Organization Viewer
Job descriptions and interview guides, drafted from O*NET
For every role in your job architecture: a job description written from official occupation data and checked for wording that turns good applicants away, and a structured interview guide with the same questions and scoring for every candidate. Drafts save as you type; every published version is kept.
What's included
- Job description writer: a draft from the occupation's core tasks, top skills and knowledge, and typical education, with your pay range when you've set one.
- Job description checker: flags exclusionary wording, informal titles, masculine-coded language, very high experience minimums, a missing pay range and key skills left out. Paste in any description to check it.
- Structured interview guide: behavioral questions for the role's most important skills and work-sample questions for its core tasks, each with follow-ups, what a strong answer shows and a 1 to 5 scoring guide.
- Version history: every published version kept, and any of them can be loaded back into the draft.
What it costs
| What you get | Bought separately | In Organization Viewer |
|---|---|---|
| Job description writer and checker | Usually a separate writing or job-ad tool | Included, $0 extra |
| Structured interview guide | Usually designed by a consultant; our own review of how a hiring tool is used is the AI Hiring Risk Assessment, from $27,617.93 | Included, $0 extra |
What you pay: Free up to 50 people. $300.00 a month for 51 to 250, $700.00 for 251 to 1,000, and more for larger companies on the pricing page. See pricing
Questions
Does the hiring kit cost extra?
No. It is included on every Organization Viewer plan, including the free plan for up to 50 people.
Where do the drafts come from?
From the U.S. Department of Labor's O*NET data for the occupation a role is linked to: its core tasks, most important skills and knowledge, and typical education. You edit everything before publishing.
What does the checker look for?
Wording that can screen people out by age, disability or national origin, informal titles like "rockstar", masculine-coded wording, very high experience minimums, a missing pay range, and key skills the description leaves out. It's a starting point for review, not legal advice.
Why a structured interview?
Asking every candidate the same job-related questions and rating answers against the same anchors predicts job performance better than an unstructured conversation, and is fairer to candidates.