Engineering roles are the most competitive in tech hiring. Your job description isn't just a list of requirements - it's competing against thousands of other postings for attention from in-demand developers.
This template is designed to stand out: it leads with impact, shows the tech stack clearly, and avoids the common mistakes that turn engineers away. Copy it, customize it, and post it.
The Template
Software Engineer
About the Role
We're looking for a software engineer to join our [team name] team. You'll work on [specific product/feature area] that [impact - what it does for users/business].
This is a high-impact role: [specific example of what success looks like]. You'll ship code that [reaches X users / processes Y transactions / powers Z feature].
What You'll Do
- Design and build [specific features/systems] that [outcome]
- Collaborate with [product managers / designers / other teams] to define requirements and technical approach
- Write clean, tested, production-ready code in [primary language/framework]
- Participate in code reviews and help maintain our engineering standards
- Debug and resolve production issues, contributing to system reliability
- [Role-specific responsibility that shows scope]
What We're Looking For
Must-haves:
- [X]+ years of professional software development experience
- Strong fundamentals in [primary language - e.g., Python, JavaScript, Go]
- Experience building and deploying [web applications / APIs / distributed systems]
- Comfortable with [relevant tools - e.g., Git, SQL, cloud platforms]
- Ability to work collaboratively with cross-functional teams
Nice-to-haves (not required):
- Experience with [specific framework/technology relevant to role]
- Familiarity with [secondary skill area]
- Background in [relevant domain - e.g., fintech, healthcare, e-commerce]
Tech Stack
[Be specific. Engineers want to know exactly what they'll work with.]
- Languages: [e.g., TypeScript, Python, Go]
- Frontend: [e.g., React, Next.js, Tailwind]
- Backend: [e.g., Node.js, Django, FastAPI]
- Data: [e.g., PostgreSQL, Redis, Elasticsearch]
- Infrastructure: [e.g., AWS, Kubernetes, Terraform]
The Team
You'll join [team name], a [size]-person team focused on [team mission]. The team includes [composition - e.g., 4 engineers, 1 PM, 1 designer]. You'll report to [title].
[Optional: Add something about team culture, working style, or recent wins.]
Compensation & Benefits
- Salary: $[X] - $[Y] depending on experience
- Equity: [Yes/No] - [brief description if yes]
- [Benefit 1 - e.g., Health/dental/vision insurance]
- [Benefit 2 - e.g., Flexible PTO / Unlimited PTO]
- [Benefit 3 - e.g., 401k matching / Retirement plan]
- [Benefit 4 - e.g., Remote work / Office setup stipend]
About [Company Name]
[2-3 sentences about what the company does, stage, and mission. Focus on why someone would want to work here, not corporate boilerplate.]
Interview Process
- Application review (we respond within [X] days)
- 30-minute intro call with recruiter/hiring manager
- Technical screen ([format - e.g., coding exercise, take-home])
- Virtual onsite (3-4 hours, includes [types of interviews])
- References + offer
[Company Name] is an equal opportunity employer. We value diversity and don't discriminate based on race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
Level Variations
Adjust the template based on seniority level. Here's what changes:
0-2 years experience
- Remove "must-have" years of experience requirement
- Focus on potential, learning ability, fundamentals
- Emphasize mentorship and growth opportunities
- Accept bootcamp grads, self-taught developers
- Lower salary range: $70K-$110K (varies by market)
Change: "Strong fundamentals in programming" instead of "5+ years experience"
2-5 years experience
- Standard template works well as-is
- Expect independent ownership of features
- Some mentorship of junior engineers
- Technical decision-making on feature level
- Salary range: $110K-$180K (varies by market)
Focus: Balance of execution ability and growing technical judgment
5-8+ years experience
- Emphasize technical leadership and influence
- Ownership of systems, not just features
- Cross-team collaboration and alignment
- Mentorship expectations explicit
- Salary range: $160K-$250K (varies by market)
Add: "Lead technical design for major features" and "Mentor junior engineers"
8+ years experience
- Technical vision and architecture focus
- Org-wide impact, not just team
- Influence without authority
- May include people management path
- Salary range: $220K-$400K+ (varies by market)
Add: "Define technical direction across multiple teams" and "Drive engineering culture"
2025 Salary Benchmarks
These ranges reflect US market rates for software engineers. Adjust based on your location, company stage, and funding.
| Level | Startup (Seed-A) | Growth Stage | Big Tech |
|---|---|---|---|
| Junior (0-2 yr) | $70K - $100K | $90K - $130K | $120K - $180K |
| Mid (2-5 yr) | $100K - $150K | $130K - $180K | $180K - $280K |
| Senior (5+ yr) | $140K - $200K | $170K - $250K | $250K - $400K |
| Staff (8+ yr) | $180K - $280K | $220K - $350K | $350K - $600K |
Note: Big Tech total comp includes significant equity. Startup equity varies widely in value. These numbers represent cash + expected equity value for growth/big tech, cash + highly variable equity for startups.
Writing Tips for Engineering JDs
Show the tech stack upfront
Engineers filter by technology. If you bury your stack at the bottom, they might not scroll that far. Put it where they can find it.
Be specific about impact
"Build features" means nothing. "Build the payment processing system that handles $X million monthly" tells a story.
Separate must-haves from nice-to-haves
A long list of requirements repels qualified candidates. Be honest about what's truly required vs. what would be a bonus.
Include salary - seriously
Engineering candidates have options. If you hide compensation, many assume you're underpaying and move on.
Skip the buzzwords
"Rockstar developer" and "ninja coder" make engineers cringe. "Fast-paced environment" often means chaotic. Say what you mean.
Describe the team
Engineers want to know who they'll work with. Team size, composition, and how decisions get made matter more than ping pong tables.
Common Mistakes to Avoid
"Must have 5+ years of experience with React"
"Strong experience building complex UIs with React or similar frameworks"
React is 10 years old. Requiring 5+ years eliminates qualified candidates and signals you don't understand the market.
"Looking for a passionate self-starter who thrives in ambiguity"
"You'll define your own projects and work with product to shape the roadmap"
Vague culture phrases don't tell candidates anything. Be specific about what the job actually involves.
15 "required" skills including every technology ever invented
3-5 true requirements, 3-4 nice-to-haves clearly labeled
Long requirements lists deter qualified candidates, especially from underrepresented groups who won't apply unless they meet 100% of criteria.
"Competitive salary and benefits"
"$140,000 - $180,000 + equity + full benefits"
"Competitive" is meaningless and often a red flag. Transparency wins.
Real-World Examples
Companies known for effective engineering job descriptions:
Stripe
Known for: Clear technical scope, specific impact statements, transparent leveling
Linear
Known for: Concise writing, strong design aesthetic, honest culture description
Figma
Known for: Team-specific context, clear growth opportunities, inclusive language
Vercel
Known for: Technical depth, product vision connection, remote-first clarity
Study what works, but don't copy verbatim. Your JD should sound like your company.