For Employers
Build a hiring process that actually opens doors.
Inclusive hiring is a practice, not a poster. Here's where to start, and how the rewriter fits into a broader effort.
The 8-point checklist
- Replace vague traits ('rockstar', 'go-getter') with concrete responsibilities
- Separate must-haves from nice-to-haves explicitly
- Describe the physical work environment honestly (noise, lighting, layout)
- Name expected social demands (meetings per week, presentations, events)
- Outline every interview stage and approximate duration
- Offer adjustments by default — questions in advance, written tasks, breaks
- Avoid culture-fit language; describe behaviours instead
- Skip jargon and idioms; write what you literally mean
Beyond the job description
Inclusive language alone won't fix a hiring process. Pair the rewrite with:
- • Structured interviews with the same questions for every candidate
- • Questions shared in writing 24 hours before
- • Work-sample tasks instead of live whiteboarding
- • A clear point of contact for adjustment requests
- • Onboarding plans with explicit week-1 expectations
Start with one role
Don't try to overhaul every job ad at once. Pick the next role you're hiring for and rewrite that one.
Open the rewriter