JOB Post Optimizer — Bias & Compliance Check
Your job post is filtering out your best candidates before they even apply.
"Rockstar." "Fast-paced environment." "Must have 10+ years experience." Every one of these phrases has a hidden cost — and most hiring managers have no idea.
Removing gender-coded words increases applications by up to 30%. Splitting requirements into "Required" and "Nice to have" stops filtering out candidates who meet 60% of criteria — which is most qualified people. And as of 2026, posting a job without a salary range violates the law in 18 US states, with fines reaching $250,000.
This agent catches what you cannot see in your own writing.
What it does
Paste your job posting. You get:
1. Bias report — every gender-coded, age-coded, and exclusionary term flagged with a neutral alternative and the research behind it.
| Biased term | What candidates read | Neutral alternative |
|---|---|---|
| Rockstar | Bro culture | Top performer |
| Fast-paced | Understaffed and chaotic | Dynamic |
| Self-starter | No training provided | Self-directed |
| Wear many hats | Under-resourced | Cross-functional role |
| Must handle stress | Toxic environment | Resilient |
2. Compliance check — salary transparency status against 18 US state laws. Names the specific states whose laws apply to your posting, including the remote work rule: if the role can be performed from a pay-transparency state, that state's law applies regardless of your HQ location.
3. Repellent phrase detection — words that experienced candidates decode as red flags. "Other duties as assigned" means scope creep. "We're like a family" means boundary violations. "Competitive salary" means you'll be lowballed.
4. Optimized posting — complete, ready to publish, following the HIRE structure.
5. Before/after score — concrete improvement with every change explained.
The HIRE framework
H — Hidden Bias Detection
Gender-coded words. Age-coded phrases. Degree requirements that exclude 65% of the US workforce. The skill flags each one with research-backed evidence and a specific alternative.
I — Information Completeness
Missing salary range? No benefits mentioned? No growth path? Vague location policy? Each gap is a reason for a qualified candidate to skip your posting. The checklist catches what's missing.
R — Readability & Structure
Job posts over 900 words lose 30%+ of applicants. The optimal range is 400-700 words. The skill scores length, formatting, section structure, and jargon density.
E — Engagement & Differentiation
Why should a candidate choose YOUR posting over the 50 others they see today? The skill checks for compelling elements: specific projects, 90-day success criteria, growth trajectory, and genuine culture differentiators.
2026 salary transparency — the compliance risk most employers miss
13 states require salary ranges directly in job postings. California, Colorado, Connecticut, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Rhode Island, Vermont, Washington.
5 additional states require disclosure at other stages (upon request or after interview).
The remote work trap: If a remote position can be performed from ANY of these states, that state's law applies — even if your company is in Texas.
Penalties: $100 to $250,000 per violation depending on jurisdiction. Massachusetts and New Jersey began active enforcement with audits in 2026.
The skill checks whether your posting includes a salary range and flags the specific states whose laws may apply.
The before/after score
| Score | Grade | Meaning |
|---|---|---|
| 90-100 | A | Attracts diverse, qualified candidates |
| 75-89 | B | Strong — a few gaps reduce reach |
| 55-74 | C | Significant bias or information gaps |
| 35-54 | D | Actively repelling qualified candidates |
| 0-34 | F | Major compliance risk or active bias |
Every point of improvement is explained: "Score went from 41 to 83 because we removed 4 gender-coded terms, added a salary range, split requirements into Required and Nice to Have, and cut word count from 1,100 to 620."
Who this is for
- Hiring managers writing postings without HR review
- HR teams standardizing language across the organization
- Recruiters optimizing client job descriptions
- Startups writing their first postings without an HR department
- Any company hiring remote workers across multiple US states
What this is NOT
A better posting attracts better candidates. Whether you hire well depends on your interview process, offer, and culture — factors outside any job post.
This tool does not constitute legal advice or guarantee compliance with any employment law. Consult a qualified HR professional or employment attorney for requirements specific to your jurisdiction.
Built by ZALTEN — tools that find every gap before it finds you.
