Writing a job description that gets replies

The average job description is a wall of requirements written to protect the company, not to attract a person. Great candidates skim it, see fifteen bullet points of 'must-haves', and quietly move on. You can do a lot better in about twenty minutes.

Lead with the work, not the company boilerplate. What will this person actually do in their first ninety days, and why does it matter? A candidate who can picture the job is far more likely to apply than one wading through your mission statement.

Cut the requirements list in half. Separate the genuine must-haves from the nice-to-haves, and be honest about which is which. Long lists don't raise the bar; they just filter out the exact people who'd have grown into the role.

Say what you pay. Posts with a salary range get more applications and better ones, because you stop wasting everyone's time. If you can't share a number yet, share a range. Vagueness reads as a red flag, not a negotiation strategy.