--- # === IDENTITY === id: business/startup-hiring/job-description-template-library/2026 canonical_question: "What do startup job descriptions look like — engineering, sales, marketing, ops, CS roles, stage-appropriate?" aliases: - "Startup job description templates 2026" - "Stage-appropriate JD library for startups" - "Engineering sales marketing job posting templates" entity_type: execution_recipe domain: business > startup-hiring > job description template library region: global jurisdiction: global temporal_scope: 2025-2026 # === VERIFICATION === last_verified: 2026-03-12 confidence: 0.87 version: 1.0 first_published: 2026-03-12 # === TEMPORAL VALIDITY === temporal_validity: status: evolving last_breaking_change: "AI-augmented hiring tools (Textio, Ashby AI, Greenhouse AI) changed JD optimization workflows in 2025; LinkedIn data shows shorter posts (under 300 words) gaining 8.4% more applications; salary transparency laws expanded across US states and EU in 2025-2026" next_review: 2026-09-08 change_sensitivity: high # === CONSTRAINTS === constraints: - "Job descriptions between 300-700 words perform best across platforms — under 300 on LinkedIn, 700-2000 on Indeed" - "Salary transparency is legally required in 13+ US states and the EU Pay Transparency Directive (2026 effective) — omitting compensation risks legal non-compliance and 30-40% fewer applicants" - "Gendered language reduces applicant diversity by 20-40% — run every JD through bias detection before publishing" - "Use standard job titles (not 'ninja' or 'rockstar') — non-standard titles reduce searchability by 50%+ on job boards and LinkedIn" - "Pre-seed and seed JDs must emphasize equity, mission, and growth — cash comp alone cannot compete with BigTech at this stage" # === SKIP CONDITIONS === skip_this_unit_if: - condition: "User needs a general hiring strategy, not specific JD templates" use_instead: "business/startup-hiring/startup-hiring-sequencing-playbook/2026" - condition: "User is hiring executives (VP/C-level) requiring board-level job specs" use_instead: "Search knowledgelib.io for executive search process — no dedicated unit yet" - condition: "User needs interview process design, not job descriptions" use_instead: "business/startup-hiring/recruiting-strategy-for-startups/2026" # === AGENT HINTS === inputs_needed: - key: startup_stage question: "What stage is the startup at?" type: choice options: ["Pre-seed/seed (1-10 employees)", "Series A (10-50 employees)", "Series B+ (50-200 employees)", "Growth (200+ employees)"] - key: role_function question: "Which function is the role in?" type: choice options: ["Engineering", "Sales", "Marketing", "Operations", "Customer Success", "Product", "Multiple functions"] - key: technical_skill question: "What is the hiring manager's HR/recruiting experience?" type: choice options: ["No HR experience (founder writing first JD)", "Some experience (has hired 1-5 people)", "Experienced (dedicated recruiter or HR lead)"] - key: budget_for_tools question: "What's the recruiting tool budget?" type: choice options: ["free tier only", "up to $100/month", "up to $500/month", "no limit"] # === EXECUTION METADATA === execution: required_inputs: - name: "Role requirements" source: "hiring manager or founder" format: "description of what the role needs to accomplish in the first 6-12 months" - name: "Compensation range" source: "founder or finance team" format: "salary band, equity range, benefits list" - name: "Company context" source: "founder or marketing team" format: "mission statement, stage, team size, culture values, tech stack (if engineering)" outputs: - name: "Job description document library" format: "document collection" description: "5-7 role-specific JD templates customized for startup stage, with inclusive language verified, salary bands included, and SEO-optimized titles" - name: "JD review checklist" format: "checklist document" description: "Quality assurance checklist for bias detection, legal compliance, and conversion optimization" - name: "Publishing workflow" format: "process document" description: "Channel distribution plan with platform-specific formatting guidelines" tools_required: - name: "Textio or Ongig" purpose: "Bias detection and inclusive language scoring" tier: "paid" cost: "$0 (Ongig free audit) to $5,000+/yr (Textio enterprise)" alternatives: ["Gender Decoder (free)", "Ongig Text Analyzer (free trial)", "Datapeople ($249/mo)"] - name: "Ashby or Greenhouse" purpose: "ATS with JD templates and distribution" tier: "paid" cost: "$0 (manual posting) to $400+/mo (ATS)" alternatives: ["Lever", "Workable ($149/mo)", "Breezy HR (free tier)"] - name: "LinkedIn Jobs" purpose: "Primary distribution channel for professional roles" tier: "paid" cost: "$0 (organic) to $300+/post (promoted)" alternatives: ["Indeed (free to post)", "Wellfound/AngelList (free for startups)", "Hacker News Who's Hiring (free)"] credentials_needed: - service: "LinkedIn Recruiter or Jobs" type: "username+password or company page admin" where_to_get: "https://www.linkedin.com/talent/post-a-job" free_tier_limits: "1 free job post at a time" - service: "Wellfound (AngelList Talent)" type: "username+password" where_to_get: "https://wellfound.com/recruit" free_tier_limits: "Unlimited free job posts for startups" estimated_duration: "2-4 hours per role template; 1-2 days for full library of 5-7 roles" estimated_cost: "$0 (manual + free tools) to $500/month (ATS + promoted posts)" # === DISTRIBUTION === canonical_source: "https://knowledgelib.io/business/startup-hiring/job-description-template-library/2026" suggested_citation: "Source: knowledgelib.io — AI Knowledge Library (verified 2026-03-12)" # === RELATED UNITS === related_kos: depends_on: - id: "business/startup-hiring/startup-hiring-sequencing-playbook/2026" label: "Startup hiring sequencing — who to hire next at each stage by business model and bottleneck" - id: "business/startup-hiring/compensation-equity-guide-for-startups/2026" label: "Startup compensation framework — salary band matrices by role, level, stage and geography plus an equity grant guide" feeds_into: - id: "business/startup-hiring/recruiting-strategy-for-startups/2026" label: "Startup recruiting playbook whose Step 4 designs structured interview stages, per-role scorecards, question banks and debrief process" related_to: - id: "business/startup-hiring/startup-hiring-sequencing-playbook/2026" label: "Startup hiring sequencing — who to hire next at each stage by business model and bottleneck" alternative_to: [] # === SOURCES === sources: - id: src1 title: "Job Description Templates to Use in 2026" author: Recruiterflow url: https://recruiterflow.com/blog/job-description-templates/ type: technical_blog published: 2025-12-01 reliability: high - id: src2 title: "Startup Job Description Template" author: SignalFire url: https://www.signalfire.com/blog/startup-job-description-template type: technical_blog published: 2025-06-01 reliability: high - id: src3 title: "Textio Review 2026: AI Job Description Optimization" author: Index.dev url: https://www.index.dev/blog/textio-review type: technical_blog published: 2025-11-01 reliability: high - id: src4 title: "Introducing the Hiring Excellence Framework" author: Ashby url: https://www.ashbyhq.com/blog/recruiting/hiring-excellence-framework type: industry_report published: 2025-08-01 reliability: authoritative - id: src5 title: "Job Description Examples & Templates" author: Workable url: https://resources.workable.com/job-descriptions/ type: official_docs published: 2025-10-01 reliability: authoritative - id: src6 title: "How to Write Tech Startup Job Descriptions" author: Allied Venture Partners url: https://www.allied.vc/guides/how-to-write-tech-startup-job-descriptions type: technical_blog published: 2025-09-01 reliability: high --- # Job Description Template Library for Startups ## Purpose This recipe produces a complete library of stage-appropriate job description templates across engineering, sales, marketing, operations, and customer success functions — with inclusive language verified, salary transparency compliant, and optimized for applicant conversion on LinkedIn, Indeed, and startup job boards. The output is a set of ready-to-customize JD documents, a bias-detection review checklist, and a multi-channel publishing workflow. [src1] ## Prerequisites - [ ] **Role requirements defined** — what the hire needs to accomplish in the first 6-12 months - [ ] **Compensation range approved** — salary band, equity percentage, and benefits package - [ ] **Company context documented** — mission, stage, team size, culture values, tech stack (for engineering roles) - [ ] **Hiring manager identified** — person who will own the role and conduct interviews - [ ] **Legal compliance review** — awareness of salary transparency requirements in target hiring jurisdictions ## Constraints - Job post length matters: 300-700 words is the optimal range. LinkedIn data shows posts under 300 words get 8.4% more applications, while Indeed data shows 700-2,000 word posts get 30% more applications. Optimize length per platform. [src1] - Salary transparency is legally required in 13+ US states (CO, NY, CA, WA, CT, MD, NV, RI, HI, IL, MN, VT, MA) and EU-wide under the Pay Transparency Directive effective 2026. Omitting compensation reduces applicants by 30-40%. [src6] - Gendered or exclusionary language reduces applicant diversity significantly. Research shows that JDs scoring 90+ on Textio's inclusion scale fill 25% faster than those scoring below 50. [src3] - Use industry-standard job titles. Non-standard titles like "code ninja" or "growth hacker extraordinaire" reduce job search visibility on LinkedIn and Indeed by 50%+. [src2] - Early-stage JDs (pre-seed through Series A) must lead with mission and equity upside — cash compensation alone cannot compete with BigTech offers at these stages. [src4] ## Tool Selection Decision ``` Which path? ├── Founder writing first 1-3 JDs, no budget │ └── PATH A: Manual — Google Docs + free bias checker + manual posting ├── Founder writing first 1-3 JDs, some budget │ └── PATH B: Assisted — Google Docs + Textio/Datapeople + LinkedIn Jobs ├── Recruiter building JD library for 5-10 roles │ └── PATH C: Systematic — ATS templates + bias tool + multi-channel posting └── HR team scaling hiring across departments └── PATH D: Enterprise — Full ATS + Textio + programmatic distribution ``` | Path | Tools | Cost | Speed | Output Quality | |------|-------|------|-------|---------------| | A: Manual Free | Google Docs + Gender Decoder + Wellfound | $0 | 2-3 hrs/role | Adequate — no automated bias scoring | | B: Assisted | Google Docs + Textio trial + LinkedIn Jobs | $0-300/post | 1-2 hrs/role | Good — bias-checked, wider reach | | C: Systematic | Ashby/Greenhouse + Ongig + multi-channel | $300-600/mo | 45-60 min/role | High — templated, consistent, tracked | | D: Enterprise | Full ATS + Textio + programmatic | $1,000+/mo | 30 min/role | Excellent — data-driven optimization | ## Execution Flow ### Step 1: Audit Role Needs and Prioritize **Duration**: 1-2 hours **Tool**: Spreadsheet + hiring manager input Define each open role with enough specificity to write a compelling JD. Do not write a JD until you can answer the core questions below for each role. ``` Role Audit Worksheet (complete per role): ────────────────────────────────────────────────── Role title: [standard industry title] Function: [Engineering | Sales | Marketing | Ops | CS | Product] Seniority: [Junior | Mid | Senior | Lead | Director] Stage context: [Pre-seed | Seed | Series A | Series B+] Reporting to: [title of hiring manager] Core questions: 1. What problem does this hire solve in the next 6 months? 2. What does success look like at 30/60/90 days? 3. What are the 3-5 must-have skills vs nice-to-haves? 4. What is the salary band and equity range? 5. Is this role remote, hybrid, or on-site? Which time zones? 6. What makes this role different from the same role at BigTech? Priority order: □ Revenue-generating roles first (sales, CS) □ Product-building roles second (engineering, product) □ Scaling roles third (marketing, ops) ``` **Verify**: Each role has all 6 questions answered with specific, measurable responses. "We need someone great" is not specific enough. **If failed**: If hiring manager cannot articulate what success looks like, the role is not ready to hire for. Clarify business goals first. ### Step 2: Select and Customize Template by Function **Duration**: 1-2 hours per role **Tool**: Template library + text editor Use the function-specific templates below. Each template follows a proven structure: hook, impact description, responsibilities as outcomes, requirements split into must-have vs nice-to-have, compensation, and company context. [src2] ``` UNIVERSAL JD STRUCTURE (all functions): ────────────────────────────────────────────────── 1. TITLE: Standard industry title (no jargon) 2. HOOK (2-3 sentences): Why this role matters NOW - Lead with the problem the hire will solve - Connect to company mission and stage - Create urgency without desperation 3. WHAT YOU'LL DO (5-7 bullet points): - Frame as outcomes, not tasks - Wrong: "Manage the engineering backlog" - Right: "Own the product roadmap for our core API, shipping features that serve 10K+ daily active users" - Include scope: team size, budget, tools 4. WHAT YOU BRING (split into two lists): Must-haves (3-5 items): - Years of experience with specific context - Technical skills (with specific tools/languages) - Domain knowledge directly relevant to the role Nice-to-haves (2-3 items): - Adjacent skills that accelerate onboarding - Industry-specific experience - Leadership or mentoring experience 5. COMPENSATION & BENEFITS: - Salary range (required in many jurisdictions) - Equity: share count or percentage range - Benefits: health, PTO, remote policy, learning budget - Stage-specific perks: flexible schedule, founding team access 6. ABOUT US (3-4 sentences): - What the company does and for whom - Stage, funding, team size - Culture values (2-3, be specific and honest) - Growth trajectory and what's next ENGINEERING TEMPLATE ADDITIONS: ────────────────────────────────────────────────── - Specify exact tech stack: languages, frameworks, infra - Include engineering culture signals: deploy frequency, code review practices, testing approach, on-call expectations - Mention team structure: squad size, cross-functional? - Example: "You'll work in Python and TypeScript, deploying to AWS via GitHub Actions, shipping to production 3-5x/week" SALES TEMPLATE ADDITIONS: ────────────────────────────────────────────────── - Specify ACV range and target customer segment - Include OTE breakdown (base + variable split) - Mention GTM stage: founder-led → first rep → team build - Quota expectations and ramp timeline - CRM and sales tools used MARKETING TEMPLATE ADDITIONS: ────────────────────────────────────────────────── - Specify channels owned: content, paid, product marketing - Include budget responsibility and expected ROI metrics - Mention stage: building from zero vs scaling existing - Analytics tools and attribution model OPERATIONS TEMPLATE ADDITIONS: ────────────────────────────────────────────────── - Specify operational scope: finance, HR, legal, office - Include systems and tools managed - Mention compliance requirements if applicable - Cross-functional coordination responsibilities CUSTOMER SUCCESS TEMPLATE ADDITIONS: ────────────────────────────────────────────────── - Specify portfolio size and revenue managed - Include NRR/churn targets - Mention CS tools: Gainsight, Vitally, Intercom - Upsell/expansion responsibility (if applicable) ``` **Verify**: Each JD follows the universal structure, includes function-specific details, and answers all 6 audit questions from Step 1. **If failed**: If the JD reads like a generic job board post, it lacks specificity. Add concrete numbers, tools, and outcomes. ### Step 3: Adapt for Startup Stage **Duration**: 30-60 minutes per role **Tool**: Text editor Stage matters more than function for startup JDs. A Series A engineering JD looks different from a seed-stage engineering JD. [src4] ``` STAGE ADAPTATION MATRIX: ────────────────────────────────────────────────── PRE-SEED / SEED (1-10 employees): Tone: Founder-to-candidate, personal, direct Emphasis: Mission, equity upside, founding team impact Responsibilities: Broad ("you'll wear many hats") Requirements: Reduce to 2-3 must-haves maximum Compensation: Lead with equity, be transparent on cash Red flag avoidance: Don't list 15 requirements for a generalist role — you'll get zero applicants Ashby recommends: First-person voice, include a "Why You Shouldn't Apply" section for self-selection SERIES A (10-50 employees): Tone: Professional but still personal Emphasis: Growth trajectory, career path, team building Responsibilities: More focused (clear swim lane) Requirements: 3-5 must-haves, 2-3 nice-to-haves Compensation: Full range with equity formula explained Key addition: Describe the team they'll join and who they'll work with — candidates evaluate the team SERIES B+ (50-200 employees): Tone: Professional, structured, brand-consistent Emphasis: Scale challenges, leadership opportunity Responsibilities: Well-defined scope with metrics Requirements: Specific experience requirements Compensation: Competitive ranges with levels Key addition: Career progression framework if available GROWTH (200+ employees): Tone: Brand voice, polished, consistent across roles Emphasis: Impact at scale, resources available Responsibilities: Defined by level and function Requirements: Structured competency framework Compensation: Banded by level with clear progression Key addition: DEI commitment, ERGs, learning programs ``` **Verify**: JD tone and content match the startup's actual stage. A seed-stage JD should not read like a Fortune 500 posting. **If failed**: If the JD feels too corporate for the stage, strip formality. If too casual for a Series B+, add structure and specificity. ### Step 4: Optimize for Inclusion and SEO **Duration**: 30-45 minutes per role **Tool**: Textio, Gender Decoder, or Ongig Text Analyzer Run every JD through bias detection and optimize for search visibility. This is not optional — biased language measurably reduces applicant quality and diversity. [src3] ``` INCLUSION CHECKLIST: ────────────────────────────────────────────────── □ Run through bias detection tool (Textio, Gender Decoder, or Ongig) □ Remove gendered language: - "rockstar" → "high-performer" - "he/she" → "you" or "they" - "manpower" → "team capacity" - "aggressive" → "ambitious" or "driven" □ Remove unnecessary requirements: - "CS degree required" → "CS degree or equivalent experience" - "10+ years experience" → question if truly needed - "Must be in office 5 days" → state if hybrid/remote possible □ Add inclusive signals: - "We encourage applications from candidates of all backgrounds" - Specific accommodations statement - Visa sponsorship status (state clearly either way) □ Verify readability: aim for 8th-grade reading level □ Check for age bias: "digital native" or "young team" excludes SEO OPTIMIZATION: ────────────────────────────────────────────────── □ Title matches how candidates search: "Senior Backend Engineer" not "Backend Wizard Level III" □ Include location and remote status in title or subtitle □ Use keywords candidates search: job title + seniority + key technology + "remote" or city name □ First 150 characters are compelling (shown in search previews) □ Avoid walls of text — use bullets, headers, white space ``` **Verify**: Bias tool score is 80+ (on Textio scale). JD title matches top search terms for the role on LinkedIn and Indeed. **If failed**: If bias score is below 80, the tool will flag specific phrases. Replace each flagged phrase and re-run until score passes. ### Step 5: Build Approval Workflow **Duration**: 30 minutes (one-time setup) **Tool**: Document management + communication tool Establish a review and approval process that prevents posting JDs with legal issues, compensation errors, or off-brand messaging. ``` APPROVAL WORKFLOW: ────────────────────────────────────────────────── Step 1: Hiring manager writes or customizes JD (using template) Step 2: Recruiting/HR reviews for: □ Compensation within approved band □ Requirements are realistic for the role level □ No legal compliance issues (salary transparency, etc.) Step 3: Bias detection tool scan (automated or manual) Step 4: Final approval: - Seed/Series A: Founder or CEO signs off - Series B+: Hiring manager + HR lead sign off Step 5: Post to ATS and distribute Turnaround target: - New role: 2-3 business days from draft to live - Repost/refresh: Same day - Template role (repeat hire): 1 business day Version control: - Save each JD version with date - Track which version generates best applicant quality - Update templates quarterly based on performance data ``` **Verify**: Workflow is documented, stakeholders are identified, and turnaround time expectation is set. **If failed**: If approval takes more than 5 business days, the process is too complex. Simplify by reducing approvers to 2 maximum for early-stage startups. ### Step 6: Publish Across Channels **Duration**: 1-2 hours per role **Tool**: ATS or manual posting Distribute the finalized JD across channels, adapting format and length per platform. ``` CHANNEL DISTRIBUTION PLAN: ────────────────────────────────────────────────── TIER 1 — Free, high-intent channels: □ Company careers page / website □ Wellfound (AngelList) — free for startups, startup-native audience □ LinkedIn organic post from founder (warm reach) □ Hacker News "Who's Hiring" (monthly, 1st of month, engineering) □ Internal referral blast to team + advisors TIER 2 — Paid or effort-intensive channels: □ LinkedIn Jobs (promoted: $200-500/post) □ Indeed (free basic, $5-15/day sponsored) □ Industry-specific boards (e.g., BuiltIn, Key Values) □ Greenhouse/Ashby auto-distribution (if using ATS) TIER 3 — Community and niche: □ Relevant Slack communities □ Twitter/X post from founder □ Reddit (r/forhire, industry subreddits) □ University career boards (for junior roles) PLATFORM-SPECIFIC FORMATTING: ────────────────────────────────────────────────── LinkedIn: Keep under 300 words, lead with hook and impact, salary in first paragraph. LinkedIn posts with salary get 2x more applications. Indeed: 700-2,000 words perform best. Include detailed responsibilities and full benefits section. Wellfound: Emphasize equity, stage, and mission. Startup-savvy candidates expect transparency. Hacker News: Plain text, no formatting. Lead with tech stack and what's interesting about the engineering challenges. Include salary range. ``` **Verify**: JD is live on at least 3 channels (careers page + 2 distribution channels). Each posting is formatted appropriately for the platform. **If failed**: If a channel rejects the posting, check for formatting errors or policy violations (e.g., Indeed requires specific fields). Reformat and resubmit. ## Output Schema ```json { "output_type": "jd_template_library", "format": "document collection + checklist + workflow", "columns": [ {"name": "role_title", "type": "string", "description": "Standard job title", "required": true}, {"name": "function", "type": "string", "description": "Engineering, Sales, Marketing, Ops, or CS", "required": true}, {"name": "stage_variant", "type": "string", "description": "Pre-seed, Seed, Series A, Series B+", "required": true}, {"name": "word_count", "type": "number", "description": "JD word count (target 300-700)", "required": true}, {"name": "bias_score", "type": "number", "description": "Inclusion score from bias detection tool (0-100)", "required": true}, {"name": "salary_included", "type": "boolean", "description": "Compensation range included in posting", "required": true}, {"name": "channels_posted", "type": "number", "description": "Number of distribution channels", "required": true}, {"name": "applicants_7d", "type": "number", "description": "Applications received in first 7 days", "required": false} ], "expected_row_count": "5-10", "sort_order": "function ascending", "deduplication_key": "role_title + stage_variant" } ``` ## Quality Benchmarks | Quality Metric | Minimum Acceptable | Good | Excellent | |---------------|-------------------|------|-----------| | Bias/inclusion score | > 70 | > 85 | > 95 | | Word count (LinkedIn) | 200-400 | 250-350 | ~300 | | Word count (Indeed) | 500-2000 | 700-1500 | 900-1200 | | Salary range included | Yes | Yes + equity | Yes + equity + benefits | | Applications per week | > 10 | > 25 | > 50 | | Qualified applicant rate | > 15% | > 30% | > 50% | | Time to first qualified applicant | < 14 days | < 7 days | < 3 days | | Diversity of applicant pool | Reflects market | Above market average | Exceeds market benchmarks | **If below minimum**: If applications per week are under 10, audit the title (is it searchable?), the first paragraph (is the hook compelling?), and the salary range (is it competitive?). If qualified rate is under 15%, requirements are either too vague (attracting unqualified) or too restrictive (filtering out good candidates). ## Error Handling | Error | Likely Cause | Recovery Action | |-------|-------------|----------------| | Zero applications after 7 days | Title not searchable, salary missing, or JD buried on page 5 of job board | Promote the posting, rewrite title to match search terms, add salary range if missing | | High volume but low quality | Requirements too vague, title too broad | Add 1-2 specific must-have requirements, narrow the title (e.g., "Engineer" → "Senior Backend Engineer, Python") | | Candidates drop off after reading JD | JD is too long, requirements are excessive, or tone is off-putting | Shorten to 300-500 words, reduce requirements to 3-5 must-haves, adjust tone for stage | | Bias tool flags multiple issues | Unconscious use of gendered or exclusionary language | Replace each flagged term, re-run scan, have a second reviewer check | | Legal compliance risk flagged | Missing salary range in transparency-required jurisdiction | Add compensation range immediately — retroactive posting without salary may incur penalties | | No diverse applicants | Posting only on homogeneous channels, or JD signals exclusion | Expand to diverse job boards (Jopwell, Techqueria, PowerToFly), audit JD for coded language | ## Cost Breakdown | Component | Free Tier | Starter Tier | Growth Tier | |-----------|-----------|--------------|-------------| | JD writing/templates | Google Docs + this recipe | Google Docs + this recipe | ATS templates ($300/mo) | | Bias detection | Gender Decoder (free) | Ongig trial (free) | Textio ($5K+/yr) | | Job posting — LinkedIn | 1 free post | Promoted: $200-500/post | LinkedIn Recruiter: $800+/mo | | Job posting — Indeed | Free basic listing | Sponsored: $5-15/day | Premium: $250+/mo | | Job posting — Wellfound | Free (startups) | Free (startups) | Free (startups) | | ATS | Manual tracking (spreadsheet) | Breezy HR (free tier) | Ashby/Greenhouse ($400+/mo) | | **Total for 5 roles** | **$0** | **$500-1,500** | **$2,000-5,000/mo** | ## Anti-Patterns ### Wrong: Writing JDs as laundry lists of requirements Listing 15-20 "required" qualifications produces a JD that reads like a compliance document. Research shows women apply when they meet 100% of requirements while men apply at 60%. Long requirement lists disproportionately filter out qualified diverse candidates. [src3] ### Correct: Split into 3-5 must-haves and 2-3 nice-to-haves Must-haves are truly non-negotiable. Everything else is a nice-to-have. Be explicit about which is which. This increases applications from qualified candidates who might otherwise self-select out. ### Wrong: Using clever or cute job titles "Growth Hacking Ninja" and "Chief Happiness Officer" are unsearchable on job boards and confuse candidates about the actual role. Non-standard titles reduce discoverability by 50%+ on LinkedIn. [src2] ### Correct: Use standard industry titles with clear seniority "Senior Growth Marketing Manager" is searchable, clear, and attracts the right candidates. Add context in the description, not the title. ### Wrong: Copy-pasting the same JD across all platforms LinkedIn rewards short, punchy posts (under 300 words). Indeed rewards detailed, keyword-rich posts (700-2,000 words). The same JD will underperform on at least one platform. [src1] ### Correct: Create a master JD, then platform-specific variants Write the full 700-word version first, then create a 300-word LinkedIn summary and a longer Indeed version. Same content, different format. ## When This Matters Use this recipe when a startup founder or hiring manager needs to write job descriptions that actually attract qualified candidates — not just fill an ATS field. Requires defined role needs, approved compensation, and company context. This recipe produces JD templates, inclusion-verified content, and a publishing workflow — not a hiring strategy, interview process, or compensation philosophy. ## Related Units - [Startup Hiring Playbook](/business/startup-hiring/startup-hiring-playbook/2026) — overall hiring strategy that determines which roles to open - [Compensation Benchmarking for Startups](/business/startup-hiring/compensation-benchmarking-startups/2026) — salary and equity data for JD comp sections - [Interview Process Design](/business/startup-hiring/interview-process-design/2026) — next step after JD attracts candidates - [Employer Branding for Startups](/business/startup-hiring/employer-branding-for-startups/2026) — career page and brand content that JDs link to