and a general description of benefits, in public and internal postings. | 2026-10-01 |
| Delaware | 26+ employees | The pay or range and a general description of benefits and other compensation. | 2027-09-26 |
| District of Columbia | Every employer | The minimum and maximum projected pay in every listing, and health benefits disclosed before the first interview. | In force |
| Hawaii | 50+ employees | An hourly rate or salary range that reflects the expected pay. | In force |
| Illinois | 15+ employees | The pay scale and benefits in internal and external postings. | In force |
| Maine | 10+ employees | The anticipated pay range in any advertisement (commission-only roles say so). | 2026-07-29 |
| Maryland | Every employer | The wage range plus a general description of benefits and other compensation, for any job done at least partly in Maryland. | In force |
| Massachusetts | 25+ employees | The pay range in the posting (for commission or piece-rate roles, that range). | In force |
| Minnesota | 30+ employees | A starting salary range, never open-ended, plus a general description of benefits and other compensation. | In force |
| New Jersey | 10+ employees | The hourly wage, salary or range, a general description of benefits and other compensation programs. | In force |
| New York | 4+ employees | The compensation or range, and the job description, in the advertisement (New York City has its own law with the same reach). | In force |
| Vermont | 5+ employees | Compensation or a range; commission roles say so and tipped roles give the base wage. | In force |
| Virginia | Every employer | The wage, salary or range in each public and internal posting. | 2026-07-01 |
| Washington | 15+ employees | The wage scale or salary range plus a general description of benefits and other compensation. | In force |
Ohio has no state law. Cleveland requires the pay range in job postings (employers with 15 or more employees in the city, since October 27, 2025) and Columbus will from January 1, 2027; Cincinnati and Toledo require the pay scale only on request from an applicant with a conditional offer. New York City has its own law. A remote job open to people in a state can fall under that state's law. Sources: each state's statute or labor department, read for our compliance guides.
Frequently asked questions
No, and on purpose. AI job descriptions read the same and can promise duties or pay rules you never checked. This job generator starts from 1,173 real role templates written for small businesses, and you edit every line; then it checks the pay range and exempt rules for your state. Paste the result into any AI tool if you want a different tone.
Start from what the job is for: a short summary, the duties with the essential ones marked, the requirements, pay and benefits, and how to apply. Use the title people search for, and keep it to one page.
Use the plain title an applicant would type: «line cook», not «culinary associate». Add the level only when it matters (assistant, senior, lead, manager). When you pick a role, the generator suggests its versions and nearby titles from our library.
Yes, with no sign-up and no email. It starts from our 1,173 role templates, and the draft stays in your browser.
The title, a summary, responsibilities, required and preferred qualifications, physical demands and work environment, pay and benefits, employment type, how to apply, and an equal opportunity statement.
In California, Colorado, Connecticut, DC, Hawaii, Illinois, Massachusetts, Maryland, Maine, Minnesota, New Jersey, New York, Virginia, Vermont and Washington, yes, most of them from a headcount; Delaware follows in September 2027. Pick your state in the tool to see its rule.
The duties the job exists to do. Under the ADA, «If an employer has prepared a written description before advertising or interviewing applicants for the job, this description shall be considered evidence of the essential functions of the job.» (42 USC 12111(8)).
Yes. A salary alone does not make a job exempt: the pay must meet the salary level (federal $684 a week, and higher in some states, such as California) and the duties must fit an exemption.
About one page: a few lines of summary, 6 to 10 duties, and the requirements that matter. Longer lists bury the duties that decide whether someone applies.
The job description is your record of the job: duties, requirements, essential functions. The posting is the ad built from it, with pay, benefits and how to apply. This tool makes both from the same draft.
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