This guide gives the standard sections of a strong job description and a copy-friendly example you can adapt. For the writing principles behind it, see how to write job descriptions.
Who this guide is for
- Hiring managers who post roles regularly
- Recruiters standardising job-ad quality
- Teams creating a reusable JD template
Step-by-step guidance
- Role summary. Two or three sentences: purpose and contribution.
- Responsibilities. Five to eight outcome-based bullets.
- Must-have requirements. Only what the role genuinely cannot succeed without.
- Nice-to-have. Helpful but learnable — kept separate from must-haves.
- Compensation & benefits. A range where appropriate and compliant, plus key benefits.
- Application instructions. What to submit, the stages and a realistic timeline.
Copy-friendly structure
☐ [Job title] — [team], [location / remote]
☐ Role summary: [2–3 sentences on purpose]
☐ Responsibilities: [5–8 outcome bullets]
☐ Must-have: [genuine essentials only]
☐ Nice-to-have: [helpful, learnable]
☐ Compensation & benefits: [range if appropriate] + [key benefits]
☐ How to apply: [what to submit] · [stages] · [timeline]
Common mistakes
- Merging must-have and nice-to-have into one long list
- Responsibilities written as tasks, not outcomes
- No application instructions or timeline
- Copy-pasting an old JD without revisiting requirements
- Benefits section that lists everything and signals nothing
Practical checklist
A copy-friendly checklist you can reuse for every hire.
☐ Title, team and location/remote stated
☐ Role summary in 2–3 sentences
☐ Responsibilities as outcomes
☐ Must-have vs. nice-to-have separated
☐ Compensation/benefits handled appropriately
☐ Clear application instructions and timeline
☐ Reviewed against the actual assessment plan
For informational purposes only. Hiring and employment rules — including questions you may and may not ask, screening, and record-keeping — vary by jurisdiction and industry. Review local requirements and consult qualified HR or legal professionals before relying on any guidance here.