How to Write a Job Description That Doesn’t Sound Like Corporate Nonsense

A job description is not a motivational speech. It’s not an epic origin story. And it’s definitely not a buzzword salad designed to impress shareholders. It’s a practical document meant to do one thing—help the right candidate find the right job.  

But let’s be real: most job descriptions are a mess. Some read like a spiritual awakening, others like a ransom note, and many look like they were written by someone who couldn’t decide if they wanted an intern or a superhero.  

So, how do you write a job description that actually works? Simple—by making it clear, realistic, and human. Let’s break it down.  

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Step 1: Present Your Company Without the Drama  

Before diving into the role, start with a quick intro about your company. But—and this is important—skip the overinflated nonsense. No one needs a TED Talk about how your founder had an epiphany over a burnt cappuccino and “disrupted an industry”.  

Bad Example:  

"Founded in a dimly lit garage by two visionaries, our company is on a mission to redefine human experience through synergies, innovation, and groundbreaking disruption."  

Good Example:  

"At Acme Tech, we build logistics software that makes inventory tracking easy. Our clients love us because our product actually works."  

Key takeaways:  

✔ Say what you actually do  

✔ Avoid grandiose claims  

✔ Make it about the work, not a philosophy lecture  

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Step 2: Choose a Job Title That Makes Sense  

Job titles should be descriptive, not confusing. If the candidate has to Google what it means, you’ve already lost them.  

The worst offenders:  

- Marketing Ninja (Do I need a sword?)  

- Customer Experience Wizard (Will I be casting spells?)  

- Vice President of First Impressions (So… a receptionist?)  

And let’s talk about title inflation. If you have 47 Vice Presidents, maybe rethink your title strategy. If you’re handing out “VP” like it’s Halloween candy, it probably doesn’t mean much.  

Bad Example:  

"We’re hiring a Growth Architect and Engagement Evangelist."  

Good Example:  

"We need a Marketing Manager to help grow our customer base."  

✔ Keep it simple.  

✔ Make it clear what the role actually is.  

✔ No made-up words.  

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Step 3: Clearly Define the Role  

This is where you tell candidates what they’ll actually be doing. But many companies go off the rails here.  

⚠ Common JD Crimes:  

❌ Listing every possible task the employee might ever touch  

❌ Using vague, fluffy phrases (“Drive business impact”—what does that even mean?)  

❌ Expecting one person to do three jobs  

Bad Example:  

- Spearhead strategic initiatives to amplify synergies  

- Own the digital transformation journey  

- Wear multiple hats in a dynamic, fast-paced environment  

(Translation: We don’t know what you’ll do, but you’ll do everything and not complain.)  

Good Example:  

- Design and maintain APIs to support our mobile and web applications  

- Work with product and design teams to build user-friendly features  

- Optimize database queries to improve performance  

✔ Stick to 5-7 key responsibilities  

✔ Use real tasks, not corporate poetry  

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Step 4: Be Realistic About Qualifications  

This is where companies shoot themselves in the foot. If you’re hiring for a junior role, don’t ask for 10 years of experience. If you’re looking for a generalist, don’t demand expertise in every technology ever invented.  

Common JD Crimes:  

❌ “Must have 10+ years of experience in social media strategy” (Instagram is only 14 years old.)  

❌ “Looking for a recent graduate with 5 years of industry experience” (Time traveler required?)  

❌ “Expert in Python, Java, React, Swift, AWS, Kubernetes, and Blockchain” (You're asking for an entire IT department in one person.)  

Bad Example:  

- 10+ years of experience for an entry-level role  

- Must be an expert in 17 different software platforms  

- Should be passionate about our mission (Relax, it’s logistics software.)  

Good Example:  

- 3+ years of experience in software development (or equivalent projects)  

- Proficiency in Python or JavaScript  

- Ability to work in a team and communicate ideas clearly  

✔ Ask for what’s actually needed  

✔ Keep the list reasonable  

✔ Don’t ask for magic powers  

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Step 5: List the Salary (Yes, Really)  

If you write “Salary: Competitive”, candidates will assume it’s not competitive at all.  

If you don’t list a salary range, candidates will:  

✔ Assume it’s too low  

✔ Apply hesitantly  

✔ Ghost you after realizing it’s not worth their time  

Bad Example:  

"Compensation package includes dynamic growth opportunities and performance-based incentives."  

(Translation: We will pay you in ‘company culture’.)  

Good Example:  

"Salary: $80,000 - $95,000, based on experience."  

✔ Be upfront  

✔ Give a range  

✔ Respect candidates' time  

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Step 6: Culture—Show, Don’t Tell  

Every company says:  

- “We’re like a family.” (Red flag! No one wants a second family at work.)  

- “We work hard, play hard.” (Translation: You’ll be overworked, and there’s a foosball table you’ll never use.)  

- “We’re fast-paced.” (Burnout warning!)

Instead of telling candidates about your culture, show it:  

Bad Example:  

"We’re a dynamic team that values innovation and collaboration in a high-energy environment!"  

(Translation: You will be exhausted.)  

Good Example:  

- We have flexible work hours and no email after 6 PM.  

- Employees get $1,000 per year for professional development.  

- Our average employee tenure is 4+ years because we invest in growth.  

✔ Show what it’s like to work there  

✔ Use actual benefits and policies  

✔ No empty clichés  

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Final Thoughts: Write a JD You’d Want to Apply To  

A good job description is clear, honest, and human. If it sounds like it was written by an AI that just read 50 business books, rewrite it.  

Remember:  

✅ Say what the job actually is  

✅ Use a normal, understandable title  

✅ Be clear about responsibilities  

✅ List realistic qualifications  

✅ Include the salary  

✅ Show your culture with proof, not slogans  

If your job description is clear, reasonable, and non-cringey, you’ll attract better candidates—the ones who actually want the job, not the ones just desperately applying to anything.  

And if you wouldn't want to apply for your own job posting, maybe rethink how you're presenting it.