The job description that actually hires.

Attract the right people, screen out the wrong ones, and stay compliant with pay transparency laws.

Inside:The 8 sections every posting needs · vague vs. specific examples · a pre-posting check · pay transparency rules for CA, NY, IL, TX, and FL · an editable Word template

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The anatomy

Eight sections. Each has a job.

Keep them in this order. Candidates skim, so every section should earn its space.

1. Title and location
A title people actually search for, plus office, remote, or hybrid with the city. Skip internal level codes and made-up titles.
2. Who we are
One short paragraph: what you do, who you serve, and anything compelling such as funding, growth, or recognition.
3. What you'll do
A 3 to 4 sentence summary of why the role exists and what success looks like in the first year.
4. Responsibilities
5 to 7 outcomes, not a task dump. Start each with a strong verb. Put the most important first.
5. Qualifications
Real requirements only. Split must-haves from nice-to-haves so strong candidates don't rule themselves out.
6. Things we value
The traits you hire for beyond experience, tied to your company values. Specific beats generic.
7. Benefits
The perks worth showcasing: time off, coverage, leave, flexibility, stipends. Lead with what's distinctive.
8. Pay and fine print
The pay range (required in many states), bonus or commission eligibility, and your equal opportunity statement.

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Before you post

Four decisions come first.

Settle these before you write a word. Each one changes what goes in the posting.

Scope

Level and reporting line

Who the role reports to, how senior it is, and how it fits next to the people already on the team.

Classification

Exempt or non-exempt

Decided by duties and salary, not by title. Employee or contractor is a separate decision with its own tests.

Pay

Set the range first

A good-faith range you would actually pay. Required in postings in a growing number of states.

Essentials

Name the essential functions

The core duties the role exists to do, including any real physical requirements. This matters for disability accommodation later.

Then reuse it everywhere

The same document becomes your interview scorecard, your 30/60/90 plan, and the baseline for the first performance review. Write it once, carefully.

Interview scorecardOnboarding planPerformance review

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Full guide

6 more pages in the full guide

Plus the editable Word template.