Most developers have read hundreds of job descriptions. Many of them look the same: a short paragraph about a “dynamic and innovative company”, a long list of technologies, and a promise of a “competitive salary”. Good engineers learn to skim them quickly and move on.
A job description is often the first real contact a candidate has with your company. Writing it well is one of the simplest ways to attract better applications. This article offers practical guidance.
Start with the work
Developers want to know what they will actually do. Instead of opening with company history, start with the role:
- What product or system will the person work on?
- What problems will they help solve?
- What might a typical week look like?
- What would success look like after six months?
A few concrete sentences here are worth more than a page of general statements.
Separate essentials from nice-to-haves
Long lists of requirements discourage good candidates, especially those who only apply when they meet every point. They also make it harder to see what really matters.
Be honest about what is essential. Usually that is a small number of skills or experiences. Put the rest in a separate list of things that would be helpful but are not required. If a requirement would not actually stop you from hiring an otherwise strong candidate, it is not essential.
Be specific about technology
Engineers care about the tools they will use. Name the main languages, frameworks and platforms, and say something about the state of the system. Is it a new product, or a mature codebase with some history? Are you in the middle of a migration? Honesty here helps attract people who will be comfortable with the reality.
Describe the team
People join teams, not just companies. Explain who the person will work with, how large the team is, how work is planned and how decisions are made. Mention practices that matter to developers, such as code reviews, testing, deployment frequency or how much time goes to technical improvement.
Be clear about conditions
Developers want to know the practical details early:
- Remote, hybrid or office-based, and what that means in practice.
- Working hours and any expectations around availability.
- The type of contract.
- A salary range, where possible.
Leaving these out does not make a role more attractive. It usually means fewer applications, or candidates dropping out late in the process when the details become clear.
Avoid empty phrases
Words like “rockstar”, “ninja”, “fast-paced environment” or “work hard, play hard” say little and often put people off. So do generic claims that every company makes. Replace them with specific, verifiable information: how the team works, what support new people receive, what learning opportunities exist.
Mind the language
The way a description is written affects who applies. Overly aggressive language, unnecessary jargon or requirements framed around a single type of background can narrow the pool without anyone intending it. Plain, neutral language reaches more people. Reading the text aloud, or asking someone outside the team to read it, often reveals problems.
Explain the process
Tell candidates what to expect: how many stages there are, what each involves, roughly how long it will take, and who they will meet. This shows respect for their time and makes it easier for good candidates, who often have other options, to plan.
Keep it readable
A good job description is usually shorter than people expect. Use clear headings, short paragraphs and lists where helpful. Make it easy to scan on a phone. If a section does not help a candidate decide whether to apply, consider removing it.
A better first impression
A clear, honest job description saves time for everyone. Candidates can decide quickly whether the role fits them, and the applications you receive are better matched. It also reduces the need for heavy filtering later in the process.
At Boomit, writing a precise role description is the first step of our Precision Hiring approach. If you are hiring IT specialists and would like help defining the role and reaching the right people, we would be glad to talk. You can reach us at boomit.pt.