Job descriptions are supposed to attract great candidates. So why do so many of them sound like they were written by a committee of robots?
Here are the seven deadly sins we see every week — and how to fix them.
Vague Titles
“Marketing Ninja.” “Sales Rockstar.” Cute, but confusing.
Candidates search for real titles. Use terms they’ll actually type into LinkedIn or Indeed.
The Laundry List of Must-Haves
If your “requirements” section looks like a CVS receipt, you’re doing it wrong.
Focus on the 4–5 things that really matter.
“DOE” (Depends on Experience)
Translation: “We don’t know our budget.”
Post a range — transparency builds trust and attracts stronger candidates.
Generic Company Description
If your About section could belong to anyone, it speaks to no one.
Show some personality. What makes your culture or mission actually interesting?
Buzzword Overload
“Dynamic self-starter with strong synergy mindset.”
No. Just no.
Forgetting the ‘Why’
What’s in it for the candidate? Growth, impact, purpose — spell it out.
No Call to Action
End with energy. “Ready to join a team that values your ideas? Apply now.”
Final Word:
A great job description isn’t about quantity — it’s about clarity, voice, and authenticity.
That’s how you attract not just applicants… but the right ones.If your job descriptions could use a Moxie makeover, let’s talk.