- I Tested 4 AI Job Description Rewriters in the GPT Store (and Here’s What I Found) - July 25, 2025
- Why DEI in Canada Relies on Inclusion, Not Quotas - May 16, 2025
- Recruiting Videos: Why They Matter & Best Examples - April 10, 2025
One of my most used prompts when working with AI is “rewrite this…” and I know I’m not alone. It’s a simple, powerful prompt (that works way better when you provide more context like tone, length, style, and the target audience).
Back in February 2025, my fellow Ongig writer and general JD superstar, Heather Fenty, wrote this blog testing free GPT Job Description generators, including the AI job description generator from Ongig.
Fast-forward to July, and Ongig has rolled out its free AI Job Description Rewriter, and we couldn’t resist the chance to test it out and compare it to other GPTs in the store.
So here it is: part two of our GPT testing series…The Battle of the JD Rewriters.
The first thing I noticed? A quick search of the GPT Store brought up resume rewriters, but only one JD rewriter. Great for job seekers trying to tailor their CVs to specific job postings, but not what we needed. The creative minds at Ongig were spot on: hiring teams, recruiters, and small business owners needed a purpose-built tool for rewriting job ads.
After a little more digging, I tracked down two more AI JD rewriter GPTs – and just like that, the battle was on.
Note: If you’re looking to make the entire job description creation process smoother – not just rewriting a single JD – our Text Analyzer might be worth a look. It’s designed to help you optimize, format, and fine-tune job postings efficiently while making them inclusive and engaging.
AI Job Description Rewriters I Tested
- Ongig’s AI Job Description Rewriter
- Job Description Rewriter by Jason A. Weiss
- Recruiter Assistant by Casey K Neese
- JD Automation Enhancer by Leading Knowledge Ltd.
All four claim to help improve or rewrite job descriptions using the power of AI.
How I Evaluated the AI Job Description Rewriters
For added fun and to keep things fair, I used the same evaluation criteria from Heather’s original blog article, and used the ‘winning’ output from those generators (the one Ongig’s Text Analyzer gave the highest total score to). The original was strong, but I was curious how each AI would elevate it. Here’s the original JD output to be tested:
Marketing Manager at Ongig
At Ongig, we are passionate about revolutionizing the way companies attract, engage, and retain talent in the fast-paced tech industry. Our innovative solutions and cutting-edge technology have set a new standard for recruitment marketing. As we continue to grow, we are looking for a creative, results-driven Marketing Manager to join our team. If you’re excited about driving impactful campaigns and shaping the future of recruitment tech, this is the opportunity for you.
In this role, you will take the lead in crafting and executing strategic marketing initiatives that align with our company goals. Working closely with cross-functional teams, you’ll be responsible for elevating our brand, engaging our target audience, and driving measurable growth. Join a company that values innovation, collaboration, and your personal development.
Tasks and Responsibilities
As a Marketing Manager, you will have the opportunity to make a significant impact by managing a variety of exciting projects. Your main responsibilities will include:
- Developing and implementing comprehensive marketing strategies to support business objectives.
- Managing multi-channel campaigns, including digital, email, social media, and content marketing.
- Collaborating with sales and product teams to ensure alignment on messaging and goals.
- Analyzing campaign performance data to optimize marketing efforts and maximize ROI.
- Leading the creation of engaging content, from blogs to case studies, that resonates with our audience.
Required Skills and Knowledge
We are looking for a Marketing Manager with a proven track record of success in the tech industry. You’ll thrive in this role if you possess the following skills and attributes:
- A bachelor’s degree in Marketing, Communications, or a related field.
- At least 5 years of marketing experience, preferably in the tech industry.
- Strong understanding of digital marketing tools, including SEO, SEM, and analytics platforms.
- Exceptional project management and organizational skills.
- Excellent communication and storytelling abilities to connect with diverse audiences.
Benefits of Joining Ongig
At Ongig, we are committed to creating an environment where our employees can thrive. When you join our team, you’ll enjoy:
- Competitive salary and comprehensive benefits package.
- Flexible work arrangements, including remote options.
- Opportunities for professional development and career growth.
- Access to the latest tools and technologies to excel in your role.
- A collaborative and inclusive company culture that values diversity.
Join Our Team!
If you’re ready to take the next step in your marketing career and make a difference in the tech industry, we’d love to hear from you. Apply today and let’s create something amazing together.
For the final step I ran the rewrites through Ongig’s Text Analyzer to see how they performed on inclusivity and readability, just like in the original test. And more importantly, to see if there was an improvement. In case you (still) haven’t read the original blog, the testing criteria are below:
- Ease of Use – Was the tool straightforward to launch and interact with, or did it require a complicated setup to get a result?
- Speed – How quickly did it generate a usable job description? Was it near-instant, or did it feel slow and clunky?
- Output Quality – Did the final rewrite feel polished, engaging, and professional – or did it read like generic AI filler?
- Customization Options – Could I guide the output with tone, length, or structure preferences, or was it a one-size-fits-all result?
- Inclusivity & Bias – Did it proactively avoid biased terms and reflect inclusive, welcoming language, or would I need to manually clean that up?
- Grammar & Readability – Were the sentences smooth, scannable, and typo-free, or did they need significant editing?
- Text Analyzer Score – Most importantly: Did the rewritten JD improve the score in Ongig’s Text Analyzer? This score helps quantify how inclusive, readable, and effective the job description really is.
#1: AI Job Description Rewriter (from Ongig)
Pros:
- Three prompts to help get you started and it quickly asks you to provide the original JD to be rewritten
- Fast path from opening the GPT to receiving the rewritten JD
- Suggestions for further tailoring at the end of the output: “Let me know if you’d like this tailored further (e.g., include salary range, location details, or shift info).”
- Made the JD more succinct and easy to scan through
Cons:
- The three prompts are too long to fit into their bubbles, so you can’t read all of it, which might feel clunky
Ongig’s GPT Job Rewrite in Text Analyzer
Total Score: 88.6% (up from 83.4%)
Bias Ratio: 70% feminine-coded words (down from 73%)
Exclusionary Words: None (same as original)
Adverb Score: 100% (same as original)
Word Count: 345 words (down from 401 words)
Readability Score: 100/100 (6th-grade reading level) (up from 78/100)
Note: If you try Ongig’s AI Job Description Rewriter, we would appreciate it if you could take a moment to review it. Here’s how:
- Search for Ongig’s AI Job Description Rewriter in the GPT store
- Click on the GPT’s name to open its detailed page.
- Click on the “Send feedback” option, typically found below the GPT’s name.
- A pop-up will appear, allowing you to:
- Provide a star rating (1 to 5 stars)
- (Optional) Write private feedback directly to us at Ongig.
- You can also choose whether to share your email address with us.
#2 Job Description Rewriter
Pros:
- 4 different prompt ideas to get you started
- Rewrites the JD to “showcase the opportunity while keeping the client’s identity confidential” – ideal for recruiters
- Ends with a prompt for further tailoring “Let me know if you’d like a version tailored to a specific industry vertical or tone.”
Cons:
- Sole functionality focus is on rewriting for client confidentiality and recruiters
- Not usable for direct job postings
Job Description Rewrite in Text Analyzer
Total Score: 68.1% (down from 83.4%)
Bias Ratio: 54% feminine-coded words (down from 73%)
Exclusionary Words: none (same as original)
Adverb Score: 100% (same as original)
Word Count: 309 words (down from 401 words)
Readability Score: 59.7/100 (11th-grade reading level) (down from 78/100)
# 3 Recruiter Assistant – Job Description Rewrites
Pros:
- Instantly provided two outputs
- Formal & Aspirational
- Conversational & Engaging
- Offers to create a short LinkedIn version as well
Cons:
- Used emojis even in the ‘Formal’ version
Recruiter Assistant Rewrite in Text Analyzer
Version One – Formal & Aspirational
Total Score: 67.2% (down from 83.4%)
Bias Ratio: 55% male-coded words (up from 73% female-coded)
Exclusionary Words: none (same as original)
Adverb Score: 100% (same as original)
Word Count: 302 words (down from 402)
Readability Score: 72.5/100 (10th-grade reading level) (down from 78%)
Version Two – Conversational & Engaging
Total Score: 86.8% (up from 83.4%)
Bias Ratio: 100% female-coded words (up from 73%)
Exclusionary Words: none (same as original)
Adverb Score: 69.3% (down from 100%)
Word Count: 318 words (down from 402)
Readability Score: 100/100 (6th-grade reading level) (up from 78%)
#4 Job Automation Enhancer
Pros:
- Four prompt options – I chose “Rewrite this Job Description with AI tools”
- Added specialized content efficiently
Cons:
- Single functionality focus – won’t be useful for all rewriting needs
JD Job Description Generator in Text Analyzer
Total Score: 72.2% (down from 83.4%)
Bias Ratio: 55% feminine-coded words (down from 73%)
Exclusionary Words: none (same as original)
Adverb Score: 100% (same as original)
Word Count: 330 words (down from 401)
Readability Score: 72.1/100 (10th-grade reading level) (down from 78/100)
Further Tests for Specific Job Description Rewrites
Two of the four AI Job Description Rewriters were designed for specific rewriting tasks – the Job Description Rewriter by Jason A Weiss to produce rewrites with client confidentiality for recruiters, and the JD Automation Enhancer to produce rewrites with integrated AI tools and automations. To make the test a little more fair, I decided to see whether the other two rewriting tools could do these things as well. Let’s see the results:
Ongig’s AI Job Description Rewriter:
I gave the prompt: “rewrite this JD for agency recruiters without mentioning the company name.”
Output: “Here’s a rewritten version of the Marketing Manager job description — optimized for agency recruiters, written at a 6th–9th grade reading level, and in a friendly, direct voice…”
Text Analyzer Scores:
Total Score: 82.7 (down from 83.4%)
Bias Ratio: 58% feminine-coded words (down from 73%)
Exclusionary Words: none (same as original)
Adverb Score: 100% (same as original)
Word Count: 338 words (down from 401)
Readability Score: 100/100 (6th-grade reading level) (up from 78/100)
I gave the prompt: “rewrite this JD with integrated AI tools and automation suggestions.”
Output: “Here’s a rewritten version of the Marketing Manager job description with integrated suggestions for AI tools and automation, simplified language, and structured to follow job description best practices. It’s written in a friendly, second-person tone and optimized for readability…”
Text Analyzer Scores:
Total Score: 78% (down from 83.4%)
Bias Ratio: 50% feminine-coded words (down from 73%)
Exclusionary Words: hands-on (non in original)
Adverb Score: 100% (same as original)
Word Count: 452 words (down from 401)
Readability Score: 100/100 (6th-grade reading level) (up from 78/100)
Recruiter Assistant – Job Description Rewrites:
I gave the prompt: “rewrite this JD for agency recruiters without mentioning the company name.”
Output: “Sure! Below are two rewritten versions of your job description for agency recruiters to use, without mentioning the company name. Each version highlights growth potential, compelling responsibilities, and unique benefits — one formal and one with a more conversational, informal tone.”
Total Score: v1 71.4%/v2 75.3% (down from 83.4%)
Bias Ratio: v1 50% feminine-coded words/v2 76.8% feminine-coded words (original 73%)
Exclusionary Words: v1 stakeholder/v2 none (none in original)
Adverb Score: v1 100%/v2 48.6/100 (original 100%)
Word Count: v1 309/v2 310 words (down from 401)
Readability Score: v1 77.8/100 (9th-grade reading level)/v2 100/100 (5th-grade reading level) (original 78/100)
I gave the prompt: “rewrite this JD with integrated AI tools and automation suggestions.”
Output: “Here are two rewritten versions of the Marketing Manager job description for Ongig, both integrating AI tools and automation into the narrative:”
Total Score: v1 69.1%/v2 81.2% (down from 83.4%)
Bias Ratio: v1 63% feminine-coded words/v2 83% feminine-coded words (original 73%)
Exclusionary Words: v1 none/v2 lifting (none in original)
Adverb Score: v1 100%/v2 58.9/100 (original 100%)
Word Count: v1 325/v2 321 words (down from 401)
Readability Score: v1 47..5/100 (12th-grade reading level)/v2 100/100 (7th-grade reading level) (original 78/100)
How AI Job Description Rewriters Handle Inclusive Language
Today’s top candidates care about diversity, equity, and inclusion (DEI). A job description that reflects inclusive values can attract qualified applicants from broader backgrounds, while one with biased or outdated language may discourage top talent. So how did the GPT rewriters do?
Using Ongig’s Text Analyzer, I evaluated each output for inclusive phrasing and balanced tone.
- Ongig’s AI Rewriter scored consistently high for inclusivity, with no exclusionary words and a strong balance of gender-coded language.
- Recruiter Assistant (Conversational version) surpassed inclusion and went too far the other way, with 100% feminine-coded words, but a perfect readability score.
- JD Automation Enhancer and Job Description Rewriter by Jason A. Weiss both dropped noticeably in gender balance and clarity, reinforcing their more generic tone.
Insight: The rewriters that offered tone customization and clear, humanlike phrasing also tended to score better for inclusivity. Using a tool like Ongig’s Text Analyzer flags biased language, and provides neutral replacements.
Gender Bias in Language: Where AI Rewriters Succeed (and Fall Short)
Reducing gender-coded language is one way to make job descriptions more inclusive. Feminine-coded words (like “collaborative” or “nurturing”) and masculine-coded words (like “driven” or “dominant”) can subtly influence who applies, or doesn’t.
Here’s how the GPTs performed:
| GPT Tool | Bias Ratio | Notable Shift from Original |
|---|---|---|
| Original | 73% feminine | Baseline |
| Recruiter Assistant (v2) | 100% feminine | Large increase |
| Ongig Rewriter | 70% feminine | Slight decrease |
| JD Automation Enhancer | 55% feminine | Large drop |
| Recruiter Assistant (v1) | 55% masculine | Shifted male-coded |
| Jason A. Weiss Rewriter | 54% feminine | Large drop |
Takeaway: Tools that allow voice customization are more likely to produce gender-balanced results, but even the most inclusive outputs still need human review to catch unintentional shifts in tone.
Exclusionary Words: Subtle but Impactful
A truly inclusive job description avoids exclusionary or inaccessible terms. These words that may alienate or confuse candidates from non-corporate or non-traditional backgrounds.
Encouragingly, all tools avoided major exclusionary terms in their default rewrites. The only flagged words were:
- “Stakeholders” — found in one version of Recruiter Assistant
- “Lifting” — flagged in a secondary version of the same tool
- “Hands-on” — found in a rewrite with automation prompts
Note: While these seem small, the cumulative impact of jargon and exclusivity can discourage applications. Tools like Ongig’s Text Analyzer help catch this early, and offer replacements.
Readability: Can Candidates Actually Understand It?
You might have the most comprehensive job description in the world, but if candidates can’t understand it, they won’t apply.
Using the Text Analyzer’s Readability Score, here’s how the tools stacked up:
| GPT Tool | Readability Score | Grade Level |
|---|---|---|
| Original | 78/100 | 8th grade |
| Ongig Rewriter | 100/100 | 6th grade |
| Recruiter Assistant (v2) | 100/100 | 6th grade |
| JD Automation Enhancer | 72.1/100 | 10th grade |
| Jason A. Weiss Rewriter | 59.7/100 | 11th grade |
| Recruiter Assistant (v1) | 72.5/100 | 10th grade |
Conclusion: Shorter, friendlier rewrites consistently improved readability. The best results came from tools that cut jargon and embraced conversational tone.
Word Count & Scannability: Shorter Isn’t Always Better
AI-generated content often trims word count, but did it help or hurt?
| GPT Tool | Word Count | % Change vs. Original |
|---|---|---|
| Ongig (original) | 401 | — |
| Ongig Rewriter | 345 | -14% |
| Recruiter Assistant (v2) | 318 | -21% |
| JD Automation Enhancer | 330 | -18% |
| Jason A. Weiss Rewriter | 309 | -23% |
Takeaway: Tools that reduced fluff but preserved clarity scored highest. Ongig’s GPT struck the best balance between brevity and completeness, trimming without losing valuable detail.
Keyword Impact: Did It Support SEO?
Whether you’re posting to a job board or sharing on LinkedIn, using relevant keywords can improve visibility. Keywords relevant to the position you’re hiring for really matter.
Ongig’s AI Rewriter retained or reinforced essential keywords in every section, which helped boost discoverability.
Jason A. Weiss’s tool, focused on anonymization, removed many useful keywords, making it less SEO-friendly for public postings.
Tip: For SEO success, choose a rewriter that improves structure and tone without stripping away the language job seekers are actually searching for.
When Free AI Job Description Rewriters Fall Short
Free rewriting tools are a great way to test the power of AI in the job description creation process, but they do have limits. If you’re trying to attract qualified candidates for a specific role, you need more than just a quick rewrite.
Here’s where free AI job description rewriters often fall short:
Workflow Support
Most free tools don’t let you save, edit, or collaborate on job posts with your hiring team. There’s no real infrastructure to support HR professionals who need to generate multiple job descriptions across departments or locations.
Bias Detection
While a few tools attempt it, most free rewriters don’t flag exclusionary language, gender-coded words, or outdated terminology. This means your job description templates might still need a DEI pass before they’re ready to attract the right candidates.
Scalability
If you’re writing job descriptions for multiple job titles, across different departments – from marketing teams to engineering roles – you need a tool that scales. Most free tools aren’t built for that kind of complexity.
What Paid Tools Like Ongig’s Text Analyzer Offer
Paid platforms like Ongig’s Text Analyzer are designed to do more than just spit out AI content. They’re built for real-time collaboration, accurate job descriptions, and true alignment with your company’s voice and hiring goals.
Here’s what sets it apart:
- Generate comprehensive job descriptions that are inclusive, branded, and easy to scan
- Optimize for SEO with the right keywords and structure to boost visibility on job boards
- Flag biases, exclusionary terms, and compliance gaps, and provide replacement suggestions
- Support a team-wide hiring process with shared access and version control
- Customize job descriptions to fit your specific position, tone, and company culture
- Provide suggestions for key responsibilities, job skills, and necessary qualifications
- Enable bulk editing and syncing with your ATS
- Store original content, approved templates, and job responsibility generators in one place
- Highlight missing job requirements, basic information, or legal compliance issues
- Integrate easily with your existing tools – whether you’re a global enterprise or a small business owner
If you’re serious about writing high-quality job descriptions that support your DEI goals and streamline your recruiting, a solution like Ongig’s Text Analyzer can turn a basic rewrite into a powerful hiring asset.
Where to Try the AI Job Description Rewriters I Tested
If you want to explore the tools I used in this test, you can try them out with a free account on ChatGPT:
- Ongig’s AI Job Description Rewriter
- Job Description Rewriter by Jason A. Weiss
- Recruiter Assistant – Job Description Rewrites
- JD Automation Enhancer
Each one uses advanced AI models to help with writing style, formatting, and tone, though results vary. Whether you’re hiring for a new role or just want to rewrite a lengthy content block into a concise summary, these AI description generators can be a helpful starting point.
Best Use Cases for AI Job Description Rewriters
Based on my testing, here are the best use cases for AI-powered job description tools made for rewriting:
- Quick rewrites when your JD is mostly complete but needs clarity, tone, or other improvements
- Bulk editing for consistency across similar roles – be ready to provide sturdy prompts to receive consistent outputs
- Improving readability and removing jargon
- Optimizing content for posting to job boards, career pages, and social media
- Creating custom JDs for different audiences (internal, public, or confidential recruiter versions)
- Drafting application process details, job summaries, and bulleted lists of key skills
- Enhancing product descriptions or department overviews for specific positions
Free tools offer a simple, single-click way to get started, but for more control, clarity, and compliance with industry standards, you’ll likely need something more robust.
Should You Use Free AI Job Description Rewriters?
The short answer is yes, especially if you’re just getting started or need help translating rough notes into a complete job description. These tools are perfect for creating detailed summaries, position overviews, and entry-level templates without investing much time.
But for hiring success, accuracy, SEO optimization, and team-wide use, free GPTs alone won’t cut it. They won’t check for legal requirements, integrate with your resume builder, or offer customer support. And they certainly won’t align everything with your company’s needs and brand tone.
If your goal is to attract your ideal candidate, land more job applications, and ensure you’re providing clear expectations for your next dream job hire, then combining AI with a professional editing process is the easy way to get there.
Why I Wrote This
AI can make writing job descriptions easier, faster, and more inclusive, but not all tools are created equal. Some GPTs are great for concise summaries or removing filler. Others miss the mark when it comes to bias, readability, or SEO.
If you’re relying on a free job description generator, it’s worth understanding the tradeoffs.
And if you want to go further – improving content quality, reducing bias, aligning with your work environment, and scaling JD creation across your team – check out what we’re building at Ongig.
We believe in the power of AI, but also in the importance of human oversight, strategy, and clear communication. Tools like the Text Analyzer exist to give you all three.
If you’re curious about Ongig’s Text Analyzer, click here to see a demo.
