Most job descriptions read like they were written to cover the company legally, not to actually talk to a human being who might do great work for you. The result: you get a flood of applicants who skimmed the title, and almost none who read the role and thought, "this is exactly what I'm looking for."
Start With the Problem, Not the Job Title
Before you list responsibilities, explain why the role exists. What breaks, slows down, or gets missed without this person? Candidates who are good at their jobs are drawn to context — they want to know what they're actually solving, not just what box they'll be filed under.
Be Honest About What the Role Actually Involves
Separate what's genuinely required from what's just nice to have. Bloated "must-have" lists scare off strong candidates who are a real fit but don't tick every box — and they rarely stop weak applicants from applying anyway.
- Must-haves: the 3–4 things that would make you say no without them.
- Nice-to-haves: everything else — label it as such, honestly.
- Day-to-day: a real example of a task from the last month, not a generic bullet list.
Ditch the Buzzwords
"Rockstar," "ninja," "fast-paced environment," "wear many hats" — these phrases don't describe a role, they describe a vibe, and usually not a great one. Replace them with specifics: what tools they'll use, who they'll report to, how success is actually measured in the first 90 days.
Tell Candidates What Happens Next
Good candidates are evaluating you too. A brief, transparent note on the process — how many rounds, roughly how long it takes, who they'll meet — signals that you respect their time. It's a small addition that meaningfully improves the quality of who applies.
A job description is often a candidate's first real interaction with your company. Treat it like one.
