Writing job descriptions from scratch is painful. These templates give you a proven starting point - copy, customize for your company, and post. Each template includes the key sections candidates look for, language that attracts (not repels) talent, and guidance on what to change.
All templates follow best practices from our complete job description guide: clear structure, inclusive language, and realistic requirements.
How to Use These Templates
- Copy the template - Click to copy the full text
- Fill in brackets - Replace [Company], [Team], etc. with your specifics
- Adjust requirements - Modify years of experience and skills for your needs
- Add salary - Include compensation range (seriously, do it)
- Review for tone - Make sure it sounds like your company
Engineering Roles
Software Engineer
Full-stack, backend, frontend variations. Covers junior through staff levels.
View templateDevOps Engineer
Cloud infrastructure, CI/CD, and platform engineering focus.
View templateData Scientist
ML engineering, analytics, and research-focused variations.
View templateProduct & Design
Product Manager
B2B, B2C, and platform PM templates with growth-stage variations.
View templateUX/Product Designer
Product design, UX research, and design systems roles.
View templateSales & Marketing
Sales Representative
SDR/BDR, Account Executive, and Enterprise sales templates.
View templateMarketing Manager
Growth, content, demand gen, and brand marketing roles.
View templateCustomer Success
CSM, implementation, and support management positions.
View templateOperations & Executive
Project Manager
Technical and business project management roles.
View templateExecutive Assistant
EA and chief of staff templates for exec support.
View templateWhat Makes a Great Job Description
Every template follows these principles:
Start with impact
Lead with what the role accomplishes, not a list of tasks. Candidates want to know why their work matters.
Be specific about scope
Vague descriptions attract vague applications. Define the actual problems this role solves.
Separate must-haves from nice-to-haves
Research shows women apply when they meet 100% of requirements; men at 60%. Be honest about what's truly required.
Include compensation
Job posts with salary ranges get 75% more applications. If you can't share exact numbers, give a range.
Show the team
Who will they work with? What's the team structure? Candidates evaluate teams, not just roles.
Use inclusive language
Avoid gendered terms, unnecessary requirements, and culture-fit buzzwords that exclude qualified candidates.
For the full breakdown, see our complete guide to writing job descriptions.