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Job Ad Grader

Paste your job ad below and get an instant score across 8 key dimensions. Find out what is working, what is not, and how to attract more qualified candidates.

Include the full text of your job posting for the most accurate analysis

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What Is a Job Ad Grader?

A job ad grader analyzes your job posting and scores it across key effectiveness dimensions — readability, structure, inclusivity, clarity, and completeness. Most job ads underperform not because of the role itself, but because of avoidable issues: missing salary range, overly long requirements, jargon-heavy language, or unclear application instructions. This free tool identifies exactly what's holding your posting back and tells you how to fix it. Better job ads attract more qualified applicants, reduce screening time, and shorten your time-to-hire.

How to Use This Tool

  1. 1Paste your job ad. Copy your existing job posting text — including the title, responsibilities, requirements, and any benefits — and paste it into the grader.
  2. 2Click Grade My Job Ad. The tool scores your posting across readability, structure, inclusivity, and completeness, and returns an overall grade with dimension-level breakdowns.
  3. 3Apply the recommendations. Review the specific feedback for each low-scoring area and edit your job ad. Re-grade after changes to track your improvement score.

5 Tips for a High-Scoring Job Ad

  • →Add a salary range — always. It's the single highest-impact change. Salary transparency increases application volume by 30–40% and signals a fair, candidate-friendly hiring process.
  • →Write in plain language. Replace phrases like "dynamic individual" and "fast-paced environment" with specific, concrete descriptions of the role and team. Jargon lowers readability scores and loses candidates.
  • →Use bullet points, not paragraphs. Candidates scan job ads in under 2 minutes. Bulleted responsibilities and requirements are 3–5x easier to process than dense blocks of text.
  • →Trim the required list ruthlessly. Every requirement you mark as required removes a pool of candidates. Keep it to 3–5 true non-negotiables and move the rest to preferred.
  • →End with a clear, single call-to-action. Tell candidates exactly how to apply, what to include, and what the next step is. Ambiguity at the end of a job ad is a common source of abandoned applications.

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Frequently Asked Questions

Is this job ad grader really free?

Yes. Completely free — no account, no credit card, no usage limits.

What does the job ad grader check?

Readability, structure, inclusivity, clarity, and completeness — including salary range, location, requirements length, and how to apply. Each dimension contributes to an overall score.

What is a good score on the job ad grader?

80+ is strong. 60–79 suggests specific improvements. Below 60 indicates structural problems likely hurting your application rate.

What hurts a job ad score the most?

Missing salary range, no location/remote status, vague job title, requirements list too long or too short, biased language, and poor readability from dense paragraphs.

How do I fix a low job ad score?

The grader gives specific feedback per area. Start with: add a salary range, trim requirements to 3–5, break up long paragraphs, replace jargon with plain language, and add a clear apply section.

Does a higher grade affect application rate?

Yes. The factors graded here are proven to increase application volume and quality. Salary transparency alone increases applications by 30–40% on average.

How often should I grade my job ads?

Before every posting. For recurring roles, audit your template every 6–12 months — hiring expectations and language norms evolve over time.

What is job ad readability and why does it matter?

Readability measures how easy your ad is to scan. Short sentences, bullet points, and plain language keep candidates engaged. Most candidates spend under 2 minutes on a job ad — low readability loses them before they apply.

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