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How we check

Each check says what it rests on: The law (a statute, regulation or agency guidance), Research (a published study), or Our rule of thumb. Educational, not legal advice. Laws vary by state and city; check with your employment counsel.

Pay range

The law
A growing list of states require a pay range in postings. As of October 2026 they include California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont and Washington, plus Washington, D.C. Some cities add their own rules; thresholds differ. Source
Research
About half of U.S. postings on Indeed show pay (51.8% in August 2026). Source

Age-neutral wording

The law
Federal rules say help-wanted ads “may not contain terms and phrases that limit or deter the employment of older individuals,” naming “young,” “college student” and “recent college graduate” as examples (29 CFR § 1625.4(a)). Source
Our rule of thumb
We also flag “digital native.” It isn’t one of the rule’s examples, but it can read as a preference for younger people, so we suggest “comfortable with digital tools.” And we flag caps like “no more than 5 years of experience” and suggest a minimum instead.

Sex-neutral titles and pronouns

The law
Title VII bars job notices “indicating any preference, limitation, specification, or discrimination” based on sex and other protected traits, with a narrow exception for bona fide occupational qualifications (42 U.S.C. § 2000e-3(b)). We flag titles like “salesman” and suggest neutral ones. Source

Language and origin

The law
EEOC guidance: an English fluency requirement “is permissible only if required for the effective performance of the position,” and an accent matters only if it “interferes materially with job performance” (2016). Source
Our rule of thumb
“Native speaker” describes where someone learned a language, not how well they use it. We suggest naming the level the work needs, such as “fluent in English” or “professional working proficiency in Spanish.”

Work authorization

The law
The INA bars citizenship-status discrimination, with exceptions for employers with three or fewer employees and for requirements imposed by law, regulation, executive order or government contract (8 U.S.C. § 1324b). The Justice Department lists “Only U.S. Citizens” and “H-1Bs or OPT Candidates Preferred” as risky posting language. “No visa sponsorship” isn’t flagged. Source
Our rule of thumb
We skip this flag when the ad mentions a security clearance, export controls or a government contract.

Disability-aware requirements

The law
Under the ADA, a qualified person can do the essential functions “with or without reasonable accommodation,” and a written description prepared before advertising is evidence of those functions (42 U.S.C. § 12111(8)). Criteria that screen out people with disabilities must be job-related and consistent with business necessity (§ 12112(b)(6)). Source
Our rule of thumb
We suggest “with or without reasonable accommodation” on physical requirements, and question a driver’s license when nothing else mentions driving. The ADA doesn’t require that exact phrase.

Criminal history

The law
California bars ads saying people with criminal history won’t be considered, such as “No Felons” (2 CCR § 11017.1(a)(2)); New York City also bars “background check required” in ads (47 RCNY § 2-04). EEOC guidance (2012) cautions against blanket exclusions. Other states and cities have fair-chance rules; roles where a law requires a check have exceptions. Source
Our rule of thumb
Blanket exclusions are a Fix; a plain mention of a background check is a Tip.

Salary history

The law
Many states and cities limit asking about pay history, for example California Labor Code § 432.3 and New York Labor Law § 194-a. Asking about pay expectations is the usual alternative. Source

EEO and accommodation line

The law
Covered federal contractors must say in job ads that qualified applicants are considered without regard to disability and protected veteran status (41 CFR §§ 60-741.5, 60-300.5). The separate requirement under Executive Order 11246 ended with that order’s revocation in January 2025; its regulations are rescinded effective October 26, 2026. Source
Our rule of thumb
For other employers it’s good practice, so missing it is a Tip.

Automated hiring tools

The law
If the ad mentions AI or automated screening: NYC Local Law 144 requires a bias audit and notice to NYC candidates at least 10 business days before use, and Illinois requires notice when AI is used in employment decisions (effective January 1, 2026). This is a tip with no points. Source

Must-haves

Research
In a survey reported in Harvard Business Review (Mohr, 2014), the most common reason for not applying was “I didn’t think they would hire me since I didn’t meet the qualifications, and I didn’t want to waste my time and energy” (the top reason for 41% of women and 46% of men). Respondents “thought that the required qualifications were…well, required qualifications.” Source
Our rule of thumb
More than 8 must-haves gets flagged.

Degree flexibility

The law
Under Title VII, a requirement with a disparate impact must be job related and consistent with business necessity; Griggs v. Duke Power (1971) involved a diploma requirement. Source
Our rule of thumb
We suggest “or equivalent experience” on degree lines.

Gendered wording

Research
Gaucher, Friesen & Kay (2011) found women rated ads with more masculine-coded words as less appealing and anticipated less belonging. Source
Research
A larger 2023 study of real postings and a field experiment found little measurable effect on who applied (Castilla & Rho). Source
Our rule of thumb
So we treat balance as a small, easy way to widen appeal, not a fix on its own. We flag when masculine-coded words lead by 3 or more and by half again.

Clarity and reach

Research
LinkedIn found posts of 1–300 words drew 8.4% more applications per view than average; Flesch-Kincaid grade level for readability. Source
Our rule of thumb
Over 700 words, reading grade above 14, a title that doesn’t match the level, clichés like “rockstar,” missing sections, and “the ideal candidate” instead of “you” each get a tip.

Sources

Job ad standards you can adopt

A one-page checklist to share with hiring managers. Adapt it to your organization and your counsel’s advice.

  1. Pay. Every posting shows a good-faith pay range.
  2. Where and how. City and state, plus on-site, hybrid or remote, near the top.
  3. The work first. 3–5 bullets on what the person will actually do.
  4. Few true must-haves. About 5 to 8; everything else goes under “Nice to have.”
  5. Skills over proxies. Degrees say “or equivalent experience” unless the degree is truly required. Experience is a minimum, never a maximum.
  6. Neutral wording. No terms tied to age, sex, national origin or disability. Neutral job titles; write to “you.”
  7. Language needs, stated as skills. “Fluent English” or “conversational Spanish,” only where the job needs it.
  8. Physical tasks, stated as tasks. What and how often, “with or without reasonable accommodation.” A driver’s license only if driving is part of the job.
  9. Work authorization, not citizenship. Ask about authorization and sponsorship; citizenship only where a law or contract requires it.
  10. No criminal-history or pay-history screens in the ad. Handle required checks at the offer stage, and ask for pay expectations instead of pay history.
  11. An EEO and accommodation line. Required wording for covered federal contractors; good practice for everyone.
  12. Plain language. Short sentences, under about 700 words, reviewed by HR before posting.

Adopted by: ______________________________   Date: ______________

From LeadersWhoHire’s free JD Checker (leaderswhohire.com/jd-checker). Educational, not legal advice. Laws vary by state and city; check with your employment counsel.

Common questions

How do I know if my job description is any good?

Check the basics first: a pay range, the location and work mode, what the person will actually do, and a short list of true must-haves. Then check the wording: keep it neutral on age, sex, national origin and disability, and keep requirements tied to the job. This checker does all of that in a few seconds and shows you what to change.

Do I have to include a pay range in a job posting?

It depends on where you hire. As of October 2026, states with pay-range posting laws include California, Colorado, Hawaii, Illinois, Maryland, Massachusetts, Minnesota, New Jersey, New York, Vermont and Washington, plus Washington, D.C., and some cities. Thresholds and details differ. This is educational, not legal advice; check with your employment counsel.

What words should I avoid in a job description?

Federal rules bar job ads that show a preference based on a protected trait. Examples include “recent college graduate” (age) and “salesman” (sex). We also flag “digital native,” which can read as a preference for younger people (“comfortable with digital tools” says what you need), and “native English speaker.” “Native speaker” describes where someone learned a language, not how well they use it, so name the level the work needs, such as “fluent in English.” Clichés like “rockstar” aren’t illegal, but they say little about the job.

Can a job ad say “U.S. citizens only”?

Usually not. Most employers can ask whether someone is authorized to work in the U.S. and whether they will need visa sponsorship. Citizenship requirements are lawful only in narrow cases, such as when a law, regulation or government contract requires them.

Is this legal advice?

No. It’s an educational check based on federal rules, a few well-known state and city rules, and published research. Laws vary by state and city, so check with your employment counsel before you post.