Rewrite every job description in five versions — candidate-friendly, skills-first, passive outreach, and board-specific — in one session
ZeroTwo takes the client's original JD and rewrites it for every channel and audience in one session: the candidate-facing post with a clear value proposition, the skills-first version that removes degree requirements, the 3-paragraph passive outreach message, and platform-specific variants for LinkedIn, Indeed, and internal ATS. Better job posts attract fewer wrong applicants and more right ones.
The original JD has 23 requirement bullets — research consistently shows anything over 10 drives a 30-40% drop in applications, especially from women and underrepresented groups. I've cut to 7 must-haves and moved the nice-to-haves to a 'You'll thrive here if' section. The LinkedIn version leads with the impact of the role ('own the payments roadmap for a $90M FinTech') not the company overview.
Job description tools built for recruiting agencies
Five versions from one brief — not five separate sessions
ZeroTwo produces every JD variant from a single source brief: candidate-facing, skills-first, passive outreach, LinkedIn, and board-specific. One session eliminates the manual reformatting across channels that most agencies either skip or spend hours on.
Fewer requirements, better applicants
ZeroTwo removes the laundry-list requirements that depress application rates — research shows 23 bullets vs. 7 can reduce female and underrepresented applicants by 30-40%. Better job posts attract fewer wrong fits and more qualified candidates who actually read the whole thing.
Skills-first by default, not as an afterthought
ZeroTwo rewrites every JD with a skills-first lens: removing degree requirements where they aren't justified, reframing nice-to-haves positively, and replacing vague language with observable competencies. Better for sourcing, better for EEOC defensibility, better for candidate quality.
How to rewrite job descriptions with ZeroTwo
Paste or upload the client's original JD. ZeroTwo identifies what's working and what isn't: word count vs. target, requirement count vs. research benchmarks, vague language, missing value proposition, and any degree requirements that could be replaced with competency-based criteria.
ZeroTwo produces the candidate-facing version: value proposition leads, requirements cut to the verifiable must-haves, nice-to-haves reframed in a 'you'll thrive if' section, and degree requirements replaced where competency-based criteria are more accurate.
ZeroTwo writes the 3-paragraph passive outreach message: paragraph 1 is the hook (role impact + company moment), paragraph 2 is what they'd do (outcomes, not tasks), paragraph 3 is the ask (4 must-haves + comp range + soft CTA).
ZeroTwo produces platform-specific variants: LinkedIn character-limited with algorithm-relevant skill keywords, Indeed with salary disclosed, ATS-formatted for Greenhouse or Lever, internal posting with team context, and SMS/text for mobile-first outreach — all from the same source brief.
Paste or upload the client's original JD. ZeroTwo identifies what's working and what isn't: word count vs. target, requirement count vs. research benchmarks, vague language, missing value proposition, and any degree requirements that could be replaced with competency-based criteria.
More ways to use ZeroTwo for job description optimization
More ways to use ZeroTwo
- Client intake and role calibration
Before the JD — ZeroTwo extracts the real criteria from intake docs and builds the role brief.
- Candidate sourcing and talent mapping
The rewritten JD becomes the sourcing brief — ZeroTwo maps the talent pool and builds boolean strings.
- Resume screening and shortlist creation
The criteria from the JD rewrite become the screening rubric — ZeroTwo scores candidates against it.
The job description is the first filter. Write it right, and the whole search gets easier.
A job post with 23 requirement bullets and no value proposition sends great candidates elsewhere before they apply. Use ZeroTwo to produce every JD version your search needs — candidate-facing, skills-first, passive outreach, and platform-specific — from a single brief in one session.