Most Job Descriptions Suck. Fix Yours and Attract A+ Talent.

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Let’s be honest—most job descriptions are a waste of time. Crafting a compelling job description is the crucial first step in attracting top-tier candidates. Once you've captured their attention, a thorough interview process is essential to identify true A+ talent, as I discuss in my post The 5 Interview Angles Every SaaS Founder Should Master .

They’re vague, bloated, packed with fluff, and sound like they were copy-pasted from a 2013 HR manual.

If you want to attract A+ talent, your job description needs to do more than list responsibilities and buzzwords. It needs to sizzle. It needs to sell. And it needs to offer a brutally honest preview of what it’s actually like to work at your company.

Here’s the framework I share with SaaS founders to build job descriptions that actually convert.

1. Nail the Title
Be laser-specific. No more “Sales Superstar” or “Marketing Ninja” nonsense.
Use clear, searchable language that real candidates would actually type into LinkedIn or Google.

✅ Example: “Mid-Market AE | Series A SaaS | 100% Inbound | Remote (US)”

2. About Us (That Actually Sells)
Skip the corporate blah. This isn’t your investor pitch deck.

Instead:

• Link directly to your site.
• Talk about the real problems your product solves.
• Shout your core values—what do you believe in?
• Show off your leaders (bonus points for video).
• Make the opportunity feel alive. Sell the future, not your funding history.

✅ Example: “We’re a 12-person startup solving document chaos for law firms. Our platform cuts 40% of admin work for mid-sized practices. We’re growing fast, profitable, and obsessed with building a team that actually loves Mondays.”

3. About the Candidate – The Real Deal
This is where you filter in the right people—and filter out the wrong ones.

Include:

• Day-to-Day Reality: What will they actually do each day?
• What’s Unique: Why is this role different from the 100 others out there?
• Qualifications: Be clear:
  • Must-haves = dealbreakers
  • Nice-to-haves = bonus points
  • Knockouts = self-select out (saves everyone time)

✅ Example: “Must have at least 18 months closing deals in a startup environment. Bonus if you’ve worked with legal tech or compliance buyers. Knockout: If you require a full sales enablement team on Day 1, this isn’t the right fit.”

4. What’s in It for Them
Top talent isn’t just comparing roles—they’re comparing offers, cultures, and futures.

Spell out:

• Compensation: Always include a real range. Transparency builds trust.
• Benefits: Healthcare? PTO? Flex hours? Say it, don’t hide it.
• Growth Path: Show them what’s next if they crush it. Promotions, skill growth, ownership. Make it real.
  

5. Interview Process – No Surprises
Lay it all out.

If you want a video intro—say it upfront.
If there’s a role play or assignment—prepare them.
Respect their time, and they’ll respect the process.

✅ Example: “Our process includes a quick intro call, a 60-second video, one interview with our founder, and a short sales simulation. That’s it—no panel interviews, no surprises.”

6. Make It Easy to Apply
No clunky portals. No weird hoops. Just a fast, frictionless “I’m interested” moment.

Link to your ATS, or provide a direct email with instructions.
The best people don’t apply twice.

Speaking of a frictionless application process, for roles like Sales Development Representatives, consider innovative approaches like the one outlined in my post Stop Wasting Time: Hire SDRs in 3 Steps .

Final Thought:
Your job description is your first impression.
It’s not paperwork—it’s a sales pitch to your next great hire.

If it’s boring, vague, or full of fluff, the A+ players won’t even read to the bottom.

Fix it, and you’ll start attracting the people who can actually help you win.

By Travis Janko, CEO of GSD Coach & Recruiting, helping SaaS founders build the top 5% of talent, FAST!