The Top Mistakes Startups Make When Writing Job Descriptions

No One is Looking for a Rockstar Ninja Warrior. Seriously. Cute, quirky job titles seemed fun in 2010, but they’re exhausting now. Candidates aren’t typing “marketing ninja” into Indeed, they’re looking for “marketing analyst.” Clear and straightforward beats quirky every time.

Think of job titles like street signs. Would you rather follow directions that read “Main Street” or “Unicorn Avenue”? Cute? Sure. Helpful? Nope.

Stick to simplicity, because clarity always wins the click.

Laundry Lists are for Groceries, Not Roles

There’s a real art to providing enough detail without drowning the candidate in a sea of bullet points. The sweet spot? List only the essentials, the stuff they’ll do daily, plus absolute must-have skills.

When you ask for a dozen requirements, you scare off perfectly good candidates who don’t think they tick every box. Research says most candidates won’t apply unless they meet 100% of the criteria, especially women. You’re not building a wish list for Santa here. You’re inviting a human being to join your team. Keep it concise and honest.

Buzzwords Won’t Save Your Job Ad

Let’s face it, phrases like “fast-paced environment” and “self-starter” are corporate clichés that died long ago. They’ve become the business equivalent of white noise. Candidates skip over them, eyes glazed.

Words matter. Imagine your JD like a Tinder profile, every word should be intentional, direct, and intriguing enough to swipe right. Instead of generic fluff, explain concretely what the role involves and what success looks like. Specificity speaks louder than buzzwords ever could.

The Gender Bias Trap, More Subtle Than You Think

Yes, language matters. While recent studies argue about exactly how much impact gendered wording has, here’s the practical truth: biased wording is just lazy writing. Terms like “competitive,” “dominant,” or even pronouns like “he/him” can subtly signal exclusion, shrinking your talent pool unnecessarily.

This isn’t just about social justice, it’s about smart recruiting. Talent doesn’t have gender, and neither should your job descriptions. Scan for biased words and swap them out. Your candidate pool, and your company, will be better for it.

To Reveal or Not Reveal: The Salary Dilemma

There’s an ongoing global debate about whether to put salary details into your job postings. Transparency advocates say showing a salary range builds trust and attracts more genuine interest. Others worry about losing negotiation leverage or turning off top talent who expect more.

Here’s the thing: increasingly, laws worldwide favor transparency. And from a candidate perspective, hiding salary is a bit like inviting someone to a restaurant without telling them if they’re eating at McDonald’s or a Michelin-starred spot. Let candidates know if they’re ordering a burger or filet mignon upfront, it saves everyone from an awkward check moment later.

Sell the Dream, Not Just the Duties

A job description isn’t just a list of chores. It’s your elevator pitch. It should answer, “Why would I want to do this?” Just stating duties won’t attract top talent, people want to feel part of something exciting or meaningful.

Imagine you’re recruiting for an expedition: listing chores like “carry gear” or “prepare meals” won’t excite anyone. But say “join a groundbreaking climb to Everest,” and you’ve got attention. Each role has something uniquely exciting, meaningful, or challenging. Share that openly, authentically. It’s how you get people to say, “I have to be part of this.”

The Tone Balancing Act: Professional vs. Personal

Professionalism is safe, reliable, and somewhat predictable. But if your culture is genuinely relaxed or humorous, it’s okay to let that shine in your job ads. Authenticity beats generic “corporate speak” every time.

But careful: too quirky or humorous, and your ad risks becoming an inside joke only you understand. Consider the tone as the vibe of a party invite, make it clear enough that everyone feels welcome, but unique enough they’ll actually show up excited.

SEO Isn’t Just for Blogs, Optimize Your Job Descriptions Too

You’re competing globally, so visibility matters. Job ads should be easy for candidates, and search engines, to find. Mention the exact job title naturally several times. Include location, key qualifications, and variations candidates might search for.

Treat job descriptions like landing pages optimized for candidates. Google doesn’t care if you’re clever; it cares if you’re clear. Think keywords, clarity, and readability to make sure your ad rises to the top of search results.

Writing Solo is Overrated, Involve the Team

One of the biggest missteps: leaving job descriptions to someone who doesn’t intimately know the role. Either they come off too generic or wildly unrealistic. The person currently managing the role (or closest to it) should be involved, always.

Think of a job description as assembling IKEA furniture: Sure, one person could do it alone, but having someone else hold the pieces makes everything line up much easier. Collaboration ensures accuracy, minimizes misunderstandings, and boosts internal buy-in.

Outdated Descriptions Attract Outdated Talent

Roles change, especially in startups and rapidly growing companies. But job descriptions often fossilize in your files, outdated within months. Stale descriptions mislead candidates and sabotage your hiring strategy.

Regular updates ensure you’re actually hiring for the current role, not last year’s model. Think of it like software updates. Ignoring them won’t break things immediately, but eventually, you’ll find yourself behind, frustrated, and vulnerable.

Job Descriptions Are Brand Ads, Too

Your job descriptions don’t just attract candidates, they shape how people view your company overall. Poorly written, biased, or uninspired descriptions damage your employer brand.

Candidates often skim through multiple roles before applying. If your descriptions sound inconsistent or confusing, candidates will quietly move on. Every ad is a mini-ambassador for your culture. Make sure it’s doing a good job representing who you really are.