12 job description templates you can edit (+ a step-by-step guide)

The job title is the first thing candidates see, so it needs to be easy to understand, quick to find on platforms like LinkedIn or Indeed, and aligned with industry norms. While creative titles like “Customer Happiness Hero” might sound fun to you and your coworkers, most people will be searching for “Customer Support Specialist.”

Avoid using internal level indicators (like “Level 2” or “Grade B”) in the public-facing title unless they’re well-known in your industry. If your role is hybrid or remote, you can add a location tag like “(Remote)” or “(Paris-based)” to set expectations early.

The job summary should be a brief, high-impact paragraph that tells candidates what the role is, why it exists, and why it matters. In 2–3 sentences, you should explain what the person will do, how their work contributes to the team or company, and what makes the opportunity exciting.

A good example is “We’re looking for a results-driven Content Manager to lead our blog and editorial calendar. You’ll be responsible for growing organic traffic, managing freelance writers, and creating content that educates and converts. This is a high-impact role that directly supports our marketing and product goals.”

Speak directly to the candidate using “you” or “we,” and focus on impact over tasks. Instead of listing duties (“You will write articles and manage freelancers”), explain the purpose (“You’ll help grow our audience and shape the voice of our brand”).

This section outlines what the person will actually do day to day. It helps candidates picture themselves in the role and assess whether they have the experience to match.

Use bullet points to keep things readable, starting each one with a strong action verb like “manage,” “develop,” “analyze,” or “coordinate.” Each point should be concise and outcome-oriented, explaining what the tasks achieve instead of just listing them.

Make sure to describe the core functions of the job, not every possible task. Plus, you should avoid listing responsibilities that contradict the job title or summary, such as saying “lead strategy” in a junior role.

Example:

• “Develop and execute social media strategies to increase brand visibility and engagement.”
• “Coordinate with the design team to create on-brand graphics and campaign assets.”
• “Track and report on key performance metrics across channels.”

Qualifications tell candidates what they must bring to the table to be considered for the role — such as core skills, educational background, certifications, and relevant experience.

Focus on what really matters and avoid overloading this section with list items disguised as requirements, like niche tools that can be learned on the job. Doing so can discourage great candidates from applying.

Example:

• “2+ years of experience in digital marketing or content creation.”
• “Proficiency with tools like Google Analytics, SEMrush, or Ahrefs.”
• “Excellent written and verbal communication skills.”

If there are additional skills that would be nice to have but aren’t essential, save those for a separate preferred qualifications section.

Candidates should get a good idea of what day-to-day life will look like in the role — where and how they’ll be working, what kind of team they’ll be part of, and any expectations around schedule or travel.

Be clear about whether the role is remote, hybrid, or on-site, even if you already mentioned this in the job title. The more upfront you are, the better the fit you’ll get from applicants.

Example: “This is a full-time remote role open to candidates based in the EU. Working hours are flexible, though some availability during 10 AM–4 PM CET is expected for team collaboration. Occasional travel to teams offsite (2–3 times per year) may be required.”

Including salary and benefits in a job description is increasingly expected — and required by law in some places, like the EU(new window), California(new window), and New York(new window). Be as specific as you can. If you can’t share exact numbers, a reasonable range is better than nothing.

When listing benefits, highlight what makes your company stand out, such as fully remote work, wellness stipends, extra time off, or paid learning opportunities. But avoid overloading this section with every single perk, like “free snacks.”

Example: “This role offers a salary range of €45,000–€55,000 per year, depending on experience, plus a comprehensive benefits package that includes 25 days of paid vacation, private health insurance, an annual learning budget, and a remote office stipend.”

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An equal opportunity (EO) statement is a short paragraph that shows your commitment to fair and inclusive hiring. Candidates will know you’re serious about creating a workplace where everyone — regardless of background — is welcome and respected.

While this is especially important for compliance in some places (like the US), it also helps build trust with applicants from underrepresented groups. You don’t need a wall of legal text. Just add a clear and sincere message that shows your values.

Example: “We’re an equal opportunity employer and welcome applicants from all backgrounds. We do not discriminate based on race, religion, gender, sexual orientation, age, disability, or any other protected status.”

Before you post your job description, do one final pass to tighten the language and ensure everything is clear, relevant, and aligned. Here’s a checklist to help you simplify and strengthen your listing:

• Use standard, searchable job titles — avoid internal or quirky naming.
• Keep your job summary short and focused on impact, not tasks.
• Start responsibilities with strong action verbs and focus on outcomes.
• Only list qualifications that are truly required, without setting the bar unnecessarily high.
• Avoid vague traits like “team player” and save those soft skills for interviews.
• Be specific about work environment, such as remote, hybrid, hours, or travel required.
• Include a salary range or at least be transparent about compensation.
• Group benefits into clear themes like time off, wellness, and flexibility.
• Write in plain, inclusive language without using buzzwords or jargon.
• Use bullet points where possible since people skim job posts.
• Make sure your EO notice is present and easy to understand.