How to Write Job Descriptions That Actually Attract Top Talent

Your job description is often the first impression a candidate has of your company. And most startups waste this opportunity with generic, bloated descriptions that read like legal documents.

Here is the truth: the best candidates are not desperately searching job boards. They are selectively considering opportunities that excite them. Your job description needs to be a compelling pitch, not a requirements checklist.

What to Include

Lead with Impact, Not Company Description

Do not start with three paragraphs about your company's mission and funding. Start with what this person will accomplish in their first year. What will they build? What problems will they solve? What will be different because they joined?

Example of what not to write: Founded in 2022 and backed by leading VCs, our company is revolutionizing the way businesses do X.

Example of what to write: In your first six months, you will build the core recommendation engine that powers our entire product, work directly with our founding team, and ship features used by thousands of customers.

Be Specific About the Role

Vague descriptions attract vague candidates. Specific descriptions attract people who know exactly what they are signing up for. Describe what they will own, who they will work with, what their typical week looks like, and what success means at 30, 60, and 90 days.

Include Compensation

Companies that include salary ranges get significantly more applications and better candidates. Hiding compensation wastes everyone's time and signals that you are either underpaying or disorganized.

What to Avoid

Laundry lists of requirements. If your list of requirements is 15 items long, you will scare away qualified candidates who do not check every box. Focus on the three to five things that actually matter.

Years of experience requirements. They are meaningless. A brilliant engineer with three years of experience can outperform a mediocre one with ten. Focus on capabilities, not tenure.

Ninja and rockstar language. It signals immaturity and turns off diverse candidates. Write like a professional.

The Bottom Line

Write job descriptions for the person you want to hire, not for HR compliance. Be human, be specific, and sell the opportunity.