A generic cover letter is worse than none. 'I am writing to express my strong interest in the Marketing Manager position at your esteemed organisation' tells the reader one thing: that you sent the same letter to forty companies. Most such letters are skimmed for thirty seconds, if they are opened.
A specific one earns its place. It names the problem the role exists to solve, points at the two things you have done that are closest to it, and stops. That letter is short, and it is hard to write by hand for every application — which is exactly what this tool is for.
What goes into every letter
After generating, the tool lists which of your achievements it used. If it cited the wrong two, swap them and regenerate — that is faster than rewriting prose.
- Your verified career profile — the achievements it can cite are the ones you recorded
- The analysed job description — its priorities, required skills and vocabulary
- The company and role, and the hiring manager's name when you have it
- The specific resume you are sending, so the letter reinforces rather than repeats it
Tone and length are decisions, not defaults
- Short — around 150 words, three tight paragraphs, for online form fields
- Standard — around 250 words, the format most hiring managers expect
- Detailed — around 400 words, for career changes and senior roles that need explanation
| Tone | When to use it |
|---|---|
| Professional | Corporate, regulated and traditional employers — the safe default |
| Confident | Competitive roles where the letter has to assert value quickly |
| Conversational | Startups, agencies and small teams where formality reads as distance |
| Executive | Director level and above — scope, judgement and outcomes over duties |
| Concise | When the form gives you a small text box, or the posting asks for brevity |
The structure it follows
Opening: the role, and one concrete reason you are writing — not enthusiasm, a reason. Body: two pieces of evidence from your profile mapped directly onto the posting's stated priorities, with real numbers where you supplied them. Close: what you would want to talk about first, and a plain call to action.
No 'esteemed organisation'. No restating your resume in paragraph form. No paragraph about how passionate you are.
Career changes and gaps
The cover letter is where context belongs, and the tool will use it when you ask. A career change gets a sentence connecting what you did to what the role needs. A gap gets one honest, unapologetic line. Neither is hidden, because a reader who spots a concealed gap trusts nothing else on the page.
Frequently asked questions
- Do employers still read cover letters?
- Unevenly. Large-volume corporate hiring often skips them; startups, agencies, small teams, nonprofits and senior searches frequently read them closely. When one is optional and you are a non-obvious fit, send it — that is precisely when it changes outcomes.
- How long should a cover letter be?
- 250 words is the standard target — three paragraphs, under one page. Go shorter for a form field, longer only for a career change or senior role that genuinely needs the explanation.
- What if I do not know the hiring manager's name?
- 'Dear Hiring Team' is fine and reads better than a wrong name. Check the posting, the company's LinkedIn people page and the team page first — but do not guess.
- Will the AI invent achievements to make the letter stronger?
- No. It works under the same grounding contract as the resume writers: it may only cite achievements from your verified profile, and it will leave a visible placeholder rather than invent a number.
- Should I write a new cover letter for every application?
- Yes, and that is the point of generating them. The opening and the two evidence paragraphs change per role, because the posting's priorities change. Reusing one letter defeats the only reason to send one.