Sourcing
How to write job descriptions that attract better applicants
A job description is a marketing document, not a legal one. Yet most read like a wishlist of requirements that scares off strong-but-humble candidates and attracts the overconfident. A few changes meaningfully improve both the size and quality of your applicant pool.
Lead with the role, not the company boilerplate
Candidates skim. Open with what they'll actually do and why it matters, then cover the company. The first two sentences decide whether they keep reading.
Separate must-haves from nice-to-haves
Long requirement lists shrink your pool — research consistently shows under-represented candidates skip roles when they don't meet every bullet. Keep must-haves to the genuine few; move the rest to 'nice to have.'
Be specific and honest about comp and logistics
- Include a salary range — it improves application rate and trust (and is required in many places).
- State remote/hybrid/onsite and location clearly.
- Describe the team, the stack or tools, and what success looks like in 6–12 months.
Cut the clichés
'Rockstar,' 'ninja,' and 'wear many hats' say nothing. Replace them with concrete responsibilities. Specificity signals a well-run team.
Key takeaways
- Open with the role and impact, not boilerplate.
- Trim must-haves; post a salary range; be honest about logistics.
- Specifics attract; clichés repel.
See it in your workflow
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