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How to Write a Job Description That Attracts the Right Candidates
February 20, 2026
Most hiring problems don't start in candidate screening or interviews, as everyone believes. They start the moment you hit publish on a vague job description.
When a job description misses the best practices, you're not just wasting time sifting through unqualified applications, you're actively attracting the wrong people while pushing away the ones who'd actually thrive in the role. The cost? Weeks of wasted effort, missed deadlines, and another round of hiring sooner than you planned.
This guide breaks down exactly how to write a job description that works. One that filters out misaligned candidates and pulls in the people who'll actually move your team forward. Check it out.
A job description is a sourcing tool and a screening filter, the first interaction most candidates have with your company, and often the reason qualified people move on without applying.
When job descriptions are unclear, they create misaligned expectations. Candidates apply, thinking the role is one thing, only to discover during interviews (or worse, after they've started) that it's something completely different. The result you already know: poor retention, frustrated teams, and starting the whole process over again.
Most candidate quality issues trace back to this starting point. If you're constantly interviewing people who "looked good on paper" but don't fit, the problem usually isn't your screening process; it's what you told them in the first place.
The perfect job description is the one that's clear and accurate, and addresses all your needs and requirements.
Before you write anything, identify what you actually need. What problem will this person solve? What does success look like in 6-12 months? If you're not sure, spend time defining your hiring process first. It'll save you from rewriting the description three times later.
Your job title determines who sees your posting and who ignores it.
The most important step is choosing the right keywords. Growth Hacker might sound cool internally, but candidates are searching for the title “Marketing Manager” or “Digital Marketing Specialist.” Use titles that match how people actually search for jobs and that make sense for the description you’re adding.
Be specific about seniority, too. There's a massive difference between “Developer” and “Senior Developer.” Not just in skills, but in what people expect from the role.
Think of this as your company’s elevator pitch. A job summary is the 3-5 sentences that keep someone interested in the position.
Explain who this role is for, what problem they'll solve, and why it exists. Skip the corporate fluff and get straight to the point. Be specific about the actual work and the impact this person will have.
This section is where most job descriptions either get useful or fall apart.
When defining responsibilities, describe the specific processes and outcomes this person will own, not generic tasks. Vague action verbs create misalignment because candidates interpret them through their own experience.
When you detail the actual position scope of ownership—the decisions they'll make, the stakeholders they'll work with, and the results they're accountable for—you give candidates the information they need to self-assess accurately. This clarity filters out mismatched applicants before they ever hit send. It also attracts people who've done similar work and recognize the challenges involved, rather than those who are guessing whether their background fits.
Most importantly, paint a picture of success. What does winning look like six months in? A year? Candidates can't assess fit without understanding what "good" means in this role.
This is where you specify the experience, skills, and other qualifications candidates need to do the job as you expect.
The most important thing is to specify requirements and preferences. Requirements are skills the person needs on day one that can't be taught quickly. Preferences are attributes that would be helpful but aren't dealbreakers. Be honest about what truly requires years of experience versus what someone capable can pick up quickly.
Another important step is to set and add to your job descriptions technical skills and soft skills.
Both technical and soft skills matter, but they matter differently. Hard or technical skills determine whether someone can execute the work. Interpersonal or soft skills determine whether they can collaborate effectively with your specific team and work environment.
For remote roles, especially, be explicit about communication expectations. Does this role need someone comfortable with video calls or someone who thrives in asynchronous written communication? Both are valuable, but they're different skills.
List the tools, systems, or methodologies that matter. If your team lives in Figma and uses design systems, mention it. If you're dogmatic about test-driven development, say so upfront.
Candidates want to know where they fit. Several factors in a team structure determine whether someone will succeed or enjoy the position, including who they report to, their level of autonomy, cross-functional relationships, and decision-making authority. All of these will be very important in their daily work and long-term satisfaction.
Clarify them and give candidates a clearer picture than leaving them guessing. Will they make strategic decisions independently, or execute within a defined framework? A senior hire expecting strategic ownership won't stick around if the role is purely executional.
Now that work structures vary more than ever, clarify whether the role is remote, hybrid, or on-site. If remote, specify time zone requirements or overlap expectations. If hybrid, tell them exactly how many days per week are in-office and whether those days are fixed.
Explain your async versus synchronous culture. Some teams use Slack and hold daily meetings. Others work primarily through documents and weekly check-ins. Neither is wrong, but they influence the work environment.
Some companies avoid sharing compensation in their job descriptions, but transparency here improves both candidate quality and trust.
Salary ranges work better than vague phrases like "competitive compensation." Even a broad range helps candidates determine whether the role makes financial sense for them before anyone wastes time on interviews.
Beyond base salary, mention what else matters, such as health benefits, learning budgets, equity, flexible hours, and professional development support. These details matter to professionals more than we think and help them see whether they can build a career with you, not just take a job.
Company culture actually determines whether someone stays or leaves within the first year. Someone might have the perfect skills, but leave within months if your work pace, communication style, or any other approach doesn't match how they operate best. These mismatches create daily friction that no amount of skill can fix.
Tell them what you actually value and how it shows up in day-to-day work. Be specific about pace, structure, and flexibility so candidates can picture themselves in your environment.
Here, you can include your equal opportunity employer statement and any legally required language based on where you operate. This covers non-discrimination policies, accommodations, and other compliance requirements specific to your location and industry.
This section protects both you and candidates by stating your hiring practices and legal commitments clearly. If you don't have standard language, work with your legal team or HR to make sure you're meeting all applicable requirements.
If you’re looking at how to create a job description, it’s also important to know what not to do. Here are some of them you should avoid:
And here's the biggest one: poor alignment between the role and business needs. If you're not clear on what this hire should accomplish, your job description won't be either.
AI tools can handle structure and clarity remarkably well. They'll format your job description properly, ensure you haven't missed standard sections, and even tighten up vague language. For baseline quality, AI is genuinely useful.
But AI can't know your context. It doesn't understand your team dynamics, your actual priorities, or the subtle differentiators that make your role unique. It can't tell you whether you actually need five years of experience or if three would work. It won't know if "collaborative environment" means daily video calls or weekly async updates.
The best approach? Use AI to draft structure and polish language, but inject the specifics yourself.
At Athyna, we've learned that great job descriptions start with clarity about what you actually need.
When companies work with us, we help them define clear job descriptions before we ever start looking at candidates. We focus on outcomes, specific skills, needs, and realistic expectations.
Because we start with well-defined roles and use AI precision, we can match you with vetted global talent and begin endorsing qualified candidates within 4 days. No wasted interviews with people who looked good on paper but don't fit the actual role.
We're not a recruitment agency. We're a platform that uses AI precision to match world-class remote professionals with teams that need them. Simple, fast, and built for companies that want to scale without the usual hiring headaches.
Talk to our team, and see how we can help.
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Digital Strategist at Athyna, aka the SEO girl.
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A complete job description includes: job title, summary, responsibilities, required and preferred qualifications, skills, reporting structure, work environment details, compensation range, company culture, and legal statements. Each section should be specific enough to help candidates self-assess their fit accurately.
Most effective job descriptions run 500-800 words. Long enough to be clear, short enough to stay readable.
Add specifics about time zone requirements, synchronous versus asynchronous work style, communication tools your team uses, and how work gets evaluated when you can't see people in an office. Clarify whether "remote" means anywhere or specific regions.
Usually, because key details are missing or vague. Check if your title matches how people search, if your requirements separate must-haves from nice-to-haves, and if your responsibilities section describes actual outcomes.
Yes, but use it strategically. AI handles structure and formatting well, but it can't know your team's specific context, culture, or true priorities. Use AI to draft and polish, but make sure human judgment fills in the details that actually matter.
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