12 Prompts for Writing Marketing Job Descriptions

** Why Great Marketing Job Descriptions Matter**

Hiring the right marketer can change everything for your business. A great SEO specialist can boost your traffic. A talented copywriter can turn visitors into customers. A skilled designer can make your brand unforgettable. But here’s the catch: if your job description is boring, confusing, or full of jargon, the best candidates won’t even apply.

Think about it. When you’re scrolling through job posts, what makes you stop and read? Probably not a long list of vague responsibilities like “manage campaigns” or “drive results.” Top marketers want to see what they’ll actually do, why it matters, and whether they’ll fit in with your team. A well-written job description doesn’t just attract more applicants—it attracts the right ones.

The Hidden Cost of Bad Job Descriptions

Most hiring managers don’t realize how much a weak job post costs them. Here’s what happens when your description misses the mark:

• Fewer quality applicants – Generic posts get generic responses.
• Longer hiring process – You waste time sorting through unqualified candidates.
• Higher turnover – Unrealistic expectations lead to quick burnout.
• Missed diversity – Jargon and bias scare off great talent before they even apply.

One study found that job descriptions with gender-neutral language get 42% more applications. Another showed that posts with clear growth opportunities see 30% higher engagement. Small tweaks can make a big difference.

What Makes a Marketing Job Description Stand Out?

The best job posts do three things:

1. They’re specific – Instead of “write content,” say “create blog posts that rank on Google and convert readers into leads.”
2. They show culture – A little personality goes a long way. Are you a fast-paced startup? A creative agency? Let candidates see themselves there.
3. They’re inclusive – Avoid phrases like “rockstar” or “ninja” (they don’t mean anything). Focus on skills, not stereotypes.

This guide will give you 12 ready-to-use prompts for writing job descriptions that actually work—whether you’re hiring an SEO, a copywriter, a designer, or a marketing generalist. No fluff, no guesswork. Just clear, effective templates you can customize in minutes.

If you’ve ever struggled to find the right marketer (or wasted time on the wrong ones), this is for you. Let’s make your next hire your best one yet.

The Anatomy of a High-Converting Marketing Job Description

A great marketing job description does more than just list tasks—it sells the role. It makes candidates excited to apply. It filters out the wrong people while attracting the right ones. And most importantly, it turns a boring job post into a story about growth, impact, and opportunity.

Think about the last time you read a job description that made you stop scrolling. What stood out? Was it the clear responsibilities? The company’s mission? Or maybe the way it made you picture yourself in the role? A high-converting job post doesn’t just describe a job—it paints a picture of what success looks like. And it does this by balancing realism with aspiration.

So, what goes into a job description that actually works? Let’s break it down.

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The Must-Have Components of Every Job Post

A strong marketing job description has a few key pieces. Miss one, and you risk either scaring off good candidates or attracting the wrong ones. Here’s what you need to include:

1. Clear Job Title + Seniority Level

   • Avoid vague titles like “Marketing Ninja” or “Growth Hacker.” Instead, use standard terms like “SEO Specialist” or “Content Marketing Manager.”
   • Specify seniority (e.g., “Senior,” “Mid-Level,” “Intern”) so candidates know if they’re a fit.
   • Example: “Mid-Level Copywriter” is better than “Wordsmith Extraordinaire.”

2. Concise Company Overview + Mission

   • Candidates want to know who they’re working for. Keep it short—2-3 sentences max.
   • Highlight what makes your company unique. Are you a fast-growing startup? A mission-driven nonprofit? A well-established brand?
   • Example: “We’re a remote-first SaaS company helping small businesses automate their marketing. Our team is small but mighty, and we move fast.”

3. Role Responsibilities (Not Just a Task List)

   • Don’t just list duties—explain why they matter. Instead of “Write blog posts,” say “Create blog content that drives organic traffic and educates our audience.”
   • Group similar tasks (e.g., “Content Creation,” “SEO Optimization,” “Performance Analysis”) to make it easier to read.
   • Pro tip: Use action verbs like “lead,” “develop,” “optimize,” and “collaborate” to make the role feel dynamic.

4. Required vs. Preferred Qualifications

   • Required: Must-haves (e.g., “3+ years in SEO,” “Experience with Google Analytics”).
   • Preferred: Nice-to-haves (e.g., “Familiarity with Ahrefs,” “Experience in B2B SaaS”).
   • Why it matters: Too many “required” skills can scare off great candidates who could grow into the role.

5. Compensation, Benefits, and Growth Opportunities

   • Be transparent about salary (even if it’s a range). Studies show job posts with salary details get 50% more applications.
   • Highlight unique perks (e.g., “Unlimited PTO,” “Remote work stipend,” “Annual learning budget”).
   • Show a path for growth. Example: “This role can grow into a Senior SEO Manager position within 2 years.”

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The Psychology Behind a Job Post That Gets Responses

A job description isn’t just a list—it’s a conversation. The best ones make candidates feel like they’re already part of the team. Here’s how to make yours stand out:

1. Balance Aspiration with Realism

• Don’t oversell the role. If it’s mostly data entry with no creative freedom, say so—but frame it as a stepping stone.
• Example: Instead of “Join our dream team!” say, “This is a hands-on role where you’ll own projects from day one and grow into a leadership position.”

2. Use Storytelling to Make the Role Feel Exciting

• Paint a picture of a typical day. Example: “You’ll start your morning reviewing analytics, then brainstorm content ideas with the team over coffee (or Slack). By afternoon, you’ll be A/B testing landing pages and seeing real-time results.”
• Show impact. Example: “Your work will directly influence our organic traffic, which grew 200% last year.”

3. Avoid Jargon and Corporate Speak

• Phrases like “rockstar,” “ninja,” or “synergy” make candidates roll their eyes.
• Instead of “We’re a dynamic, fast-paced environment,” say, “We move quickly, but we support each other.”

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Poor vs. High-Performing Job Descriptions: What’s the Difference?

Let’s look at two versions of the same job post for a “Content Marketing Manager.”

❌ Poor Version: “We’re looking for a Content Marketing Manager to create content. Must have 5+ years of experience. Responsibilities include writing blogs, managing social media, and other tasks. Competitive salary. Apply now!”

✅ High-Performing Version: *“Do you love turning complex ideas into engaging stories? We’re hiring a Content Marketing Manager to lead our blog, email, and social media strategy. In this role, you’ll:

• Write 2-3 blog posts per week that educate our audience and rank on Google.
• Collaborate with our SEO team to optimize content for organic growth (we hit 100K monthly visitors last year!).
• Manage our email newsletter, which has a 30% open rate. You’ll thrive here if you:
• Have 3-5 years of experience in content marketing (B2B SaaS preferred).
• Love data—you’ll track performance and adjust strategies based on results.
• Enjoy working in a remote-first team with flexible hours. Why join us?
• Competitive salary ($70K-$90K) + performance bonuses.
• Unlimited PTO and a $1,000 annual learning budget.
• Opportunity to grow into a Senior Content Lead role. Sound like you? We’d love to hear from you!”

Key Takeaways:

• The poor version is vague and uninspiring. The high-performing one is specific, exciting, and transparent.
• The best job posts answer: What will I do? Why does it matter? What’s in it for me?

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Final Thought: Your Job Description Is Your First Impression

A great job post doesn’t just fill a role—it builds your employer brand. It tells candidates, “This is a place where I can grow, make an impact, and enjoy my work.” And when you get it right, the right people will raise their hands.

So next time you write a job description, ask yourself: Would I apply to this? If the answer isn’t a resounding “yes,” it’s time to go back to the drawing board.

12 Customizable Prompts for Writing Marketing Job Descriptions

Writing a great job description is like crafting a perfect ad—it needs to grab attention, explain the value, and make people want to apply. But too many marketing job posts sound the same: “We’re looking for a rockstar who can wear many hats.” Boring! The best candidates want to know exactly what they’ll do, why it matters, and how they’ll grow.

That’s where these prompts come in. They help you write job descriptions that feel personal, exciting, and clear. Whether you’re hiring an SEO specialist or a social media manager, these templates will make your post stand out. Let’s break them down.

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The “Mission-Driven” SEO Specialist

SEO isn’t just about keywords and backlinks—it’s about growth. The best SEO specialists see the bigger picture: how their work drives traffic, leads, and revenue. Frame the role as strategic and impactful.

Example: “Join our team to grow organic traffic by 30% in 6 months through technical SEO and content strategy. You’ll audit our site, fix crawl errors, and work with writers to create content that ranks. No guesswork—just data-driven decisions that move the needle.”

Why it works:

• Shows clear goals (30% growth in 6 months)
• Highlights collaboration (working with writers)
• Appeals to candidates who want measurable impact

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The “Creative Problem-Solver” Copywriter

Copywriters do more than write—they solve problems. They turn boring features into benefits, craft emails that get opens, and write landing pages that convert. Highlight the blend of creativity and analytics.

Example: “Craft compelling narratives that convert—from email campaigns to landing pages. You’ll write for our blog, website, and ads, using data to refine your work. If you love words and numbers, this is your playground.”

Why it works:

• Balances creativity (“compelling narratives”) with data (“using data to refine”)
• Lists specific deliverables (emails, landing pages, ads)
• Attracts candidates who enjoy both writing and optimization

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The “User-Centric” UX/UI Designer

Great designers don’t just make things look pretty—they solve user problems. Emphasize empathy, research, and iterative design.

Example: “Design intuitive digital experiences that delight users and drive engagement. You’ll conduct user research, create wireframes, and test designs with real people. If you believe good design starts with listening, let’s talk.”

Why it works:

• Focuses on outcomes (“delight users,” “drive engagement”)
• Highlights research and testing (not just visuals)
• Appeals to designers who care about user experience

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The “Data Storyteller” Marketing Analyst

Analytics isn’t just about spreadsheets—it’s about telling stories with data. Position the role as creative and strategic.

Example: “Turn raw data into actionable insights that shape our marketing strategy. You’ll track KPIs, spot trends, and present findings in a way that even non-data people understand. If you love numbers but also love a good story, this is for you.”

Why it works:

• Combines data (“track KPIs”) with storytelling (“present findings”)
• Makes analytics feel accessible (not just for “math people”)
• Attracts candidates who enjoy both analysis and communication

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The “Growth Hacker” Digital Marketer

Digital marketers should be experimental, fast-paced, and results-driven. Frame the role as a mix of creativity and optimization.

Example: “Run A/B tests, optimize funnels, and scale campaigns that drive measurable growth. You’ll work across channels—email, social, paid—to find what works and double down. If you love testing and iterating, let’s grow together.”

Why it works:

• Uses action verbs (“run,” “optimize,” “scale”)
• Highlights cross-channel work (not siloed)
• Appeals to candidates who enjoy experimentation

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How to Adapt These Prompts for Different Industries

Not all companies are the same. A startup’s job description will sound different from an enterprise’s. Here’s how to tailor the language:

• Startups: Use words like “fast-paced,” “experimental,” and “wear many hats.” Example: “Help us build our brand from the ground up—no two days are the same.”
• Enterprises: Focus on structure, scale, and impact. Example: “Lead global campaigns with a team of 10+ marketers.”
• Agencies: Highlight variety and client work. Example: “Work with brands across industries—from tech to healthcare.”

Pro tip: Always include a line about your company culture. Candidates want to know who they’ll be working with, not just what they’ll do.

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Final Thought: Make It Feel Human

The best job descriptions don’t sound like corporate jargon—they sound like people. Use words that feel real, not robotic. Ask yourself: Would I apply to this? If the answer is yes, you’re on the right track.

Now, pick a prompt, tweak it for your role, and watch the applications roll in. Happy hiring!

Writing Inclusive and Bias-Free Marketing Job Descriptions

A job description is often the first impression a candidate gets of your company. If it’s full of jargon, gendered language, or unrealistic expectations, you might scare away great people before they even apply. Worse, you could unknowingly exclude talented marketers who don’t fit a narrow mold. The good news? Small changes can make a big difference—both in who applies and how they see your brand.

Think about it: Would you rather attract a diverse pool of creative thinkers or just the same type of candidate everyone else is hiring? Inclusive job descriptions don’t just help you find better talent—they show that your company values fairness and belonging. And in today’s competitive hiring market, that’s a major advantage.

Why Inclusive Language Matters More Than You Think

Words have power. A study by LinkedIn found that job posts with gender-neutral language receive up to 42% more applications from women. Another report showed that removing age-related terms (like “digital native” or “recent graduate”) increased applications from older candidates by 30%. These aren’t just numbers—they represent real people who might have amazing skills but felt unwelcome before they even hit “apply.”

Biased language doesn’t just hurt candidates—it hurts your business. When job descriptions use words like “rockstar,” “ninja,” or “aggressive,” they often discourage women and non-binary applicants. Terms like “young and energetic” can alienate older professionals who bring years of experience. Even something as small as “must be able to lift 20 pounds” (unless it’s truly necessary for the role) can exclude people with disabilities. The result? A smaller, less diverse talent pool—and a team that thinks the same way.

Common Biases in Marketing Job Descriptions (And How to Fix Them)

Here are some of the most common pitfalls in marketing job posts—and how to avoid them:

• Gendered language: Words like “dominant,” “competitive,” or “superstar” tend to attract more male applicants. Instead, use neutral terms like “collaborative,” “skilled,” or “expert.”
• Ageism: Phrases like “digital native” or “fast-paced environment” can signal that you only want younger candidates. Focus on skills, not age.
• Ableism: Avoid unnecessary physical requirements (e.g., “must stand for long periods”) unless they’re essential to the job.
• Superlatives: Terms like “world-class” or “unicorn” can make candidates feel unqualified. Be specific about what you need instead.

“The best job descriptions don’t just list requirements—they invite people in. If your post makes someone think, ‘This isn’t for me,’ you’ve already lost them.”

Tools and Frameworks for Writing Inclusive Job Descriptions

You don’t have to guess whether your job description is inclusive. Here are some simple ways to check and improve it:

1. Use a gender decoder tool (like Gender Decoder) to spot biased language.
2. Focus on must-have skills—not nice-to-haves. Too many requirements can discourage qualified candidates.
3. Highlight flexibility (remote work, flexible hours) to attract caregivers, people with disabilities, and others who need accommodations.
4. Mention accessibility (e.g., “We provide assistive technology for employees who need it”) to show you’re an inclusive workplace.

Before and After: Inclusive vs. Non-Inclusive Job Descriptions

Non-inclusive version: “We’re looking for a marketing rockstar to dominate our social media channels. Must be a digital native with 5+ years of experience and the energy of a 20-year-old. This is a fast-paced, high-pressure role—only the toughest need apply.”

Problems:

• “Rockstar” and “dominate” are gendered terms.
• “Digital native” excludes older candidates.
• “Energy of a 20-year-old” is ageist.
• “High-pressure” may discourage neurodivergent applicants.

Inclusive version: “We’re hiring a skilled social media marketer to grow our online presence. You’ll collaborate with a creative team to develop engaging content. 3+ years of experience is preferred, but we value passion and potential just as much. This role offers flexible hours and remote work options.”

Improvements:

• Neutral language (“skilled” instead of “rockstar”).
• Focus on collaboration, not competition.
• No age-related terms.
• Highlights flexibility.

Final Thought: Small Changes, Big Impact

Writing an inclusive job description isn’t about being politically correct—it’s about being smart. The more people who feel welcome to apply, the better your chances of finding the right fit. And when your team reflects different backgrounds and perspectives, your marketing becomes stronger, more creative, and more effective.

So next time you write a job post, ask yourself: Does this sound like an invitation or a barrier? The answer could change who walks through your door.

Optimizing Job Descriptions for SEO and Candidate Experience

A great job description does two things: it attracts the right candidates and gets found by them in the first place. Think about it—if your post doesn’t show up in search results, even the most talented marketers won’t see it. And if it does show up but reads like a boring corporate manual? They’ll scroll right past.

So how do you write a job description that checks both boxes? Start with SEO. Just like you optimize blog posts for search engines, job descriptions need the same treatment. Use keywords people actually search for, like “remote SEO specialist jobs” or “content marketing manager in [city].” Tools like Google Keyword Planner or even LinkedIn’s job search bar can help you find the right terms. Sprinkle them naturally into your title, headers, and body—without stuffing them in unnaturally.

Structuring Job Titles for Maximum Visibility

Your job title is the first thing candidates see. Make it clear, specific, and search-friendly. Instead of “Marketing Ninja,” try “Senior Content Marketing Manager (Remote, B2B SaaS).” Why? Because:

• Seniority matters: Words like “Senior,” “Lead,” or “Entry-Level” help candidates self-select.
• Location or remote status: If the role is remote, say so. If it’s hybrid, specify the city.
• Niche focus: “B2B SaaS” or “E-commerce” tells candidates if they’re a fit before they even click.

A well-structured title doesn’t just help with SEO—it also sets expectations. No one wants to apply for a “Marketing Guru” role only to find out it’s an unpaid internship.

Formatting for Readability (Because No One Reads Walls of Text)

Job seekers skim. If your description looks like a dense paragraph, they’ll bounce. Break it up with:

• Bullet points for responsibilities and requirements (e.g., “Write 5+ blog posts per month”).
• Subheadings like “About the Role” or “What We Offer” to guide the reader.
• Short paragraphs (2-3 sentences max) with bold or italicized key phrases.

Here’s a quick checklist for formatting: ✅ Job title: Clear, specific, and keyword-rich. ✅ Intro paragraph: Hook them with why this role matters. ✅ Responsibilities: Bullet points, not a novel. ✅ Requirements: Separate “must-haves” from “nice-to-haves.” ✅ Call to action: “Apply now” or “Learn more about our team.”

Leveraging Employer Branding (Because Culture Sells)

A job description isn’t just a list of tasks—it’s a chance to showcase your company. Candidates want to know: What’s it like to work here? Highlight:

• Company values: “We believe in work-life balance—no late-night Slack pings.”
• Perks and benefits: “Unlimited PTO, remote stipend, and a dog-friendly office.”
• Growth opportunities: “We invest in your development with a $1,000 annual learning budget.”

Pro tip: Include a short employee testimonial or a link to your careers page. For example:

“Working at [Company] feels like being part of a team that actually listens. The flexible hours let me pick up my kids from school, and the projects are always exciting.” — Sarah, Content Lead

A/B Testing: Because Even Small Tweaks Can Boost Applications

Not sure if your job description is working? Test it. Try two versions with:

• Different titles (e.g., “SEO Specialist” vs. “SEO Content Strategist”).
• Varied intros (one focusing on growth, another on culture).
• Alternative CTAs (“Apply now” vs. “Join our team”).

Track which version gets more clicks and applications. Tools like LinkedIn’s job analytics or Google Analytics can help. Even a 10% increase in applications can mean finding your next star hire faster.

The Bottom Line

A great job description is part SEO, part storytelling, and part sales pitch. It should answer three questions:

1. What’s the role? (Clear responsibilities and requirements.)
2. Why should I apply? (Perks, culture, and growth.)
3. How do I apply? (Simple, obvious next steps.)

Get this right, and you’ll not only attract more candidates—you’ll attract the right ones. And that’s how you build a team that actually moves the needle.

Case Studies: Real-World Examples of High-Performing Job Descriptions

Job descriptions are more than just a list of tasks and requirements. They’re your first chance to connect with potential candidates—and if done right, they can transform your hiring process. But what does a “good” job description actually look like? Let’s look at three real-world examples where companies improved their hiring results by rethinking how they write job posts.

Case Study 1: How a SaaS Company Increased Applicants by 40%

A mid-sized SaaS company was struggling to attract quality candidates for their SEO specialist role. Their original job post was a wall of text filled with jargon like “synergize growth hacking strategies” and “leverage omnichannel KPIs.” It also listed 15 “must-have” requirements, including 5+ years of experience in a field that barely existed five years ago.

The fix? They rewrote the job description with three key changes:

• Clear, human language: Instead of “optimize SERP performance,” they wrote “help our blog rank higher on Google so more people find us.”
• Mission-driven focus: They added a short section on why the role mattered—“You’ll help small businesses grow by making our tools easier to find.”
• Realistic requirements: They separated “must-haves” (like basic SEO knowledge) from “nice-to-haves” (like experience with a specific tool).

The result? Applications jumped by 40%, and the quality of candidates improved too. Many applicants mentioned they applied because the job post felt “approachable” and “like the company actually cared.”

Key takeaway: If your job description reads like a corporate buzzword bingo card, candidates will scroll right past it. Be clear, be human, and show why the role matters.

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Case Study 2: How an Agency Reduced Time-to-Hire by 30%

A digital marketing agency was losing top talent to competitors because their hiring process took too long. Their job descriptions were long, vague, and full of generic phrases like “fast-paced environment” and “team player.” Candidates didn’t know what the day-to-day work would actually look like, so they applied elsewhere.

The fix? They made the job post:

• Scannable: Short paragraphs, bullet points, and bolded key details.
• Specific: Instead of “manage client accounts,” they wrote “You’ll lead a team of 3 to create social media strategies for 5-7 clients in the healthcare industry.”
• Focused on pain points: They added a section called “What you’ll love about this role” with perks like “flexible hours” and “no micromanaging.”

The agency also included a short video from the team explaining what they loved about working there. This small touch made the job feel more real and inviting.

The result? Time-to-hire dropped by 30%, and they filled the role with a candidate who stayed for over three years.

Key takeaway: Candidates want to know exactly what they’re signing up for. Be specific, highlight the good parts, and make it easy to read.

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Case Study 3: How a Nonprofit Attracted More Diverse Candidates

A nonprofit focused on education was struggling to attract diverse applicants for their content writer role. Their original job post used phrases like “rockstar writer” and “self-starter,” which can unintentionally exclude people who don’t fit the “young, energetic” stereotype. It also didn’t mention their mission clearly, so candidates didn’t know if the work aligned with their values.

The fix? They rewrote the job post to:

• Use inclusive language: Instead of “rockstar,” they wrote “skilled writer.” Instead of “self-starter,” they said “someone who takes initiative.”
• Highlight their mission: They added a section called “Why this work matters” with a real story about how their content helped a student.
• Offer flexibility: They mentioned remote work options and flexible hours, which appealed to caregivers and people with disabilities.

The result? Applications from women and people of color increased by 50%. The nonprofit also noticed that candidates were more engaged during interviews because they already understood and cared about the mission.

Key takeaway: Small changes in language can make a big difference in who applies. If you want diverse candidates, your job post should reflect that.

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What These Case Studies Teach Us

These examples show that great job descriptions aren’t about being fancy—they’re about being clear, human, and intentional. Here’s what you can learn from them:

1. Cut the jargon. If a candidate needs a dictionary to understand your job post, you’ve already lost them.
2. Show the “why.” People don’t just want a job—they want to know their work matters.
3. Be specific. Vague descriptions attract vague candidates. The more details you give, the better the fit.
4. Make it easy to read. Use bullet points, short paragraphs, and bold text to highlight key info.
5. Watch your language. Words like “ninja” or “guru” can accidentally exclude great candidates.

The best job descriptions feel like a conversation, not a corporate form. They make candidates think, “This sounds like a place I’d actually want to work.” And that’s how you attract the right people.

Conclusion: Putting It All Together

You now have 12 powerful prompts to write marketing job descriptions that actually work. These aren’t just templates—they’re starting points to help you attract the right people. But how do you make them work for your company?

Choosing the Right Prompt for Your Role

Not every prompt fits every job. A creative agency needs a different tone than a corporate finance team. Ask yourself:

• What kind of person do we want to attract?
• What makes our company unique?
• What skills are must-haves vs. nice-to-haves?

For example, if you’re hiring a social media manager, a prompt that highlights creativity and trend awareness will work better than one focused on data analysis. If you need a UX designer, emphasize problem-solving and collaboration.

Customize, Test, and Improve

No job description is perfect on the first try. The best hiring teams treat job posts like marketing campaigns—they test, measure, and refine. Try these steps:

1. Start with one prompt that fits your role.
2. Tweak the language to match your company’s voice.
3. Post it and track responses—how many applications? Are they from the right candidates?
4. Ask for feedback from applicants or new hires. Did the job description match the actual role?
5. Adjust and repost if needed.

Tools like Textio or Gender Decoder can help spot biased language or unclear phrasing. Even small changes—like swapping “rockstar” for “skilled professional”—can make a big difference.

Why Great Job Descriptions Matter

A well-written job post does more than fill a role. It:

• Attracts better candidates—people who actually fit your culture and needs.
• Saves time—fewer unqualified applicants mean less screening work.
• Reduces turnover—when expectations match reality, new hires stay longer.
• Strengthens your employer brand—candidates remember companies that write clear, engaging posts.

Think of your job description as the first impression of your company. If it’s boring or confusing, top talent will scroll right past. But if it’s exciting, inclusive, and honest? That’s how you build a team that grows with you.

Your Next Steps

Ready to put these prompts into action? Here’s what to do next:

• Pick one role you’re hiring for.
• Choose one prompt that fits best.
• Write a draft, then ask a colleague to review it—does it sound like your company?
• Post it and track the results.

The best job descriptions don’t just list requirements—they tell a story. They make candidates think, “This sounds like a place where I’d thrive.” And that’s how you find the right people for your team.

Now, go write something great. Your next hire is waiting.