Field guide · Hiring
How to write a role people can understand
A strong job post is less about sounding impressive and more about giving candidates enough truth to picture the work.
Begin with the place, not the pitch
Your first paragraph should help someone understand where they might spend their days. Be specific about how the company works, what it values in practice, and the problem the team is trying to solve.
- Where is the company based, and where can this person work?
- What does the team make, maintain, or improve?
- How do people make decisions and share unfinished work?
- Which working hours overlap, if the team is distributed?
Describe the role without sanding off the edges
A grand title cannot substitute for a useful picture of the week. Say who this person collaborates with, which choices they own, and which parts of the job require patience or care.
- Is this a people-lead or individual-contributor role?
- What does a normal Monday look like?
- Which responsibilities belong to this role alone?
- How will progress be reviewed after three and six months?
- What remains uncertain about the position?
Name the outcomes, then the requirements
Start with what the person will accomplish. Qualifications make more sense when candidates can connect them to a real responsibility rather than a long inventory of tools.
- Separate essential experience from skills that can be learned.
- Include the expected level of judgment and independence.
- State whether credentials are required and explain why.
- Describe the habits that help someone succeed on this team.
Make compensation and benefits concrete
People should not have to decode what the role offers. A useful post includes a salary band, the review cadence, and the benefits that materially shape someone’s working life.
- Salary range and location adjustments
- Learning budget and progression conversations
- Healthcare, leave, and caregiving support
- Equipment, workspace, and travel expectations
Show one ordinary week
The best descriptions turn abstract duties into a believable rhythm. Sketch the recurring meetings, deep-work blocks, customer contact, and collaborative moments that define the role.
A final check before you publish
- Cut repeated adjectives and internal shorthand.
- Read every sentence aloud for unnecessary friction.
- Confirm that responsibilities, process, pay, and location agree.
- Explain what happens after someone applies.
- Give candidates one clear point of contact.
What should you use to write it?
Any shared document works if the team can comment openly and keep one current version. Once the content is ready, move it into a structured hiring workspace that supports consistent stages, private review notes, and respectful candidate updates. See the Kindred Current hiring guide.