Job Description Starter

Signal what matters. Be specific about scope, not vague about potential. Candidates read dozens of these — say something real.

Concrete, not generic. "Drive strategic alignment" tells a candidate nothing. "Own the design system and lead a weekly design review" tells them everything.

Keep the must-have list short. The longer it gets, the more you're describing a wishlist, not a role. Nice-to-haves signal what you value without eliminating good candidates.

Health insurance, paid time off, equity, learning budget, parental leave, flexible hours — anything candidates would want to know. Be specific where you can.

Don't write the version you wish were true — write the version a candidate will recognize on day one. Honest JDs attract better matches and reduce early attrition.

A few sentences a candidate can use to decide if they care about what you're building. Not the brand-deck version — what you'd say to a friend asking what your company does.

Be specific. "Send us your CV and a short note on why this role" is better than a generic application form that signals you don't really care who applies.