How to Write a Job Description That Attracts Top Talent

Alona Groza
Jul 2
3 min read

Updated: 2 days ago

Audience

Early-stage founders (pre‑seed/seed) who need to hire but aren’t full-time recruiters.

Intent

Help founders write job ads that draw in qualified candidates instead of getting ignored.

1. Start With a Clear, Compelling Title

Give the position an accurate title. Use this format:

[Seniority] + [Specialty] (e.g., Senior Backend Engineer).

This ensures that it shows up in relevant searches and attracts candidates who know what they want.

It shows up in relevant searches
It attracts candidates who know what they want

Don't use fluffy titles like “Ninja Developer” that just reduces search visibility and attracts wrong applicants.

2. Open With Why It Matters

Leading with mission is key. Relocate.me found candidates stay to read when you start with a strong purpose statement. For example:

"At Acme HealthTech, we’re creating the first mobile lab testing app for emerging markets. Our first engineer will build the backend powering real‑time diagnostics for rural clinics."

That draws attention, sets context, and speaks to purpose and impact.

3. Spell Out Responsibilities and Impact

After the opening, list 4–6 bullet points that focus on real responsibilities and their outcomes. Avoid generic phrases like 'work closely with CTO.' Instead, use specific examples like:

Design and build RESTful APIs supporting 50K users monthly
Own integrations with third‑party health platforms
Improve performance to serve peak loads by 25%

According to HR Morning, clear responsibilities + metrics boost applicant engagement by 36%.

Organise bullets under headings, and use bold for clarity.

4. Specify Must-have vs Nice-to-have

Segment qualifications into two clear sections:

Must-have

3+ years experience in Python
Experience with scalable APIs

Nice-to-have

Background in healthcare software
DevOps and prod monitoring experience

This allows growth potential and avoids missing out on good candidates.

Hiring managers report that being flexible with preferred qualifications increases candidate volume.

5. Include Salary Range & Work Format

Transparency boosts trust, and many job-seekers skip postings that don’t list salary range. Additionally, specify whether the position is remote, hybrid, or on-site.

Compensation: $80K–100K + equity

Location: Remote (US time zones)

Clear terms raise response rates and save time in the hiring process.

6. Share Company Culture & Mission

Founders: this is your chance to talk culture. Include 2–3 sentences:

We value learning growth sprints. We hire people who care, collaborate, and prioritize users over vanity metrics.

Glassdoor found that adding culture boosts applications by 41%. Use plain language. Avoid jargon like “champion rock-solid synergy.”

7. Add Realistic Job Preview

Be honest. Wikipedia explains realistic job previews help set expectations and reduce turnover. Include a sentence like:

You’ll spend about 20% of your time on bug fixes and manual PRs—typical for early-stage work.

That honesty builds trust and filters candidates more quickly.

8. Use Inclusive and Accessible Language

Avoid gendered or aggressive language. For example: prefer “lead” over “dominate.” Fast Company notes neutral language draws more diverse applicants.

Also ensure it’s readable on mobile:

Use bullets
Keep sections short
Proofread carefully or use Grammarly.

9. Optimise Formatting for Readability & Search

Use headings and bullets
Keep the total length around 500–600 words enough to be descriptive without overwhelming.
Work on keywords your title and description should include “job description,” “tech talent,” “startup.”
Proofread for clarity and consistency.