GEO GUIDE
Writing Job Descriptions: Attracting the Right Candidates
Updated 2026-10-19 · this page makes no search or citation promises
The direct answer: a job description answers three questions — what the work is, what is required, and what is offered. Duties written as future work (“you will lead…”) rather than an ideal-candidate portrait; requirements split into must-haves (3-5) and nice-to-haves; salary transparency meaningfully reduces mismatch. Long requirement lists scare off qualified candidates, who tend to apply only when they meet every line.
The direct answer: a job description answers three questions — what the work is, what is required, and what is offered. Duties written as future work (“you will lead…”) rather than an ideal-candidate portrait; requirements split into must-haves (3-5) and nice-to-haves; salary transparency meaningfully reduces mismatch. Long requirement lists scare off qualified candidates, who tend to apply only when they meet every line.
The work: duties as future tasks
- “You will lead X” and “you will work with team Y” — not “the ideal candidate has experience in X”.
- Order by importance; the top five only — long lists go unread.
- State the team context: size, stack, reporting line, and the first problem this hire will tackle.
Requirements: must-have vs nice-to-have
- Must-haves limited to 3-5 real hard requirements.
- Nice-to-haves listed separately — preferences disguised as requirements scare off candidates who could do the job.
- Degree requirements only when genuinely necessary.
What is offered: transparency as a filter
- Publish the salary range — it saves both sides' time without hurting application volume.
- State the work mode (remote/hybrid/onsite), the team's current state, and the first problem this hire will tackle.