Build a clear, credible job description for any engineering role, in the structure I use on real searches. Pick the role to load a tailored starting point, edit each section to fit your team, then download a clean, branded PDF ready to send to candidates. Free, and yours to keep.
Hiring your first engineer? The Founding Engineer Job Description is built for that. Once applications arrive, score them with the Interview Scorecard.
Role
TIP Pick the role to load a tailored starting point for the summary, responsibilities and requirements. Everything stays editable, and clicking into a suggestion box clears it so you can write your own.
About the company
TIP Two short paragraphs. What you build, who for, your stage and traction. Candidates skim, so lead with something real, not marketing copy.
About the role
TIP Two or three sentences on what this role is and why it matters. The role type above fills a starting point.
The team and the stack
TIP Candidates want to know who they will work with and what they will work in. Be specific about team size, reporting line and your real stack. Naming the interviewing team signals a serious, transparent process.
What they'll do
TIP Five to eight real responsibilities, in the second person, one per line. Concrete beats generic.
What we're looking for
TIP The few must-haves that genuinely matter. A long wishlist puts off the strong people you want, and especially the underrepresented ones. One per line.
Nice to have
TIP Genuinely optional extras. Keep this short, and never let it creep back into the must-haves. One per line.
How we work
TIP How the team actually operates: remote or hybrid, cadence, process, how decisions get made. Honesty here filters for fit.
Growth and progression
TIP What the path looks like. Levelling, scope, how people grow here. Strong engineers care where a role leads, not just what it pays.
Interview process
TIP Share the full process up front: stages, people and what each covers. Keep it tight. Every silent week is an invitation for a competitor. One stage per line.
Benefits
TIP The things that actually matter to candidates. Be specific, not a list of perks no one uses.
Closing
TIP End on the single most compelling line and a clear next step.
