How to Write Job Descriptions That Work
Most job descriptions read like legal documents. Here's how to write ones that actually attract qualified candidates.
Research from LinkedIn Talent Solutions shows that job posts with salary ranges receive 30% more applicants. Studies on gender-coded language reveal that masculine-coded words like “competitive” and “dominant” discourage female applicants. Once your JD is ready, learn how to run a complete hiring process and prepare interview questions for screening.
What makes a good job title?
Specific and searchable. 'Senior Backend Engineer' works. 'Rockstar Ninja' doesn't. Avoid internal titles (IC3) and keyword stuffing. Include seniority and specialty.
Do
- Senior Backend Engineer
- Product Designer (B2B SaaS)
- Full-Stack Engineer – Payments
Don't
- Ninja
- Rockstar
- Guru
- IC3 Engineer
What should the first paragraph say?
Lead with impact, not boilerplate. What will they build? Why does it matter? Skip 'We are looking for a highly motivated...'—that's filler. Get to the point in 2-3 sentences.
Do
- You'll build the checkout flow used by 10,000 customers daily
- Own our mobile app from design to App Store
Don't
- We are looking for a highly motivated individual
- Join our dynamic team
How many requirements should I list?
3-5 true must-haves. For each item, ask: Would I reject an otherwise great candidate without this? If no, it's a nice-to-have. Long lists discourage qualified candidates, especially from underrepresented groups.
Do
- 4+ years building web applications
- Experience with React and Node.js
- Strong communication skills
Don't
- 10+ years required
- Must know Java, Python, Go, Rust, C++...
- Degree from top university
Should I include salary?
Yes. Posts with salary ranges get 30% more applicants. It saves everyone time by filtering mismatches. If worried about competitors, remember: they already know market rates.
Do
- $150K-$180K base + 0.3-0.5% equity
Don't
- Competitive salary
- DOE
- Salary not listed
What about company description?
3-4 sentences max. What you build, who you serve, stage/traction, what makes you different. Candidates can research your full story—don't waste JD space on it.
Do
- We're building AI tools for recruiting. Series A, 20 employees, backed by [investors]
Don't
- Founded in 2015, we are an innovative, cutting-edge, disruptive...
Template
# [Job Title] at [Company] [One sentence: what they'll build and why it matters] ## About Us [2-3 sentences: what you do, stage, what's different] ## What You'll Do - [Specific project/responsibility] - [Specific project/responsibility] - [Specific project/responsibility] ## Requirements - [True must-have #1] - [True must-have #2] - [True must-have #3] ## Nice to Have - [Bonus skill] - [Bonus experience] ## Compensation $[X]-[Y]K + [equity]% + [key benefits] [Remote/location]
Resources & Further Reading
Related Guides
- How to Hire Your First Engineer
Complete hiring process guide
- Software Engineer Interview Questions
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- Prepzo Job Board Integration
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External Resources
- LinkedIn Job Description Tips
Data-driven JD best practices
- Gender Decoder Tool
Check for biased language
- Indeed Writing Guide
JD templates and examples
- EEOC Guidelines
Legal requirements for job postings
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