Input
What you provide
Role title, location, key requirements, company name, salary range (optional), and tone preference.
Built on the patterns that consistently lift application rates.
Enter a role title, location and a handful of key requirements. Studio generates a complete, publish-ready job advertisement, structured for candidate conversion, SEO-optimised, and written in language that resonates with passive candidates in competitive markets.
Role title, location, key requirements, company name, salary range (optional), and tone preference.
A full job advertisement with headline, opening hook, role summary, responsibilities, requirements, benefits, call to action, and SEO keywords. Ready to post.
Most recruiters write job ads at speed, usually after too many other things have already happened that day, and then post whatever they have written without a quality check. Generic AI does not help much because it generates generic output that needs heavy editing. The result is a job ad that looks like every other one on the board: same structure, same language, same failure to speak to the specific candidate you actually need.
A structured, purpose-built builder changes this because it is not working from a blank page. It is working from a framework refined across thousands of recruitment scenarios, one that knows what a passive candidate in a competitive market responds to, what language filters out underrepresented groups, and what structure Google for Jobs rewards. The difference in application rate between an ad built to convert and a generic one can be the difference between a filled role and a 45-day vacancy.
A TA manager hiring for five roles simultaneously uses the builder to produce first drafts for each, then edits them in parallel. A task that used to take half a morning takes twenty minutes.
An agency consultant writing ads for clients in healthcare, a sector with known candidate shortages, uses the sector-specific prompting to produce ads that speak directly to care-experienced professionals, not generic applicants.
An in-house recruiter uses the LinkedIn variant to post to the company page, the job board version for the careers site, and the short-form variant for social. Three channels, one brief, three minutes.
Recruiters who write multiple job ads per week and want to move from blank page to finished ad in under a minute, without sacrificing quality or candidate relevance.
A full diagnostic and rewrite in under two minutes.
Generate employer brand content from a single value proposition framework.
A detailed persona that shapes everything, ads, outreach, channels, messaging.
7-day free trial. Full access, cancel anytime. Built for recruitment marketers and in-house TA teams who want to move faster without sacrificing quality.
We use cookies for site analytics — to see which posts and tools land. Necessary ones are always on. Cookie policy.
Choose which cookies you're happy with. You can change this any time. See our cookie policy for the full list.
Strictly necessary
Required for the site to work, login, payments, and security. Can't be turned off.
Analytics
Google Analytics 4 (via GTM). Helps us understand which posts and tools land — so we build more of what works.
Marketing
Used by ad and retargeting platforms to measure campaigns. We don't run paid ads today — this is here for when we do.