UitbreidenOS When to activate
- Creating new job descriptions for open roles
- Rewriting existing JDs for clarity and inclusivity
- Optimizing JDs for job board SEO
- Tailoring JDs for different seniority levels
- Adding compensation transparency and benefits
When NOT to use
- For internal role classification documents
- For performance review criteria
- For org chart planning
Instructions
- Gather role context. Team, reporting line, company stage, tech stack, key projects, and growth trajectory.
- Define must-haves vs. nice-to-haves. Limit must-haves to 5-7 requirements to avoid deterring qualified candidates.
- Write compelling intro. 2-3 sentences on why this role matters and what the person will build/achieve.
- Structure responsibilities. 5-7 bullet points starting with action verbs; focus on outcomes, not tasks.
- List requirements. Separate "You have" (must) from "Bonus points" (nice-to-have). Use inclusive language.
- Add compensation range. Salary band + equity + benefits summary. Transparency increases application rate 30%+.
- Review for bias. Remove gendered words, age-coded language, and unnecessary degree requirements.
Example
Senior Backend Engineer — Remote (US/EU)
"Own the API layer serving 10M+ requests/day. You'll architect new services, mentor junior engineers, and shape our technical roadmap."
What you'll do:
• Design and build microservices handling payments, notifications, and data pipelines
• Own API reliability — target 99.95% uptime with <200ms p95 latency
• Mentor 2-3 junior engineers through code review and pairing sessions
What you have:
• 5+ years backend experience with Go, Python, or Java
• Production experience with PostgreSQL and Redis
• Strong understanding of distributed systems patterns