Job description
A structured job description with summary, responsibilities, qualifications, compensation range, and pay-transparency-aware posting language.
Department: · Reports to: · Location: · Type:
About the role
What you will do
Must-have qualifications
Nice-to-have
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Compensation & benefits
Compensation:
Inclusion
We are an equal opportunity employer. All qualified applicants will receive consideration without regard to race, color, religion, sex (including pregnancy, sexual orientation, and gender identity), national origin, age, disability, veteran status, or any other characteristic protected by law. Reasonable accommodations are available on request.
Made with WalnutsHR Paper · Reviewed for United States (general) · April 2026
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No compliance hints for this jurisdiction yet — your document looks good for the basics. Have a lawyer review before sending anything consequential.
About this template
A job description does two jobs at once: it's an external recruiting document and an internal alignment document. Done well it attracts the right candidates and aligns the hiring team on what "good" looks like before the first interview.
When to use it
- You're opening a new role and need a single source of truth for recruiters, hiring managers, and candidates.
- You're updating an existing role to reflect how it has actually evolved.
- You're operating in a pay-transparency jurisdiction (Ontario, BC) and need posting language that complies.
What to include
- Company one-liner so candidates know what they're applying to.
- Role summary in 2–4 sentences — what is this person hired to do?
- Key responsibilities (5–8 bullets).
- Must-have qualifications versus nice-to-have, separated.
- Specific compensation range — required by law in Ontario, BC, and several US states.
- Benefits highlights.
- An equal-opportunity / inclusion statement.
Frequently asked questions
How specific does the salary range need to be?
Specific enough that it's actually informative. "$50,000 to $200,000" reads as bad-faith compliance. Most regulators expect a range that reflects the realistic offer band — typically a $20–40k spread for individual contributors and slightly wider for senior roles.
Should I list every nice-to-have I can think of?
No. Long must-have lists discourage qualified candidates — particularly underrepresented groups — from applying. Aim for 4–6 must-haves and a short, honest nice-to-have list.
Should the job description be the same as the eventual offer letter?
They share content but serve different purposes. The job description is a marketing and alignment document; the offer letter is a contract. Use Paper's offer-letter template once a candidate accepts.
Legal disclaimer. Pay-transparency rules apply in Ontario (Working for Workers Four Act), British Columbia (Pay Transparency Act), and a growing number of US states (NY, CA, CO, WA, IL, etc.). Posting without a compensation range in those jurisdictions can trigger penalties. If you operate in multiple provinces or states, default to including the range — it's the simplest path to compliance.
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