Your Job Description is a Mirror (and Right Now, It’s Cracked)

Job descriptions say a lot about a company’s self-awareness. They reveal how a company thinks about itself, how it understands (or fails to understand) the profession it’s hiring for, and whether it respects the people who actually do the work.  

And yet, so many job descriptions read like a mix of motivational poster slogans and random industry buzzwords thrown together in a blender.  

- "Are you a Rockstar Developer ready to disrupt the industry with your passion for synergies?"  

- "We are a fast-paced, dynamic, and innovative company looking for a ninja in data analytics!"  

- "Must have 10+ years of experience in a framework that was released three years ago."  

Look, if your job description doesn’t even come across as if you understand the profession you’re hiring for, guess what? Great candidates won’t take you seriously.  

 Step 1: Actually Show That You Understand the Profession  

Let’s take programming as an example.  

Programming is a craft. It takes years of effort, debugging nightmares, and Stack Overflow searches to master. If your job description is just a collection of vague adjectives (fast-paced! go-getter! results-driven!) plus a list of technologies, it’s clear you don’t really get it.  

Imagine you’re a programmer reading this:  

- "We are looking for a self-starter who thrives in a high-energy environment. Must be fluent in Python, JavaScript, and Golang. Are you ready to take on exciting challenges and push the boundaries of innovation?"  

Nope. That job description just told me nothing about what I’ll actually be doing.  

Now compare that to this:  

- "We are building a high-performance data pipeline to handle millions of transactions per day. You’ll be working with a team that values clean, maintainable code and robust system design. We use Python and Golang but are open to your expertise in other languages if they fit the problem space."  

This second one respects the profession. It says, "We know what programming is, we respect your expertise, and we are open to learning from you."  

That’s all a job description has to do—whether it’s for an entry-level role or a VP position.  

Step 2: Drop the Evangelical Jargon  

Some companies think they need to preach their culture like a TED Talk in every job description.  

- "At [Company], we are not just a team—we are a family."  

- "We believe in passion, purpose, and pushing the limits of human potential."  

- "We don’t just build products. We build dreams."  

Okay, relax. I just want to know what the job is about.  

Culture should be demonstrated, not declared. If your culture is great, you won’t need to tell people—it will show in how you describe the work itself. Instead of saying "We value collaboration," show it:  

- "You’ll be working closely with designers and product managers to iterate on user feedback."  

That’s how you let the culture shine through without sounding like a motivational speaker on caffeine.  

Step 3: Be Clear on What You Actually Want  

Some job descriptions are so vague that they could apply to any job on Earth.  

- "We are looking for a strategic thinker with strong communication skills and a passion for innovation."  

Great. That describes literally anyone from a marketing intern to Elon Musk.  

Then you have the opposite problem—the impossible wishlist.  

- "Must have 15+ years of experience in AI/ML, expertise in blockchain, quantum computing, and cybersecurity, and be comfortable working in a startup environment."  

Sir, you are looking for a unicorn that does not exist.  

Good job descriptions are realistic and specific:  

- "Looking for someone with experience in training machine learning models and deploying them at scale. If you’ve worked with TensorFlow or PyTorch, that’s a plus."  

Now that makes sense.  

Step 4: Stop Writing for the Algorithm  

Let’s be real—many job descriptions today are written for ATS systems, not humans.  

You get a paragraph like this:  

"The ideal candidate will have strong analytical skills, problem-solving abilities, project management experience, leadership qualities, attention to detail, and excellent written and verbal communication skills."  

Oh wow, so you’re looking for a human being with a functioning brain?  

Here’s a wild idea: Write for real people. If you’re hiring a software engineer, imagine actually talking to one. Would you say, "We’re looking for a proactive and detail-oriented team player with strong communication skills," or would you just say:  

"We’re looking for someone who enjoys solving tough coding problems and can collaborate with designers and product managers."  

The Bottom Line  

Your job description is your first impression on candidates. If it’s full of buzzwords, unrealistic demands, or fluffy culture slogans, you’re going to turn off the best talent.  

A great job description simply says:  

- "We understand what you do."  

- "We respect your profession."  

- "We want to learn from you."  

- "Here’s what you’ll actually be working on."  

That’s it. No evangelism, no nonsense—just a job description that actually makes sense.