People & Exec SupportFree
Job Description Writer for Small Business
Describe the role the way you would to a friend. Get a clear job posting with pay, schedule, real requirements and how to apply.
River's job description writer turns your description of a role into a posting that attracts the right people. Explain the job the way you would to a friend, or attach an old posting or your notes. You get a clear title people actually search for and an honest picture of the work. It also covers what success looks like in the first ninety days, short lists of must-haves and nice-to-haves, pay, schedule, location, benefits as you describe them, and how to apply.
Most job description generators produce the same paragraph of buzzwords for every role, then add a long list of requirements nobody checked. That puts off good candidates and attracts people who are good at applying. This writer works from what the job really involves, including the parts that tripped up your last hire. It also reviews each requirement and flags the ones that shrink your pool without predicting success, like a degree the job does not need.
This is for owners and managers hiring without a recruiter: a clinic replacing its front desk lead, a contractor hiring a project coordinator, or a shop adding its first manager. It works just as well for part-time and seasonal roles. When applications start to arrive, an interview scorecard synthesis helps your team compare candidates fairly. For bigger teams, the job description and requirement register tests each requirement against the people already doing the job.
What makes a job posting work
A good posting answers what a candidate wants to know before deciding to apply: what will I actually do, what does it pay, when and where do I work, and am I qualified? Postings that hide the pay or describe the job in vague phrases tend to get fewer serious applicants and more people who drop out once they learn the details. The title matters too. Use the words people search for, such as front desk coordinator, rather than an internal title nobody else uses.
Pay ranges are increasingly required by law. New York requires private employers with four or more employees to include a pay range in advertised jobs. California requires employers with 15 or more employees to include the pay scale in any job posting. Colorado's rules reach employers with even one employee in the state, and other states and cities have their own. Even where it is not required, a range saves time on both sides, because candidates who need more than you pay simply do not apply.
Keep requirements short and honest. Every must-have should be something a person genuinely cannot do the job without on day one. Everything else belongs in nice-to-haves or can be taught. In an illustrative clinic posting, experience with scheduling software is a must-have, while a bachelor's degree is not. Describe the hard parts of the job plainly too. People who read that the phones never stop and still apply are the ones who stay.
How it works
Describe the role
Explain the job in your own words, or attach an old posting, and add pay and schedule.
River writes the posting
Title, summary, first ninety days, requirements, pay and how to apply, all built from your facts.
Review the flags
See which requirements may cut good candidates and what pay range rules may apply.
Adapt it in chat
Ask for a shorter version for a job board, interview questions, or a matching offer letter.
What you get
- A searchable job title and an honest summary of what the work is really like day to day
- What success looks like in the first ninety days, so candidates can picture doing the job
- Short must-have and nice-to-have lists, with requirements that shrink your pool flagged for review
- Pay, schedule, location and benefits written exactly as you describe them, never invented
- A note on whether your location likely requires a pay range in the posting
- An equal opportunity statement and clear instructions on how and where to apply
Common questions
Do I have to put the pay range in the posting?
It depends on where the job is. Colorado, California, Washington, New York and several cities require a range in many or all postings, with different employer size limits. River notes whether your location is likely covered, but check the current rules for your state. Even where it is optional, a range brings in more candidates who will accept your offer.
How long should a job description be?
Long enough to answer a candidate's real questions, and short enough to read on a phone. For most roles that means a short summary, five to eight responsibilities, a handful of requirements, pay, schedule and how to apply. River leaves out company history and generic culture paragraphs unless you give it something specific to say.
What is the difference between a job description and a job posting?
A job description is the internal record of what a role does and requires, and a job posting is the advertisement candidates read. Small businesses often use one document for both. River writes the posting first, and can turn it into a plainer internal description for your files if you ask in the chat.
Will River add requirements I did not mention?
No. River uses the duties and qualifications you describe. It may suggest a requirement that your notes imply, such as a driver's license for a role with site visits, and mark it for you to confirm. It also flags requirements that may cut good candidates without good reason, so you can decide whether to keep them.
Why does the wording of the requirements matter so much?
Because it comes back to you. Candidates tailor their resumes to a posting's own words, which is exactly what a tailored resume and cover letter is built to do. A must-have written as a plain, checkable skill returns as evidence you can compare. A vague one returns as the same vague phrase in fifty resumes, which makes resume screening slower and less fair.
Can it help me write interview questions too?
Yes. Once the posting is done, ask River for interview questions that test the must-haves you listed, plus a simple scoring guide. Asking every candidate the same questions makes it easier to compare them fairly and to explain your decision later. Keep questions to the job itself and avoid anything about age, family or health.
Does it work for part-time and hourly roles?
Yes. For hourly and part-time jobs, the posting leads with what candidates care about most: the hourly pay, the shifts, how many hours a week, and when they would start. River keeps the language plain and the requirements short, because frontline candidates often apply from a phone and skip long postings.
Sources
Built by
Chandler Supple
Co-founder & CEO, River
Chandler has spent the last six years working in AI, building tools for millions of users and Fortune 100 companies. In 2025, he co-founded River to build a new kind of operating system for AI agents.
Job Description Writer for Small Business
Describe what you need, add any files you have, and your workspace opens with the work already underway.