Job Description Auditor
Finds the requirements that are quietly costing you candidates
4 of 10 adverts ask for too much or hide the pay.
10 adverts checked. 4 are flagged for 16 points; the highest experience asked is 8 years.
Rewrite Data Analyst first. Data has the most flagged adverts.
Wording that excludes people (tone, gendered terms) needs the text itself and is not in the data.
Why rows were flagged
- Experience beyond the level33%
- More than 10 requirements33%
- No pay range shown33%
Value flagged by Department
- Data1
- Finance1
- Design1
- Sales1
Items to act on, worst first
| Item | Department | Value | Years asked | Why |
|---|---|---|---|---|
| Data Analyst | Data | 4 | 8 | Experience beyond the level, More than 10 requirements, No pay range shown |
| Finance Analyst | Finance | 4 | 7 | Experience beyond the level, More than 10 requirements, No pay range shown |
| Junior Designer | Design | 4 | 5 | Experience beyond the level, More than 10 requirements, No pay range shown |
| Sales Associate | Sales | 4 | 3 | Experience beyond the level, More than 10 requirements, No pay range shown |
What to do this week
- Cut the experience asked in Data Analyst to what the level needs.
- Move nice-to-have items out of the must-have list in long adverts.
- Show a pay range on every advert where the law or the market expects one.
Do
- Fix the highest-risk item first, then run the check again on fresh data.
Don't
- Don't act on one row alone: open the source record first.
How to improve
- Add more detail per row (owner, date, source) so the next report can trace each item.
- Add a second period of data so the next report can show whether things are improving.
Demo
Overview
The most expensive hiring mistake happens before anyone applies. A degree requirement nobody actually checks, fifteen 'essential' requirements where four are real, or wording that measurably discourages women from applying — each removes candidates who could have done the job, and no amount of careful screening gets them back.
This agent audits the advert itself. It separates requirements that predict performance from those that are habit, flags language associated with reduced application rates, and identifies criteria that risk excluding on a basis unrelated to the work.
Every finding names what to change and why, with the requirement rewritten rather than merely criticised. Where something needs an employment lawyer rather than an editor, it says so instead of advising.
Benefits
A wider pool at zero cost
The cheapest way to get more qualified applicants is to stop excluding them.
Fewer requirements to defend
Criteria unrelated to the work are the ones that create risk.
Consistent adverts
The same bar applied across every role you post.
What it does
Separates essential from habitual
Which requirements predict performance, and which are inherited from the last advert.
Flags exclusionary wording
Language associated with lower application rates from particular groups, with a replacement.
Catches proxy requirements
'Recent graduate', 'digital native', 'no career gaps' — age and circumstance filters in disguise.
Counts the inflation
Fifteen essential requirements means candidates self-select out. It says how many are genuinely essential.
Rewrites rather than criticises
Each finding comes with the replacement wording.
Knows its limit
Anything needing legal judgement is routed, not answered.
What this changes
What this changes about your week
- It takes over
- Reviewing an advert for requirements that quietly exclude people who could do the job.
- Done today by
- Hiring managers, who reuse the last advert instead.
- How often
- Every role you post.
- Typical manual effort
- A proper review is an hour, and it is the hour nobody spends.
Why HR & People in particular. No amount of good screening recovers a candidate who never applied. This is the cheapest possible way to widen the pool.
Runs unattended
Started by you or by an event, and it finishes on its own. Nothing waits for someone to be at a desk.
The same standard every time
The two-hundredth item is held to the bar the first one was. Consistency is the part people cannot sustain.
It cannot act on its own
Job Description Auditor has no path to sending, spending or committing. That limit is why its output is safe to act on.
How it runs
This agent runs server-side through the PROMIVO runtime. Each run is logged step by step and every tool call is permission-checked before it executes.
- 1InputValidated against the agent input schema
- 2Modelclaude-sonnet-5 with automatic fallback
- 3ToolsNo external tools
- 4PermissionsRuns READ actions automatically; anything higher waits for approval
- 5OutputStructured result matching the output schema
- 6LoggingTokens, duration and every step recorded
Requirements
Integrations
No integrations required.
Before you start
- The job description or advert
- Ideally, what the role actually does day to day
- Requires the Starter plan or higher
Use cases
Before posting
Audit the advert while changing it is still free.
A role that is not attracting applicants
Find out whether the advert is the reason.
Reviewing your template library
Fix the inherited wording every role has been copying.
Pricing
Starter
Billed monthly through your PROMIVO subscription. Cancel at any time.
Runs consume your plan allowance for agent executions and tokens. See plan limits
FAQ
Is this legal advice?
No. It flags language and requirements commonly associated with exclusion, and says where an employment lawyer is needed. Discrimination law varies by jurisdiction and the agent does not attempt to apply it.
Will it remove requirements we actually need?
It does not change anything. It reports which requirements appear essential to the work and which look inherited, with reasoning. You decide.
Does it work outside English?
Yes, and it audits in the language written. Gendered wording works differently in each language, so this is not a translation of English guidance.
Reviews
Reviews open once customers have run this agent.
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