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Last updated on Aug 13, 2021

20 Creative Writing Jobs for Graduates (+ Entry-Level Positions)

Being passionate about creative writing hasn’t always been associated with a stable career path, but that’s not to say that there aren’t any opportunities out there to bring well-written stories into your job. In fact, we’re here to talk about 20 different creative writing jobs — 20 professions that let the storyteller in you shine! We’ll discuss the industries, entry level jobs, and potential income for each job below. 

When it comes to creative writing, the first thing that pops up in our mind is books! While writing is the obvious option (and we’ll cover that later on in the post), most writers choose to work in one of the following positions in the publishing industry to gain financial stability first. 

❗ Note: The “per book” rates below are made with 50,000-60,000 word manuscripts in mind. 

1. Ghostwriter 

👨🏽‍💼 Entry level positions: freelance writer, ghostwriter, editorial assistant 

💰 Potential beginner’s earning: $2,000-$9,000 per book or $0.10-$0.15 per word

If you’re all about creative writing but you’d prefer an upfront payment for your words, then ghostwriting is the job for you! Here’s how it works: an author hires you to help them write their story. It could (and usually is) a memoir or an autobiography which the author doesn't have the time or skills to write themselves. Fiction authors also sometimes use ghostwriters to help them write sequels and satisfy popular demands. 

Ghostwriters are freelancers, so you can start by getting some freelance writing gigs. As a beginner, you might start with short-form projects like articles, white papers, website content. Here are some resources, complete with tips from experienced professionals, that might be helpful:

  • How to Become a Ghostwriter in 6 Essential Steps (+ Tips from Professionals) 
  • How to Start Freelance Writing: 5 Steps to a Soaring Career
  • How Much Do Ghostwriters Make: The Ultimate Breakdown

👩🏻‍💼 Entry level positions: editorial assistant

💰 Potential beginner’s earning: $25,000-$30,000 per year or $800-$1,000 per book

Writing is actually not all there is to creative writing jobs — if you really love stories and are always finding ways to make a story better, then editing is a suitable profession for you. There are many types of editors: some (like development editors) work more on the plot and theme of the book, and others (like copy editors ) specialize on its language and style. 

Editorial assistant jobs are the common first steps to this career path. Entry-level positions are quite competitive in publishing, so you’ll likely need a relevant degree (English Literature, MFA, etc.) to get the job. 

Freelancing, as always, is an option, but it can be quite difficult to get clients if you start without any editing experience. Oftentimes, editors start working in-house and later transition to freelance . 

Below are some more resources for you if you want to pursue this career path:

  • How to Become an Editor: A Guide for Beginners
  • Copyediting Certificates: Do You Need One and Where to Get It?
  • Editor Salary: Can Your Skills Pay the Bills
  • Working in Publishing: An Insider's Guide



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3. Proofreader

👨🏼‍💼 Entry level positions: freelance proofreader

💰 Potential beginner’s earning: $20-$30 per hour or $550-$650 per book 

Proofreading comes after editing — the proofreader reads the manuscript one final time, after all the revisions are made, to see if any spelling and grammatical errors are missed out. They’re incredibly crucial to the production of a spotless book, so there’s never a shortage of proofreading jobs . 

This task is often done on a freelance basis, either by full-time freelancers or by editors who want to take on side jobs. You can specialize in proofreading alone, though most professionals will combine editing and proofreading crafts for better income. As a beginner, opportunities for short-form projects will often be more accessible — stay open-minded about taking them up, but also do some proofreading training to prepare for more exciting gigs. 

We’ve also got some resources for this topic for you to check out:

  • How to Become a Proofreader: The Ultimate Beginner’s Guide
  • How to Choose Your Proofreading Rates

There’s more to journalism than just breaking news on CNN, which means there’s plenty of space for the creative writer in you to flourish in this industry! Let’s take a look at a couple of options you can consider. 

4. Columnist 

👩🏽‍💼 Entry level positions: fellowships, junior writer/columnist, freelance writer

💰 Potential beginner’s earning: $25,000-$35,000 per year or $100-$300 per piece 

If you like creative nonfiction , you probably have already considered becoming a columnist. In fact, you can even be a books columnist! Job options range from book-specific sites like Electric Literature or Literary Hub, to prestigious newspapers like The Guardian or The New Yorker. But that’s not necessarily the only thing you can write about! You can become a columnist in just about any topic, from social issues to entertainment, as long as you’re interested in the niche. 

Look out for fellowships and junior writing jobs in newspapers and magazines and get ready to apply! A degree in relevant subjects like Journalism or English Literature is a great advantage, though your ability to follow up on leads, conduct thorough research, and keep up with the latest trends in a certain niche will be carefully assessed. You can also be a contributing writer first to forge a relationship with the editors before going after a full-time position. 

👨🏻‍💼 Entry level positions: junior writer, freelance writer

There’s a fine line between a critic and a columnist: critics are usually more academically inclined, and they often work more on the arts than columnists. Columnists cover social issues, sports, entertainment in their more general sense, while critics while home in on a particular piece of art, literature, theatre, or movie to offer expert assessment of it. 

Similar to the columnists, you can begin with junior writing positions and freelance gigs, in which you build up a writing portfolio of relevant work. Ideally, critics will be more savvy to the technicalities of whatever subject you critique — be it filmography or literature. In other words, formal training like a bachelor’s degree is a good launch pad. 

6. News journalist 

👩🏼‍💼 Entry level positions: staff writer/journalist

💰 Potential beginner’s earning: $30,000-$35,000 per year 

Writing news articles is different from the writing column pieces: a journalist must maintain an impartial voice and be succinct. Moreover, you’re always looking out for the latest story, whether on social media or on the street (which is where your love for creative writing can come in). 

The most common way to get into news journalism is to get a salaried position. You can also apply to internships as well, and there are compensated ones to look out for. What you will need is a degree and some journalist training so that you can use shorthand, know what makes a good story, and know what sources to chase, among other things. 

7. Investigative journalist 

👨🏽‍💼 Entry level positions: staff writer/journalist

And what if you’re a fan of true crime ? You might find yourself drawn to investigative journalism! You can chase the tail of anything under the sun, from kidnappings to factory production, from local to international events, so long as there’s an uncovered story there. The topic will often be assigned to you by an editor, and you’ll be given some time to collect information and write the article. It’s a slower pace than daily news, but it’s thrilling nonetheless. 

Similar to the news path, you’ll likely start off with an internship or a junior writing position. With this job opportunity, you can build a portfolio that demonstrates your ability to peel back the layers of the onion to reveal new insights to a matter. Again, a degree and training in journalism are essential. 


Copywriting is writing to sell a product or service, and it could be anything from newsletter emails to slogans to even commercial scripts! There’s definitely a creative element to it, as you’re always looking for a unique and memorable way to capture the attention of consumers. And since it's so rooted in consumption culture, copywriting is definitely a writing career that's in demand!

Below are several types of copywriting jobs you can go into. 

8. Technical copywriter

👩🏻‍💼 Entry level positions: technical writer, freelance writer

💰 Potential beginner’s earning: $32,000-$38,000 per year 

A technical writer works on instructional materials for manuals, white papers, and other informative pieces of writing. A technical copywriter combines that level of specialty with marketing tactics, thereby focusing on promoting products and services that are a bit more, well, technical. Think electronic companies, software developers, repair and maintenance services. 

Ideally, you’d have some education or experience in technical sectors (i.e. IT, engineering, finance). That way, you won’t take too much time to familiarize yourself with the jargon, and employers are more likely to hire you. You can also begin with technical writing, if you don’t mind working on material that’s a bit less creative. 

9. Advertising copywriter

👨🏼‍💼 Entry level positions: junior copywriter, communications copywriter

For a more creative writing job, you can go for advertising. This often involves a lot of brainstorming with the creative team of your agency to come up with advertisement campaigns that will leave a mark. When working on this you can write all kinds of content, from slogans to image copies to web content. 

Having a bachelor’s degree in marketing or an essay-based discipline is usually beneficial if you’re looking for this kind of job. You can work for a big brand, which will constantly be needing new content, or you can work for a marketing agency, tailoring your work to every client. 

10. PR copywriter

👩🏽‍💼 Entry level positions: junior copywriter

Public relations (PR) is, simply put, the art of building a good reputation, whether that’s for an individual or a brand. You’ll work on press releases, report and presentation writing, material for internal and external communications to present your client’s motivation and direction. 

For this kind of job, the precision of your language and your ability to stay up to date with the competitors will be important. A degree in communications or business administration are a plus point. And as is often the case in most writing jobs, the ability to find the human story behind everything will be your best tool. 

Content Marketing

Nowadays, traditional marketing on TV, billboards, and posters are only a part of the industry, the other is all about online content. And with so many things zooming about on the Internet, every company will be looking for the most creative person to help them stand out. Which means you get plenty of opportunities to be imaginative, working on website content, blog posts, social media posts, and even videos.

11. Social media manager 

👨🏻‍💼 Entry level positions: assistant/junior/freelance social media specialist

💰 Potential beginner’s earning: $20-$30 per hour or $30,000-$35,000 per year 

With our evermore online world, social media-related jobs definitely is a writing career that's in demand. So many things can happen on social media — you might very well go viral overnight! The challenge is getting there. As a social media manager, you get to be the voice of the company, interacting with customers in a friendly, casual way, while also learning their habits and preferences so that you and others on your team can better engage with them. 

This is a relatively hands-on job, so experience running a public social media account is the best thing you can have on your CV. A degree in communications can be beneficial, though many job postings don’t require anything specific.

12. Blogger

👩🏼‍💼 Entry level positions: blogger, freelance writer

💰 Potential beginner’s earning: $0.10-$0.15 per word

Blogging is probably something you’re familiar with as a writer — but do you know it can earn you a good penny? By focusing on a specific subject (it can be books , technology, fashion, the freelance life, etc.), you can attract companies who are looking to strengthen their brand awareness and will sponsor you. It’ll take time to build an attractive platform, but it’s definitely possible. 

Beyond that, you can write for others as well. There are plenty of websites that promote creative writing jobs all over, so you can sift through them for the suitable ones. No degree requirements for this job, just your skill with a (proverbial) quill! 

13. Content creator 

👨🏽‍💼 Entry level positions: content marketer

💰 Potential beginner’s earning: $27,000-$34,000 per year 

If you’re happy to do a bit of everything, then apply to become a content creator. You’ll also get to collaborate with a team to come up with an overall strategy in this position.

You can work for all kinds of companies in this career. A bachelor’s degree in Marketing, English, Communications are highly relevant, though adjacent, essay-based subjects tend to do the job, too. Brushing up on search engine optimization (SEO) is also wise. 

Pop culture, the latest rumors and gossip, interesting observations served on a pretty platter — if any of that sounds interesting to you, you can jump into the media industry. Here are some job options if you want to take this route. 

14. Screenwriter

👩🏻‍💼 Entry level positions: assistant/associate writer

💰 Potential beginner’s earning: $20-$30 per hour or $9,000-$15,000 per project 

Everyone of us has probably at one point or another thought about entering the film and TV industry, and that career goal is definitely achievable, if you know where to look. A lot of people start with assistant positions to learn the ropes and get an opportunity to work on bigger productions. If you prefer to write from the get-go, you can go for lower-budget projects. 

To get one of the assistant positions and put yourself out there, touch up on craft skills like plotting, story structures , character-building to be prepared. No qualifications are specified in most cases. 

15. Broadcast journalist 

👨🏼‍💼 Entry level positions: staff writer

We’ve covered written news — now comes broadcast news. From televised reports to radio sessions, you can be the writer behind the words that reporters or presenters read out. It’s a fast-paced job that deals with the latest real-life stories, which can be incredibly rewarding, even if it’s not explicitly creative. 

Many broadcast journalists work project by project (unless it’s periodical news), almost like a freelancer. You’ll still need to have all the skills necessary to put together a good news story, so some journalist training will be beneficial. 

16. Podcaster 

👩🏻‍💼 Entry level positions: assistant/associate writer or producer 

💰 Potential beginner’s earning: $18-$25 per hour, or $26,000-$32,000 per year 

Along the same lines as a broadcast journalist is the job of a podcaster. This is a bit more topical than journalism, and you can really home into certain fields and explore it in depth. Another special thing about podcasters is they usually host the shows, too! So if you’re confident about your voice, and about interviewing others, there’s no reason not to try this out. 

As with screenwriting, the route to get into this sector can be a little bit challenging, since it’s often a case of catching an opportunity from the right people at the right time. Which is why assistant jobs are a strong start. 

And finally, we arrive at the section that hopeful writers often dream about more than anything else. Publishing a book is not easy, it requires not just time and effort but also finances, if only to keep you afloat while completing the manuscript. That said, it’s possible to do it on the side with another full-time job, as is the case for most published writers. 

The cool thing about this career is that you are your own boss — i.e. there are no entry level positions. You are an author the day you call yourself one. 

17. Short story writer

Short stories are charming in their own right, and with the booming literary magazine sphere , there’s no shortage of space to get your words out there into the world. Publishing an anthology with a publisher is also an option but it’s harder — you often need to have an established career first. 

In any case, most magazines aim to have enough funds to pay their contributors. Small ones can pay $15-$20 per story, bigger ones $100-$200. You can also enter writing contests to win higher prizes.

18. Novelist 

Being a novelist comes with the difficulty of having the time and finances to write a full draft before you can propose it to publishers, or even publish it yourself. It’s a long commitment, and it doesn’t guarantee a payoff. If it does get printed, a book deal can get you an advance in the $5,000-$15,000 range. If you self-publish, what you get depends on how well you market your books — emphasis on the plural noun!

That said, it’s not impossible. We’ve got a whole post on how to become a novelist here if you want some pointers from famous writers like Anne Lamott and Zadie Smith! 

19. Nonfiction author 

Who says creative writing jobs have to be all about fiction? Creative nonfiction is a growing field that’s always welcoming new stories. From memoirs and biographies to true crime, from self-help to essay collections, you can focus on many different topics with this option. 

The nice thing about it all is that unlike fiction writers, you can pitch your book proposal to publishers before you complete a whole manuscript for nonfiction titles, meaning you can be guaranteed some kind of results before you start writing. The advance amount is similar to that for novels.

And last but not least, you can become a poet! Poets tell stories with rhythm and rich imagery, and not just on paper but also with their voice. Performing poetry is one of the special advantages that comes with this form of writing. Not only does it let you and the audience experience in a new way, it’s also a great opportunity to grow as an artist. 

On top of that, you can also dabble in other industries (advertising, music producers…) as a lyricist. As it’s a gig-based employment, you probably want to diversify your work portfolio to make sure there’s always something you can work on. The rates are usually similar to that of a ghostwriter.

And voila, that’s the end to our master list of creative writing jobs! Hopefully, there’s something to help you passion live on among this many options.

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Creative Writer Job Description [Updated for 2024]

writing creative job descriptions

In the world of storytelling, the spotlight on creative writers has never been brighter.

With the proliferation of digital media and online platforms, the demand for creative minds who can craft, enhance, and captivate audiences with their narratives grows stronger.

But let’s peel back the layers: What’s truly expected from a creative writer?

Whether you are:

  • A job seeker trying to understand the essence of this role,
  • A hiring manager sketching out the ideal candidate,
  • Or simply intrigued by the realm of creative writing,

You’re in the right place.

Today, we present a customizable creative writer job description template, designed for effortless posting on job boards or career sites.

Let’s dive right into it.

Creative Writer Duties and Responsibilities

Creative Writers craft original written content often for books, articles, scripts, blogs, and other types of media.

They may also be responsible for editing their own work or that of others.

Their duties and responsibilities often include:

  • Developing unique and engaging story ideas
  • Creating compelling characters and settings
  • Writing, editing, and revising work to improve clarity, flow, and structure
  • Researching to ensure authenticity and accuracy of details
  • Collaborating with editors, illustrators, and other writers
  • Meeting deadlines and writing under pressure for assignments
  • Submitting work to editors for input and approval
  • Keeping up with the latest writing trends and news
  • Adapting writing style for different genres or audiences
  • Utilizing social media and other platforms to promote their work

Creative Writer Job Description Template

We are looking for a talented and detail-oriented Creative Writer to produce compelling and original content.

Creative Writer responsibilities include conducting thorough research on various topics, generating ideas for new content types, and proofreading articles before publication.

Our ideal candidate is familiar with producing online content and has an eye for detail.

Ultimately, you will ensure our company’s web pages and social media channels are filled with inspiring, informational and appealing content that resonates with our audience.


  • Research industry-related topics and trends
  • Develop original content for fiction, nonfiction, and short stories
  • Use search engine optimization (SEO) strategies in writing to maximize the online visibility of a website in search results
  • Proofread and edit content for errors and inconsistencies
  • Edit and polish existing content to improve readability
  • Conduct keyword research and use SEO guidelines to increase web traffic
  • Identify customers’ needs and gaps in our content and recommend new topics
  • Create compelling headlines and body copy that will capture the attention of the target audience
  • Ensure all-around consistency (style, fonts, images and tone)
  • Update website content as needed


  • Proven work experience as a Content Writer, Copywriter or similar role
  • Portfolio of published articles
  • Experience doing research using multiple sources
  • Excellent writing and editing skills in English
  • Ability to meet deadlines
  • Hands-on experience with Content Management Systems (e.g. WordPress)
  • Knowledge of SEO and web traffic metrics
  • BSc in Marketing, English, Journalism or related field
  • Health insurance
  • Dental insurance
  • Retirement plan
  • Paid time off
  • Professional development opportunities

Additional Information

  • Job Title: Creative Writer
  • Work Environment: Office setting with options for remote work. Some travel may be required for team meetings or research purposes.
  • Reporting Structure: Reports to the Content Manager or Creative Director.
  • Salary: Salary is based upon candidate experience and qualifications, as well as market and business considerations.
  • Pay Range: $40,000 minimum to $65,000 maximum
  • Location: [City, State] (specify the location or indicate if remote)
  • Employment Type: Full-time
  • Equal Opportunity Statement: We are an equal opportunity employer and value diversity at our company. We do not discriminate on the basis of race, religion, color, national origin, gender, sexual orientation, age, marital status, veteran status, or disability status.
  • Application Instructions: Please submit your resume, a cover letter outlining your qualifications and experience, and a portfolio of your published articles to [email address or application portal].

What Does a Creative Writer Do?

Creative Writers are professionals who create compelling written content across a variety of genres.

They could be working independently, for publishing companies, or in advertising, media, or other industries requiring creative content.

They conceptualize, write, edit, and proofread text, producing works such as novels, short stories, poetry, essays, articles, scripts, and other creative pieces.

They could also develop content for websites, magazines, blogs, and social media platforms.

Creative Writers are often tasked with researching and understanding the subject matter to write in a manner that appeals to their target audience.

They also brainstorm and develop storylines and characters, ensuring they are engaging and relatable.

In some roles, they might work closely with editors and other writers to revise and refine their work based on feedback.

They often have to meet tight deadlines and juggle multiple projects at once.

In addition to writing, they may also be involved in the publishing process, submitting their work to publishers and literary agents, and sometimes even marketing their own work.

Creative Writers use their skills to evoke emotions, convey complex ideas, or simply entertain, making every piece of their writing a unique product of their imagination.

Creative Writer Qualifications and Skills

A successful creative writer must have certain qualifications and skills that align with the job role, including:

  • Exceptional creativity and a strong ability to generate original ideas for content and narratives.
  • Excellent written communication skills to convey stories, ideas, and information in a clear and compelling manner.
  • Strong command over the English language, grammar, vocabulary, and idiomatic expressions.
  • Research skills to develop accurate and authentic narratives, characters, and settings.
  • Ability to handle criticism and feedback constructively, and willingness to revise and adapt work as required.
  • Strong attention to detail to ensure the accuracy and consistency of written material.
  • Good time management skills to meet deadlines and manage multiple writing projects simultaneously.
  • Ability to work independently and self-motivate, as well as collaborate with editors, publishers, and other writers.
  • Familiarity with different writing styles, formats, and genres to cater to various platforms and audiences.
  • Proficiency in using writing tools and software like MS Word, Google Docs, or related software.

Creative Writer Experience Requirements

Creative Writers generally need to have a strong background in writing, which can be gained through a degree in English, journalism, communications or a related field.

These academic programs provide students with a solid theoretical understanding of the art and craft of writing.

While formal education is beneficial, practical experience is crucial in this field.

Entry-level candidates might have gained experience through contributing to their college literary magazines, online blogs, local newspapers, or even self-published works.

Internships at publishing houses or literary agencies can also provide invaluable experience for aspiring Creative Writers.

These roles provide insight into the publishing process, and often involve tasks such as proofreading, editing, and content creation.

Creative Writers with 2 to 3 years of experience may have a portfolio of published work, whether that be articles, short stories, or even a novel.

They may have also gained experience in conducting research, creating outlines, and developing characters and plotlines.

Those with more than 5 years of experience will likely have a substantial body of published work.

They may have worked on a series of novels, a collection of short stories, or a range of articles and blog posts.

They might also have experience in managing projects, mentoring less experienced writers, and collaborating with other professionals such as editors and graphic designers.

In addition to practical writing experience, some roles may require experience with specific software or platforms, such as Microsoft Word, Google Docs, or even more specialized software like Scrivener or Final Draft.

Creative Writer Education and Training Requirements

Creative Writers typically have a bachelor’s degree in creative writing, literature, journalism or a related field.

The bachelor’s degree programs often include courses in various genres of writing, including fiction, non-fiction, poetry, and scriptwriting.

They also cover literary theory, editing, and publishing.

Some positions, especially those in academia or high-level writing roles, may require Creative Writers with a master’s degree in creative writing or a related field.

Many Creative Writers also pursue workshops, online courses, or residencies to further hone their craft.

These opportunities can provide intensive, hands-on training and feedback from established professionals in the field.

Additionally, writers may choose to gain certification in specific areas such as technical writing or grant writing, depending on their career goals.

Being published, either through a reputable publisher, in literary magazines, or self-publishing, can also be a crucial element of a Creative Writer’s training and portfolio.

It demonstrates their writing ability, discipline, and understanding of the literary marketplace.

Continued learning and skill development are vital in this field, as styles and trends in writing are continually evolving.

Creative Writer Salary Expectations

A Creative Writer typically earns an average of $61,240 (USD) per year.

The actual salary may vary based on factors such as years of experience, geographical location, and the specific industry in which the writer is employed.

Creative Writer Job Description FAQs

What skills does a creative writer need.

Creative Writers need to have excellent written communication skills along with a strong command over language and grammar.

They also need to have exceptional creativity and the ability to generate innovative ideas and concepts.

A good creative writer should possess research skills to ensure accuracy and relevance of their content.

Time management and organizational skills are also important as they often have to work on multiple projects with strict deadlines.

Do Creative Writers need a degree?

While a degree in English, Journalism, Creative Writing or a related field can be beneficial, it’s not always necessary.

Many successful Creative Writers are self-taught or have gained their skills through various writing experiences.

However, having a degree can provide a writer with valuable knowledge of literature, form, and language.

What should you look for in a Creative Writer’s resume?

When reviewing a Creative Writer’s resume, look for a strong portfolio of work that showcases their writing skills and creativity.

Experience in various writing forms such as scripts, short stories, novels, or essays can be beneficial.

Also, any background in the industry or subject matter that your project involves could be a plus.

Finally, don’t forget to assess their technical skills such as proficiency in writing software or SEO knowledge.

What qualities make a good Creative Writer?

A good Creative Writer is imaginative, resourceful, and curious.

They should have the ability to tell a compelling story and engage the reader.

Patience and persistence are also important qualities, as the writing process can often involve numerous revisions.

They should also be open to feedback and willing to make changes to their work to meet the project requirements.

Can Creative Writers work remotely?

Yes, Creative Writers can often work remotely as their work typically involves writing, researching, and editing tasks that can be done from anywhere with a reliable internet connection.

This flexibility allows them to draw inspiration from different environments and work during their most productive hours.

However, they should also have good communication skills to stay in touch with their team or clients effectively.

And there you have it.

Today, we’ve unfurled the scroll on what it truly means to be a creative writer.

And guess what?

It’s not just about weaving words.

It’s about building captivating narratives, one sentence at a time.

With our go-to creative writer job description template and real-world examples, you’re ready to take the leap.

But why halt the journey here?

Delve further with our job description generator . It’s your essential tool for meticulously crafted job listings or for fine-tuning your resume to absolute perfection.

Every sentence is a fragment of the larger narrative.

Let’s script that narrative. Together.

Reasons to Become a Creative Writer (Play with Words, Play with Worlds!)

How to Become a Creative Writer (Complete Guide)

Disadvantages of Being a Creative Writer (Plagiarism Paranoia)

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writing creative job descriptions

The Editorial Team at InterviewGuy.com is composed of certified interview coaches, seasoned HR professionals, and industry insiders. With decades of collective expertise and access to an unparalleled database of interview questions, we are dedicated to empowering job seekers. Our content meets real-time industry demands, ensuring readers receive timely, accurate, and actionable advice. We value our readers' insights and encourage feedback, corrections, and questions to maintain the highest level of accuracy and relevance.

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Creative Writer Job Description: Explained

Discover the essential elements of a compelling Creative Writer Job Description. Uncover the skills, responsibilities, and qualifications required to excel in this dynamic role. Whether you're hiring or aspiring to be a creative writer, this detailed blog provides valuable insights to ensure a perfect match between talent and opportunity.


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Table of Contents  

1)  Understanding Creative Writing 

2)  The role of Creative Writers 

3)  Qualifications and skills 

4)  Creative Writer Job Description template 

5)  Creative Writer Job Description example 

6)  Conclusion 

Understanding Creative Writing  

Before delving into the Creative Writer Job Description , let's establish a clear understanding of Creative Writing itself. Creative Writing is an art form that involves the expression of thoughts, ideas, and emotions through the written word. Creative Writers harness their imagination and linguistic prowess to create engaging narratives, poems, scripts, and more. Their work can span various genres, including fiction, non-fiction, poetry, and screenwriting. To excel in this field, Creative Writers must possess a unique blend of creativity, storytelling skills, and a deep love for language. 

Unleash your creativity: Dive into our Creative Writing Training today!  

The r ole of Creative Writer s  

A Creative Writer 's Job Description encompasses a wide array of responsibilities, each contributing to the overall process of producing compelling written content. Here are some key aspects of the role: 

1)  I deation: Creative Writer s are tasked with generating ideas and concepts for their writing projects. This may involve brainstorming, research, and drawing inspiration from various sources. 

2)   Writing: At the core of their job, Creative Writer s write, revise, and edit content. This can include crafting novels, short stories, articles, marketing copy, or even social media posts. 

3)  Research: Depending on the topic or genre, Creative Writer s often need to conduct research to ensure the accuracy and authenticity of their work. Thorough research enhances the credibility of their writing. 

4)  Creativity: Creativity is the hallmark of a Creative Writer . They must think outside the box to develop unique storylines, characters, and concepts that engage and captivate their readers. 

5)  A daptability: Creative Writer s often switch between different writing styles and genres. Adaptability is crucial as they may work on diverse projects, from writing a children's book to creating technical manuals. 

6)   Collaboration: In some cases, Creative Writer s collaborate with editors, illustrators, or other professionals to bring their ideas to life. Effective communication and teamwork are essential in such scenarios. 

7) Meeting deadlines: Meeting deadlines is a crucial aspect of the job. Whether writing for a publication, agency, or freelance client, Creative Writer s must manage their time effectively to deliver projects on time. 

image title showing Key responsibilities of Creative Writers

Qualifications and s kills  

To excel in the role of a Creative Writer , certain qualifications and skills are highly advantageous: 

a)   Strong writing skills: Proficiency in grammar, punctuation, and language usage is a must. Creative Writers should be able to convey their ideas clearly and effectively. 

b) Creativity: An innate ability to think creatively and craft unique stories or content is essential.  

c)  Research skills: The capability to conduct thorough research and gather information from various sources is beneficial.  

d)  E diting and proofreading: A meticulous attention to detail, coupled with the capacity to skillfully edit and proofread one's own work, stands as paramount in the creation of top-notch content. 

e)   Adaptability: Being open to exploring different genres and writing styles enhances a Creative Writer 's versatility. 

f)  Time management: Meeting deadlines is essential in the world of Creative Writing . Effective time management is a valuable skill. 

Craft compelling reports: master Report Writing Skills today!  

Creative Writer Job Description t emplate  

For those looking to hire a Creative Writer or create a job posting for such a role, here's a template that can guide you in crafting a comprehensive Creative Writer Job Description: 

Job Title: Creative Writer  

Location: [Specify the location]  

Job Type: [Full-time/Part-time/Freelance/Contract]  

About Us:  

[Provide a brief introduction to your company or organi sa tion , its mission, and its values.]  

Job Description:  

As a Creative Writer at [Your Company Name], you will be at the heart of our content creation process, responsible for crafting engaging and compelling written material across various platforms. Your words will be instrumental in conveying our brand message, telling stories, and connecting with our audience. If you have a passion for Creative Writing and a knack for turning ideas into captivating narratives, we'd love to have you on our team. 

Key Responsibilities:  

1) Ideation: Generate innovative ideas for written content that align with our brand and resonate with our target audience.  

2)  Writing: Create high-quality written content, including articles, blog posts, social media content, marketing copy, scripts, and more.  

3)  R esearch: Conduct thorough research to ensure the accuracy and authenticity of the content, especially for projects requiring a factual basis.  

4)  C reativity: Infuse creativity into your writing to engage readers and leave a lasting impact.  

5)  E diting and proofreading: Thoroughly review and meticulously edit your work to guarantee it adheres to the most exacting standards of grammar, punctuation, and stylistic excellence.  

6)  Collaboration: Work closely with our editorial team, designers, and other stakeholders to bring your ideas to life.  

7)  M eeting deadlines: Manage your time effectively to meet project deadlines and publishing schedules.  

Qualifications and S kills:  

a) Bachelor's degree in English, Journalism, Creative Writing, or a related field (preferred). 

b)  Proven experience as a Creative Writer or in a similar role. 

c) Exceptional writing, editing, and proofreading skills. 

d)  Strong research capabilities. 

e) Creativity and the ability to think outside the box. 

f)  Excellent time management skills. 

g) Adaptability to work on various writing styles and topics. 

h)   Additional skills or qualifications specific to your company or industry. How to Apply:  

Creative Writing Training

Creative Writer Job Description e xample  

Certainly, you can modify the location in the Creative Writer Job Description Example to London: 

Location: London, UK  

Job Type: Full-time  

At XYZ Media, we are dedicated to delivering exceptional content that informs, entertains, and inspires our readers. We take pride in our commitment to quality storytelling and creative expression.  

As a Creative Writer at XYZ Media, you will play a pivotal role in shaping our content strategy. Your writing will be at the forefront of our efforts to engage our audience and convey our brand's message effectively. 

1)  Ideation: Brainstorm and develop innovative content ideas that resonate with our readership.  

2)  Writing: Produce well-crafted articles, blog posts, and social media content that captivate our audience.  

3)  Research: Conduct research to ensure the accuracy, credibility, and relevance of written content. 

4)  Creativity: Infuse your writing with creativity, ensuring our content stands out in a crowded digital landscape.  

5)  Editing and proofreading: Review and edit your work to maintain high editorial standards. 

6)   Collaboration: Collaborate with our editorial and design teams to create visually appealing and engaging content.  

7)  Meeting deadlines: Manage your workload efficiently to meet project deadlines and publishing schedules.  

Qualifications and Skills:  

a) Bachelor's degree in Journalism, English, or a related field (preferred).  

b)  3+ years of experience as a Creative Writer or in a similar role. 

c)   Exceptional writing and storytelling skills. 

d)  Strong research abilities. 

e)  Imagination and the ability to think creatively. 

f)  Excellent time management. 

g)  Versatility in writing styles and topics. 

h)  Proficiency in SEO writing techniques (preferred). 

How to Apply:  

To apply for the Creative Writer position at XYZ Media in London, kindly send us your resume, a portfolio featuring samples of your written work, and a well-crafted cover letter that not only emphasi se s your pertinent experience but also elucidates why you are the quintessential candidate for this role. Applications can be sent to [email protected] .

Empower your potential: Explore our Personal Development Training now!  


In this blog, we've explored the intriguing world of Creative Writer Job Descriptions, shedding light on the multifaceted role of these talented individuals. Creative Writers play a vital role in crafting the stories and content that entertain, inform, and inspire us.  If you have a passion for words and a flair for creativity, pursuing a career as a Creative Writer could be your path to making a lasting impact through the power of language.

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writing creative job descriptions

How to Write a Brilliant Job Description (2 Templates & 12 Examples)

writing creative job descriptions

Do you know how long a prospective candidate will spend reading your job ad?

Six seconds.

With more than three billion job listings online at any given moment, standing out from the crowd might mean the difference between finding the greatest team member possible or having to settle for the best of a bad bunch.

Data from 2015 suggests that 100 million startups are launched annually. And, as the number of competitors rockets up, the pool of available talent is diluted, leaving you with less choice.

The solution?

A clear and compelling job description. It’s more complex than it first seems, but in this article I’ll be sure to make it easy.

When a prospective candidate sees your job posting, they’re likely to be unaware of who you are, and what exactly your company is, and what you’re looking for. According to CareerBuilder :

  • 79% of job-seekers look first at the list of job requirements
  • 72% look first at the salary
  • 68% look first at the company information

Basically, they’re in the mindset of ‘will you take me and what will you pay me?’, as well as evaluating their culture fit.

With this information, you can make the best use possible of those six seconds of attention span you get.

What is a job description?

The term ‘job description’ is a flexible one, but here I’ll be using it in a modern context, to describe all of the copy you’d use on an online job board. It usually includes information like job title, duties, salary, etc.

The purpose of a job description is to persuade, as well as to qualify and disqualify candidates before you spend time interviewing them. If you’re looking for someone with a degree in economics, then putting that on the job requirements list will disqualify the candidates without the necessary qualification. On the other hand, the right copy and tone can help you stand out to incredibly desirable candidates.

Additionally, job descriptions are handy for both employees and managers: after hiring, both can refer back to the responsibilities and other information to gauge how well they’re doing their job and whether they’re matching expectations.

Job descriptions usually consist of 6 core elements :

  • Job description summary
  • Skills & qualifications
  • Salary & benefits
  • Company description

Here’s a typical example from AngelList:

writing creative job descriptions

Here’s the full text version of the job ad screenshotted above, to give you an idea of the structure:

Job description example & anatomy

Head of Growth

Job description summary:

At Earny, we found a strong product-market fit and are on path to becoming the number one consumer financial app in the US. In order to continue our accelerated growth and get there, we are seeking a talented “Head of Growth” to define and execute this vision. The role is a mix of media buying, marketing analytics & optimization and brand development & strategy. If you are passionate about smart shopping tactics and you know you can drive millions of people to Earny – we want you! You’ll work in a fast-paced, rapidly growing, hybrid technology and operational environment. The role demands principled thinking, well honed product marketing judgment, a stubborn refusal to settle, bold innovation and a mentality of starting with the consumer in mind first.

Job duties:

— Negotiate and lead all marketing campaigns from concept to launch, including strategy development, setting targets and constant iteration in order to hit company goals. — Create and manage all marketing reports, metrics and campaigns. Must have data analytics knowledge and experience, using online tools. — Ability to work on press related tasks including direct outreach and content creation.

Skills & qualifications:

— Experience in leading numerous digital marketing campaigns including media buying, affiliate networks and social media. — Experience in managing a marketing budget of more than 6 figures. — Strong analytical and organization skills, able to work independently and manage multiple projects simultaneously. — A bold decision maker, able to work in a dynamic and fast paced environment.

Salary & benefits:

$70K – $90K 0.05% – 0.1% equity

Company description:

Every year, consumers in the US, lose 50 billion dollars in unclaimed money and we’ve developed a simple, straightforward and genius way of solving that

As we’ll look at later on in the article, there’s plenty that could be improved about the copy of this job description, but in essence the structure is clear, logical and comprehensive .

How to write a great job description

It’s easy to get job descriptions wrong. Your vocabulary and clarity will have a drastic psychological affect on the prospective applicant. Whether that’s negative or positive is up to you.

In this section, I’m going to explain the anatomy of a great job listing, and then — with the help of Textio — show you how to write one (words to use and words to avoid).

But first, here’s a job description template we put together earlier as part of our free HR templates pack :

Come up with a clear job title

While there’s no true agreed-upon hierarchy, it matters whether you say you’re looking for a Marketing Manager or a VP of Marketing. As a quick reference, here’s the typical hierarchy of job titles , listed by seniority:

  • Chief Executive Officer
  • Non-CEO C-Level (COO, CFO, etc.)
  • Executive Vice President
  • Senior Vice President
  • Vice President
  • Assistant Vice President
  • Associate Vice President
  • Senior Director
  • Assistant Director
  • Middle Manager of people or a function
  • Employees, freelancers, contract employees, temporary employees, contingent employees. part time employees

Of course, terminology will vary; some companies are against ‘Head of’ job titles , while some companies will make up anything that sounds about right (VP of Misc. Stuff, for example). Job titles are as much for you to communicate the job function as they are for expressing specifics of your brand, company and the desired candidate.

Open with a hook

Often you’ll see companies open their job descriptions with eye-catching statements or questions. Julie Strickland writing for Inc recommends this tactic, too, advising you to think about what kind of company visions would appeal to the ideal candidate.

This ad looking for a writer opens with a quote that sums up their attitudes (and hopefully those of the applicant):

writing creative job descriptions

Use bullet points

Just as with any kind of content , your focus should be on making it scannable and readable. Especially when it comes to the requirements and skills, which is the #1 thing 78% of job seekers look at first. It’s much better to show every requirement in a list than it is to knock out a huge paragraph, burying the requirements inside.

Distinguish between a requirement and a preference

You have to be careful with making your job ad too restrictive, and not confuse nice-to-haves as must-haves. Some candidates might only have four years experience, not six, but have learned more in those four years than others have in a decade. Also, using overly strict language might make your company seem authoritarian and harsh.

Share your company’s vision and mission

If your company’s vision — told how it is — actually resonates with a jobseeker, you’re going to be likely to find a candidate who is truly in tune with your organization’s culture and mission.

Chameleon opens its  ad with some impressive stats and a challenge to potential applicants:

“We’re scrappy and have got to six-figure ARR within a year of launch. We now want to boost that 5-10x in the next year and need someone to lead that!”

The goal is clear, and applicants with motivated, problem-solving mindsets would get excited about that.

Write a specific summary that explains the day-to-day work

Jobseekers want to be able to imagine their bright futures at your company, but it’s also important to be upfront about what their day will look like. That way, prospective hires can get a better idea whether they will fit in and whether they will enjoy the job.

writing creative job descriptions

Making it easy for a jobseeker to imagine their day-to-day life is a proven persuasion technique , and is commonly used by advertisers.

Keep it within 300-700 words

Many job descriptions are too brief. While jobseekers will typically only spend 6 seconds reading them, as long as they’re scannable and within 300-700, Textio says you’re likely to get better results.

writing creative job descriptions

Paste in and fill out this template to write your job listing

In reality, you’re probably going to put your job listing straight into whatever site you’re posting on. Whether you choose to paste it right in or paste it somewhere to keep it on record, you can use this template below to make things easier:

Editing and optimizing your job posting

As I mentioned before Textio is an insanely useful tool for writing job descriptions. Using text analysis algorithms trained on 15 million job ads, it detects negative, weak, biased or overly-corporate language and offers strong suggestions to improve the quality of your writing.

Here’s an example job description from Ambassador:

As a Copywriter, you will be involved in all phases of the content process from ideation to presentation. In this role, your job will be to craft original content (blogs, case studies, whitepapers, social media, website, advertisements, presentations, landing pages, bylines, video and other marketing collateral) that can be utilized across a variety of channels. Additionally, you will have excellent short-form and long-form writing skills and ensure all content is on-brand, consistent in terms of style, quality and tone of voice. Responsibilities will include on-time execution and delivery of new and repurposed content, drafting and editing copy, balancing multiple assignments and work on concurrent projects, ensuring all finished work is executed flawlessly, meeting all creative, communication and content requirements while maintaining an ongoing awareness of current marketing trends and best practices. Compensation includes base salary, stock options, health insurance, a 401k program, and free healthy snacks.

Pasting it into Textio, I can already see there’s some issues with it.

writing creative job descriptions

Blue and pink highlights show you which gender of candidate would be attracted or put off by certain words. It’s a common bad habit to bias language towards the masculine side of the scale, since often organizations look for ‘driven’ ‘ninjas’ to ‘crush it’.

Other Textio features include stronger language suggestions (for example, editing x to y), indication of whether the listing is too long or short, equal opportunity suggestions, and repeated phrase detection.

The app has just one purpose, but it’s the best at what it does.

To test the tool, I found this description of the right length but, according to Textio, with a few big problems. After taking on suggestions from Textio, I improved the description in about 5 minutes from a score of 30 to a score of 74 — above average.

writing creative job descriptions

Where to post your ad

I won’t go into too much detail about where to post your job ad since this is about writing, but a quick list is handy:

  • CareerBuilder
  • StackOverflow (tech)
  • AngelList (startups)

There are also a number of services that will post your ad to several boards at once, like Workable , Betterteam , and Greenhouse . Depending on the charges you have to pay for individual boards, these paid options could work out cheaper.

Examples of job listings (with Textio score in brackets)

Here’s a sample of job descriptions, ranked from good to bad. Looking through them alongside their scores makes it obvious why some are better than others, and is a good exercise to teach yourself to get better at writing them:

  • Territory Sales Manager (80)
  • Digital Freelance Journalist (79)
  • Senior Frontend Developer, JavaScript, React/Redux, ES6 (76)
  • Site Reliability Engineer (75)
  • Content Writer (73)
  • Director, Wireless B2B Product Marketing  (63)
  • Data Science and Marketing Analyst (49)
  • Sales Development Representative (46)
  • Branch Receptionist (44)
  • Designer (25)
  • Behavior Analyst (20)
  • Machine Learning Research Scientist (4)

To summarize…

Writing job descriptions is deceptively difficult. It’s a vital part of scaling your business while maintaining consistency because it ensures you’ll end up with employees who are a better fit for your organization.

My recommendation would be to structure the process . You can use our job description template inside Process Street to assign the task to the HR department, or you can use the template to help you write your own.

Click here to get our template and systemize this vital part of your business.

Any questions or comments? Leave them below. 🙂

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writing creative job descriptions

Benjamin Brandall

Benjamin Brandall is a content marketer at Process Street .

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Creative Writer Job Description

Creative writer duties & responsibilities.

To write an effective creative writer job description, begin by listing detailed duties, responsibilities and expectations. We have included creative writer job description templates that you can modify and use.

Sample responsibilities for this position include:

Creative Writer Qualifications

Qualifications for a job description may include education, certification, and experience.

Education for Creative Writer

Typically a job would require a certain level of education.

Employers hiring for the creative writer job most commonly would prefer for their future employee to have a relevant degree such as Bachelor's and Associate Degree in Journalism, Communications, English, Marketing, Education, Creative Writing, Writing, Advertising, Business, Public Relations

Skills for Creative Writer

Desired skills for creative writer include:

Desired experience for creative writer includes:

Creative Writer Examples

  • Microsoft Word (.docx) .DOCX
  • PDF Document (.pdf) .PDF
  • Image File (.png) .PNG
  • Lead creative projects in both a hands-on and oversight capacity from pitch to execution
  • Support the creative director in the continual refinement of our process, skill, and team development
  • Contribute to Grow’s brand communication in the context of projects, company strategy, and community
  • Be part of an ambitious and creative digital & content marketing team to continue growing our brand awareness, consumer engagements and to drive qualified leads
  • Be responsible for marketing contents across multiple online, social media and offline platforms, from identifying topics, composing & editing articles to the final production of the contents
  • Be involved in content design & layout development, audio and video production
  • Identify and develop content partners, internally and externally and selected online communities to deliver content to targeted audience
  • Syndicate content on targeted websites/social media accounts
  • Stay ahead of digital media technology, digital affiliate marketing and social network marketing to make recommendations on improving consumer experience and company’s investment on digital content marketing
  • Measure and report on how well digital content marketing efforts are helping the company to achieve its goals and to refine as needed
  • Knowledge of techniques and principles appropriate to a variety of media
  • Ability to work collaboratively in a team environment with little supervision
  • Ability to lead or take direction on team projects while understanding the value of collaborative thought and execution
  • Capable of multi-tasking in a fast-paced environment with the ability to handle and manage a large project load across multiple categories
  • Possess copywriting and proofreading experience in a medical/healthcare publication setting
  • Experienced in developing communications programs aimed at healthcare professionals and patients
  • Develop original marketing content for online and print marketing projects and initiatives campaigns
  • Liaise with other departments (i.e., Ad Operations, Art, ) for editorial purposes as needed
  • Coordinate with the Director of Marketing to plan and manage strategic content for marketing projects
  • Work with the Director of Marketing to ensure creative and strategic excellence on all projects
  • Develop and write content for online communication channels, including short- and long-form content pieces, emails, websites, blog posts, microsites and ads
  • Develop and write content for core marketing collateral, product descriptions and proposal content, whitepapers on topics of digital accessibility, tailored to specific industries (e.g., financial, retail, telecommunications)
  • Keep up to date with digital accessibility trends, standards, regulations (both in the US and abroad)
  • Interview in-house subject matter experts to gather information
  • Update existing product documentation according to company standards and guidelines
  • Collaborate closely with editors/writers from Editorial Team
  • Must have a proven ability to write copy for marketing and/or promotional, news writing and/or corporate communications, developing persuasive copy for consumers
  • Must have exceptional interpersonal, organizational, oral communication and writing skills
  • Must be familiar with the Associated Press Stylebook
  • Must be a creative story-teller, have an inquisitive mind and adept at using all story-telling platforms
  • Must be able to take initiative and use independent judgment
  • Prefer junior and senior level candidates
  • Create great work, while still having a life beyond the office
  • Actively engage in all aspects of the writing process with close attention to detail—including research, writing, and editing
  • Translate complex product information into clear, vibrant lay language
  • Identify, develop, and execute on creative and strategic initiatives to cultivate and increase brand loyalty
  • Create 360 program ideas for a multitude of advertisers
  • Work with sales/brand strategy to create strategically sound communications platforms
  • Present concepts to clients as needed
  • Brief internal teams on your creative vision for every project
  • Collaborate with Creative Director on strategic thinking and planning for key accounts
  • Source and write copy for university website and publications such as advertising, promotional brochures, viewbooks, other publications, broadcast e-mails, admission/student recruitment promotions, event promotions
  • Please supply a portfolio for review
  • BS/BA Degree (Manager is open to area of study)
  • 5+ years as a writer for a mass consumer audience
  • A background in journalism, computer technical writing, marketing, or related field
  • Interaction design experience (Voice, web, or mobile)
  • The ability to prioritize and manage several projects at once
  • Following writing standards and quality control measures to ensure consistent messaging, tone and brand standard/identity
  • Research venues, destinations and programmes to meet specific needs and briefs
  • Prepare sales proposals and costings to fulfil client brief or internal requirements
  • Interrogate the brief to the fullest and attend brainstorm sessions making positive contribution in the development of creative solutions
  • Budget ownership working with all relevant departments to collate and respond with a commercially viable solution
  • Manage own workload and personal responsibility for proposal / pitch / programme completion in a timely and efficient manner
  • Present to clients as part of a wider pitch team as required
  • Working with the Director of Creative Solutions, take ownership on ad-hoc business-driven projects and strategies to develop workable solutions
  • Co-ordinate proposal project team to ensure all areas of brief are met and that the team deliver against deadlines
  • Share knowledge and best practice with the wider business and provide a consultative approach to briefs, ensuring we deliver outstanding solutions every time
  • Bachelor's degree from an accredited college or university with major course work in communications, journalism, English or related field required
  • Minimum three years’ experience in voice user interface design or writing in a technical or media environment required
  • Experience writing in a variety of tones, including organizational, technical and personal
  • Writing and editing experience (and samples) in a marketing capacity for consumers in health and education is preferred
  • Works in a pleasant office environment with other department staff, utilizing a computer workstation and various software applications
  • Extraordinary creative ability and communication skills
  • Assess internal process on an ongoing basis to ensure continuous improvement in working practice effective sharing of information/best practice
  • To ensure that staff, as necessary are fully briefed on all aspects of the sales proposal prior to presentation
  • To brief the Project Team on all aspects of the programme at "handover to operations" stage and ensure that current operating procedures pertaining to handover are fully carried out
  • Provide cover for the Director of Creative Solutions during holidays or periods of absence
  • Develop annual strategic plan/goals for writing, marketing and creation of marketing materials that align to the GTM corporate messaging for Micro Focus Government Solutions
  • Build Micro Focus Government Solutions brand voice, while staying consistent with Corporate brand
  • Align strategic insights with software messaging to create copy that is effective and engaging
  • Leverage Social Media and other online resources to promote the company website
  • Support GTM plans and content creation
  • Direct and collaborate with cross-functional, cross- organizational teams and agencies in the development and execution of marketing materials
  • Bachelor of Arts degree in English, Journalism or equivalent, with a minimum of 3 years of practical experience
  • Submissions must include relevant portfolio samples/links
  • We need an experienced ACD who has created work in the mediums of advertising, social media, conceptual campaigns, product launches, branding, photography, film and video
  • You should have roughly 5+ years of experience writing copy, providing creative direction, concepting, and producing for major marketing, communication or advertising campaigns
  • Journalistic and production skills, editing
  • Candidates must be fluent in Arabic and English

Related Job Descriptions

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writing creative job descriptions


Creative Writer Job Description

creative writer job description includes a detailed overview of the key requirements, duties, responsibilities, and skills for this role.

writing creative job descriptions

Creative Writer Duties:

Creative writer responsibilities:, requirements and skills:.

A creative writer writes fiction and nonfiction works employing the creative arts.

A creative writer may be referred to as an author, author/poet, or author/playwright.

They apply their creative talents to a variety of genres such as romance, mystery, science fiction, and drama.

Creative writers may also write for magazines, newspapers, or script services.

They may also write for television, radio, or film.

We’re looking for a Creative Writer who can help us produce engaging and inspiring content. The ideal candidate will have a strong writing style and a knack for coming up with fresh ideas. If you’re a talented writer with a passion for writing, we want to hear from you.

  • Compose and publish high-quality, content-rich blog posts, articles, and documents related to the businesses and services of our company
  • Develop and implement strategic content marketing campaign
  • Develop, review, and edit content
  • Research relevant topics and highlight current trends
  • Create original graphics and materials for blogs
  • Maintain a constant supply of fresh innovative content
  • Write copy for print and digital media including websites, blogs, videos, case studies, and marketing materials
  • Write and edit content according to client requests
  • Identify target audience and analyze audience demographics
  • Develop content writing strategy and creative brief with clients
  • Research and compile information from primary and secondary sources
  • Make recommendations to improve the quality of content
  • Assess content’s effectiveness
  • Handle content-related tasks including updates and revisions
  • Bachelor’s degree in English, creative writing, or related field
  • 2+ years’ experience writing copy and editing copy
  • Excellent knowledge of English grammar, usage, and style
  • Excellent communication and writing skills
  • Excellent research skills
  • Knowledge of Associated Press Style

[Company Name] believes in equal opportunity for all and is committed to creating a diverse and inclusive team. We encourage applications from people of all backgrounds, religions, nationalities, genders, and ages. We also welcome veteran and disabled applicants.

Looking for a job? Prepare for interviews here!

  • Mystery Shopper
  • Assistant Film Director
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Complete Guide to Writing Effective Job Descriptions

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Writing effective job descriptions

What is a job description, why traditional job descriptions don’t work, why are job descriptions important, elements of an effective job description, what to avoid when writing job descriptions, how to write inclusive job descriptions, recruiting with impact descriptions, how to create an impact description, evaluating your impact descriptions, make waves in recruiting with impact descriptions.

As a recruiter, you’ve written your fair share of job descriptions. And chances are, you’ve been tasked with writing the ‘perfect’ description. You know, the one that sets your company apart from the competition and attracts the best talent. 

It’s no easy feat, creating a job description like that. In fact, while  72%  of managers believe they create effective job descriptions, just 36% of candidates agree. Not only that, but most job seekers will spend a mere  14 seconds  deciding whether to apply to a role based on the job description. 

It’s fair to say that you have a brief window in which you can capture a candidate’s attention and convert them from job seeker to applicant and, ideally, your next best hire. However, many recruiters don’t know where to start when writing a job description that’s impactful, inclusive,  and  effective in recruiting top talent. The struggle is real.

In this guide, we’re going to break down everything you need to know about writing the most effective job description—including impact descriptions. Whether you’re a recruiter, talent acquisition leader, or hiring manager, you’ll walk away with tips, best practices, and the tools you need to craft descriptions that attract the right talent. 

At a high level, a job description outlines the duties and responsibilities of a role for which a candidate is applying. Traditionally, these descriptions have followed a simple formula: 

  • A brief introduction to the company and its history 
  • A summary of the open role, with a generic set of tasks or responsibilities
  • A list of ‘requirements’ (like education, work experience, and hard skills)

Today, many recruiting teams have adopted a narrative or storytelling approach to job descriptions, attempting to give candidates a glimpse into the company and culture of an organization to which they’re applying. 

Unfortunately, these same descriptions can start off well-intentioned but quickly become forensic. Think of those job descriptions that are embroiled with too many qualifying details, leaving job seekers confused as to what they’d actually accomplish while in the role, or the potential to grow within the organization. 

It’s important to remember that, despite most job application processes now being digital, candidates are still human beings. Job descriptions can be the first ‘touch point’ a job seeker has when exploring an open role with a new company, which means poorly written and executed descriptions can make or break your recruiting efforts. Consider that  58%  of candidates feel clear communication is critical for a positive applicant experience, while 53% say clear expectations are also crucial.

Whatever the role, make sure your job descriptions are written for people, not robots! Descriptions that sound human, and use a more conversational tone, are more likely to engage candidates and keep their interest.

Traditional job descriptions hurt more than they help organizations. Hiring teams have to  market their companies  and roles to candidates in growing talent markets, all before they even begin sourcing, engaging, nurturing, and recruiting the right people for a role. In this sense, a job description is just as critical for engaging talent as every other component of your employer brand. 

Relying on a list of to-do’s or daily tasks puts organizations (especially smaller ones) at risk of alienating talent that is in high demand among the competition. It’s no longer enough to summarize what a role entails—hiring teams now have to woo and convince candidates that their role, their company, and their culture are a great opportunity for  them .

Generic descriptions could apply to any company

With all the work hiring teams have, it’s easy to rely on generic job descriptions. This can be true for organizations of all sizes, but especially smaller companies without dedicated recruiting teams, which are more likely to rely on these generic job descriptions. 

Your candidate pipeline doesn’t know about your organization’s incredible culture, the exciting projects you’re working on, or the importance of your mission. Only you are able to make the unique value of your organization shine through.

A generic job description that fails to give candidates insights into what they can accomplish, the impact they can have, and the contributions they can make to your organization is just that—generic. This description could apply to virtually any company and doesn’t give your hiring team an upper hand in differentiating your employer brand from that of the competition.

Generic descriptions focus on benefits to the company, not the candidate

You can easily get caught up in creating job descriptions that focus solely on your expectations for a new role. When you’ve got several open roles to fill, or are on the cusp of a hiring surge, you need to act quickly and work to reduce time to fill (among improving other  recruiting metrics ). But hiring is a two-way street, and it’s important to step back and consider what you can offer top talent. Companies hiring in today’s competitive talent market need to set themselves apart from other businesses.

If you assume that those all-star candidates you’re contacting on LinkedIn have already heard from 4 other recruiters this week, ask yourself: What makes our role stand out from similar roles in the market? How are we positioning potential impacts and contributions? Why would this role be more attractive to a candidate vs a competitor’s? How transparent and inclusive is our job description? And, what about this role would be the most attractive to the right candidate?

In addition to job descriptions being a necessary recruiting ‘tool,’ they’re also a single source of truth or information for candidates looking to apply to your company. 

Job descriptions accomplish two core things for both recruiters and job seekers:

  • Company : job descriptions allow you to communicate your needs and expectations of a role, establishing a clear understanding of what you expect of the person in the role and what they can accomplish 
  • Candidate : job descriptions provide context and insight into what a job seeker can expect from the role and the company, and act as a source of truth 

Job descriptions also help you ensure that you’re attracting and nurturing the right talent—especially if your organization wants to hire with an  internal mobility program  or strategy in mind. Without an effective, impactful, and inclusive job description in place, you may be delivering a poor candidate experience where job seekers look at salary and benefits before impacts, contributions, and values, applying to the role for the wrong reasons. 

But wait, there’s more!

Job descriptions support accountability

Whether it’s an annual performance review, strategizing the career agility of your people, or evaluating roles and responsibilities, an effective job description will act as a manager’s source of truth, too. For example, a poor or vague job description can make it more difficult for a manager to evaluate an employee’s performance, determine how they can help the employee upskill, or determine where the employee can contribute. 

Job descriptions lend to productivity 

If a candidate clearly understands the specific needs, demands, and expectations of a role, there’s a stronger likelihood that they will be more productive in that role when hired. Confusion around what an employee should be doing day-to-day, the impact they can have, or the contributions they can make can quickly lead to disengagement and poor performance—something costly to both the employer and the team at large. As  Cangrade  note, making it clear what a role will entail beyond hard skills or core competencies is crucial in helping candidates relate to and understand a role better. 

Now that we’ve covered what job descriptions are and why they’re important for recruiting, let’s dive into how you can write an effective job description—one that is impactful and inclusive, too. 

Jen Rifkin, Director of Customer Success at Cangrade

For the ultimate job description, you need to start by determining what skills are needed to be successful in the role. Pinning down the soft skills your candidates need and then incorporating them into your job description widens your funnel, reduces bias, and increases the likelihood that you find someone that has what it takes to succeed and who will stay. This isn’t always straightforward, but it’s worth the time investment.

You may be wondering, “what should a job description include?” A well-written job description is an opportunity to position both your company and its culture as a great place to work. Never mind that an effective job description is a must-have for attracting talent—it’s also key to providing meaningful information that contributes to a positive candidate experience for job seekers. 

As you’ll see later in this guide, our team here at Lever uses  impact descriptions  to attract candidates. However, there are a few core elements of an effective description that also lend to engaging talent with your open roles. Let’s break those down. 

Opt for clarity over cleverness with job titles

It’s not uncommon for companies to use flowery language and fun adjectives to describe a role, but when applied to job titles, this language can quickly become confusing, misleading, and potentially discriminatory. Instead, focus on being as clear and straightforward with job titles as possible.

Let’s say you’re hiring a visual or graphic designer. A job title like ‘Rockstar branding specialist’ sounds interesting but may actually attract the wrong candidates with its ambiguity. Instead, a job title of “Visual Designer” is much more clear for candidates. Clarity over cleverness is your best friend when it comes to job titles.

Speak to candidates like humans

Similar to job titles, you can get stuck in the weeds when creating your job descriptions. Company or industry jargon, along with confusing phrases, unnecessary information, or offbeat humor, can make it difficult for candidates to understand what a role is asking of the right hire and what’s expected of them. It’s better to be clear and concise, with some conversational tone peppered in. 

Writing hack

Here’s a copywriting tip that can help you humanize your job descriptions: write your first draft, then read it aloud and eliminate any unnecessary words, terms, phrases, or sentences that take away from the clarity of your message. Writers refer to this practice as “killing your darlings,” a lesson from American author, William Faulkner!

Avoid falling into the list trap

We mentioned above that one component of the traditional job description is a list of tasks and skills that employers typically ask of their ideal candidate. But these lists are generic and don’t provide the right context for candidates. 

Instead, focus on outcomes. We talk about this later on in this guide (so keep reading!) but candidates shouldn’t just clearly understand what they’ll do day-to-day; they should also know the outcomes and impact they can have in the role. For example, you can forego a list of daily tasks in favor of outcomes or accomplishments.

If you do need or want to provide a list of skills needed for a role, expand on why each skill is necessary or how a candidate with these skills could help grow your organization.

Sell the benefits for the candidate (not the company) 

One of the greatest challenges with traditional or generic job descriptions is that they sell the benefits of the role for the company and not the candidate. It’s more important that your descriptions highlight how the candidate can contribute to the organization, what they can learn and achieve, and how the role will ultimately benefit their goals, too. 

This isn’t a question of listing benefits or perks, but showcasing things like learning and development, growth and leadership, impacts and outcomes, and more. 

Highlight your onboarding plan

While it’s nice to give insight into your company and what a day in the life of an employee there looks like, many job seekers will wonder what life looks like post-hire. This is different from your interview process (which you can also highlight in the description). An onboarding plan gives the candidate more context as to what happens in their first 30/60/90 days at your company, and often, within their first year!

We do this with our impact descriptions—such as explaining what a candidate can achieve, the type of projects they’ll work on, and how they’ll be evaluated in their first 1-6 months at Lever. 

“Within 1 month, you’ll participate in our company’s onboarding program and complete your first starter project.”

Just as there are specific elements to include in your job descriptions, there are also elements you should avoid. A poorly written job description can cost you top talent, so here are a few key things to be wary of when crafting your job descriptions. 

Discrimination in your descriptions

Most job descriptions today include equal opportunity disclaimers, however, these don’t foolproof descriptions. In many cases, they can be added to job postings as an afterthought, even when the descriptions may include unconscious bias. The language you use is crucial, and not just in regards to race or gender. Keep in mind that candidates and job seekers are growing increasingly more aware of biased job descriptions and postings. 

Language in job descriptions can be biased towards more than just gender and race; it can also discriminate against candidates within certain age groups, or those with seen and unseen disabilities.

Ignoring internal mobility 

Internal mobility, which refers to the movement of existing employees between roles both vertically and laterally, is becoming more popular in companies looking to recruit not just for the short term but the  long haul . In recruiting, hiring teams can factor in the potential future mobility of candidates when assessing skills, experience, and knowledge that may benefit a role down the road. Ignoring this potential could also cost your organization winning talent. 

Focusing on skills over impact 

We’ve all seen it: the job description with the endless list of required skills or experience, but no mention of potential impact or growth. It’s the type of description that efficiently alienates talent while ensuring your job descriptions appear exclusionary of candidates from various backgrounds. Instead, you want to focus on impact, outcomes, and performance. 

Our job descriptions do just that—they focus on impact rather than skill sets alone. Using  LeverTRM , our recruiters can create job descriptions that highlight the impacts a candidate can have on both our customers and within our company.

When we create a job description for a job posting, we lead with the impact first, followed by outcomes and performance. Once a posting is live, relevant stakeholders on our team can follow it so that everyone needing a line of sight into the performance of a job posting has one. In LeverTRM, postings can automatically tag applicants so you can report on and rediscover them later!

Job Description Screenshot

The core elements we’ve just walked you through are important for getting an outline of a job description together. But how can you write impactful and inclusive job descriptions that attract talent while driving diversity recruiting? We’ll show you!

Recruiters and hiring teams know the talent market better than anyone. After all, you’re working to source, engage, and nurture talent every single day—not just new talent, but existing employees, too. With this knowledge, you’re able to provide insights into things like salary expectations, competitor recruiting, internal mobility, and much more. 

What about inclusivity, though? From the perspective of diversity, equity, and inclusion (DEI), inclusive job descriptions give further insight into organizational culture and a company’s approach to DEI. If a job description is a candidate’s first real look inside your company, then the description must be inclusive of all. 

A diverse workforce benefits everyone—and it’s not just good for your business, it  is  good business. Let’s consider a few facts about diverse workforces that showcase why  diversity recruiting  is crucial: 

  • 67%  of employees consider workplace diversity an important factor when considering employment offers with a new company
  • Studies have found that anonymized recruiting can help increase the likelihood of hiring more diverse teams, up to  46%  when hiring women
  • Companies with racially diverse teams tend to outperform others lacking in diversity—up to  35%
  • 58%  of employees wouldn’t apply to a company where there’s a pay gap

It’s fair to say that diversity recruiting can have a substantial impact on the success of a company—and what better place to start than with your job descriptions? We’re going to walk you through 6 tips to help you write inclusive job descriptions. 

1. Start by addressing gender coding in your recruiting messaging

Gender coding refers to signals, such as words, phrases, or traits, that have been historically associated with or attributed to either the male or female gender. Gender coding occurs in recruiting messaging far more often than you may think and can create a false impression as to who the ideal candidate is for a role. 

It can be a tough pill to swallow, but if your job descriptions are ‘coded’ too heavily towards any gender, it can influence who does or doesn’t apply, effectively alienating talent right out of the gate—regardless of skills or qualifications. 

By addressing gender coding first, you can better craft descriptions and job postings that don’t skew towards a specific gender, even unintentionally. 

Take  Hypercontext , for example. The company forgoes the traditional ‘fit’ aspect to focus on inclusive language that welcomes all applicants, not just those from specific backgrounds, perspectives, or prescribed genders.

Hiba Amin, Senior Marketing Manager at Testbox

At Hypercontext, we approach job descriptions with internal mobility and external inclusivity in mind. For example, we include language that combats any apprehension candidates have, especially those who would be categorized as POC or womxn. It’s no secret that minorities are less likely to apply to roles that they’re qualified (or nearly qualified) for because we find ways to convince ourselves that there are better candidates out there. That’s definitely been the case for me many times throughout my career. So, to combat this we use excerpts like the following to ensure that our JDs are always inclusive both to internal employees and external candidates.

This leads us to our next point…

2. Use gender-neutral language

We talked about humanizing job descriptions earlier on in this guide, and the same lesson goes for the language you use in your descriptions. While we all have preferred pronouns, leveraging gendered pronouns in job descriptions is a sure-fire way of excluding pools of candidates who may otherwise be qualified for the role. For example, if you’re hiring a Senior Developer, language like, “He will design, code, test, and implement our solutions” gives job seekers the impression that the role is geared towards male applicants. Instead, “You will design, code, text, and implement our solutions” helps you avoid gender bias while also giving the impression that you’re speaking directly to the candidate.

“Gender coding” refers to signals, such as words, phrases, language, or traits, that have been historically associated with or attributed to either the male or female gender. Gender coding occurs in recruiting messaging far more often than you may think and can create a false impression as to who the ideal candidate is for a role. 

3. Use inclusive language, too

Gendered pronouns are not the only words that can subtly yet quickly deter candidates from applying to a role. How you phrase your job description can also have an impact—for example, it’s not uncommon for certain terms or job titles (like that example of a ‘Rockstar’ we used earlier) to signal male-dominated cultures, while seemingly harmless language like ‘ambitious’ or ‘competitive’ can alienate women candidates. Being cognizant of how language can implicate bias towards certain groups or genders can help you avoid crafting discriminatory descriptions. 

4. Forego requirements and ‘must-haves’ 

The notion that there is a ‘perfect’ candidate for every role is outdated and disregards a person’s ability to learn new skills, adapt to a new environment, and adopt knowledge as they go. In reality, most of the ‘must-haves’ listed in job descriptions are nice-to-haves or skills that can be learned while in a role. In the case of inclusivity, focusing too heavily on requirements or necessary skills/experience can alienate top candidates. 

5. Remember that diversity includes disabilities, too

When focusing on making your job descriptions as inclusive as possible, don’t forget about candidates with physical and cognitive disabilities. It’s not uncommon for a job posting to include language that’s inclusive of age, race, or gender, but exclusive of those with disabilities. For example, stating that a candidate “Must be able to lift 50 pounds” is exclusive, while “Moves equipment up to 50 pounds” removes the ‘how’ aspect and focuses instead on what needs to be accomplished in a role. Ensure your job descriptions aren’t alienating talent with disabilities—seen and unseen. 

6. Drop the jargon

Job descriptions littered with jargon (whether industry or company-specific) can be problematic when sourcing talent from different avenues, especially outside of your primary industry. Many candidates have transferable skills from other industries they may assume won’t convert based on the language you use. A rule of thumb is to avoid using jargon altogether, but if you have to—for example, if you’re hiring for a role that requires the use of specific tech or tool types—spell out things like acronyms or describe the jargon in plain speak for candidates. 

So far, we’ve covered quite a bit about job descriptions in this guide. But we’re not finished! We want to show you how our teams at Lever approach job descriptions to attract and engage talent, both through inbound and outbound recruiting. Earlier in this guide, we mentioned that we use impact descriptions—and you can, too.

A large part of a job description is the skills needed to perform the job. If you’re only looking at hard skills though, your talent pool significantly decreases. Focusing on soft skills in your job description widens your talent and applicant pool, reduces bias, and can boost retention by attracting candidates that have the soft skills to be successful in their future role.

Let’s take a look at what impact descriptions are, how you can create impact descriptions, and how you can measure their efficacy in your own organization. 

Start with an impact description framework

Recruiters practice both inbound and outbound recruiting—and job descriptions are part of these hiring strategies. It’s inevitable that candidates will need a job description, regardless of whether they came to our company through a job posting or your hiring team engaged them through outbound initiatives. But how do you create job descriptions that serve both types of recruiting?

The answer: impact descriptions. With impact descriptions, you can better source, engage, and nurture talent that you want to attract and hire. As both sourcing and nurturing are essential components of talent relationship management, a framework for how you develop impact descriptions can help with inbound and outbound recruiting.

Caitlyn Metteer, Director of Recruiting at Lever

Back in 2014, we came together as a company to determine more broadly what it feels like to be recruited at Lever. Of course, job descriptions were a focal point! We wanted to ensure that, when people read our job descriptions, they were given a holistic understanding of what it would feel like to be part of Lever, as well as that role over the course of their tenure with us. Through that process, impact descriptions were born.

What are impact descriptions?

Job descriptions are one of the least evolved ‘tools’ in a recruiter’s arsenal, not for lack of trying to modernize them, but because they are often focused on the company rather than the candidate. 

At Lever, we believe there’s a better, more effective way to leverage job descriptions for recruiting top talent—impact descriptions!

Impact descriptions focus on outcomes, impacts, and performance rather than a rigid set of tasks or responsibilities. In other words, impact descriptions emphasize the impact an employee can have and the contributions they can make instead of focusing solely on what they’ll do in their day-to-day. 

Impact descriptions show potential impact and outcomes, whereas job descriptions show requirements and tasks. 

When creating impact descriptions, we take an outcome or performance-based approach which identifies two important dimensions of a role:

What is the candidate expected to own, teach, learn and improve once they’re in the role?

What should a candidate accomplish, and when? How will the candidate’s career progress throughout the year?

The first step in creating an impact description is to understand the role you’re hiring for and who your ideal candidate is. Each role you recruit for will inevitably have a desired set of skills, experience, and qualifications, but it’s important to keep in mind that you’re hiring for impact and potential future mobility, not just short-term needs. 

Before drafting your first impact description, your hiring team should consider what the candidate will own, and what they’ll improve upon or drive, if hired into the role. Asking questions like, “What will this person be responsible for? What would they be the primary owner of?” is a good place to start. 

Impact descriptions must still be inclusive and follow the tone of your company culture. The language you use, and how you create your own impact descriptions, should prioritize diversity and inclusivity.

Match and showcase motivators

Once you understand the role you’re hiring for and who your ideal candidate for the role is, you can move on to the next phase of crafting an impact description: motivators. 

Motivators are qualities or opportunities that candidates look for in a role and organization that push them to search for new job opportunities. For example, some candidates are motivated by growth, development, and leadership opportunities, while others see incentives in joining a team where they have more autonomy and stability in their role. 

Impact descriptions allow you to showcase these motivators to better align with the type of candidate you want to have apply, versus those that may not be the best fit for the role. Clearly linking these motivators to the role can help your hiring team more efficiently review candidates with aligned motivations.

Get specific (and avoid ambiguity)

The more clear and specific your impact description is around goals, impacts, and outcomes, the better. Traditional job descriptions are intended to ‘weed out’ the wrong candidates for a role, whereas impact descriptions empower you to attract the right people to the right roles and get candidates excited about joining your company. 

When drafting your impact description, ensure your needs, expectations, and the role’s potential impacts are clearly defined so that candidates have a firm understanding of what they can accomplish in the role. 

Draft your first impact description

Now that you know what role you’re hiring for and why; the ideal candidate you need for the role; the key motivators you’ll showcase, and a few best practices for specificity, you’re ready to write your first impact description. 

Focus on providing details around what the candidate can expect to own and drive in the role, and the team they’ll be joining. Remember, you want to avoid lists of tasks and requirements in favor of outcomes and impacts. 

Using this framework, recruiters can more effectively communicate not just expectations of a role, but what a candidate can hope to achieve and the contributions they’ll be able to make just within their first 6 months alone.

Evaluating how effective your impact descriptions are can give you insights into how candidates feel about your descriptions and what improvements or updates you can make along the way. Depending on how you share these descriptions—via inbound or outbound recruiting efforts—you may receive feedback from candidates that helps you iterate on the descriptions over time. 

Monitor unqualified versus qualified candidates

Receiving a large number of underqualified candidates for a role can indicate that your impact description isn’t defined clearly enough. For example, you may need to better highlight growth opportunities, or more clearly explain your company culture. Similarly, if you’re receiving lots of applications from otherwise terrific candidates who would be better suited for other positions, that may indicate that the outcomes, impacts, and expectations in your descriptions aren’t clear.

In this case, you’d want to pay close attention to conversion rates as a key recruiting metric. 

One quick way to determine whether your impact descriptions are driving your desired recruiting objectives is to look at conversion rates. For instance, recruiters with Admin status in LeverTRM can monitor overall application trends via Lever’s Conversion Rates report. The recruiter can hover over the percentage of candidates archived in the New Applicant stage to see why a candidate didn’t move forward.

Job Description - Conversion Rates Screenshot

Finally, collect feedback from candidates and hiring teams alike

If your recruiters are as obsessed with data as we are, then you’re likely already collecting insights from candidate feedback and input from your hiring team. When using and consistently improving your impact descriptions, close the feedback loop between your candidates, your hiring managers, and your recruiting team! Here at Lever, for example, we send candidate feedback surveys to applicants and make sure to flag and record feedback so that our recruiters can see how candidates are reacting and where we can make improvements. 

Collecting feedback from candidates is crucial to consistently improve your recruiting process. At Lever, for example, we share feedback surveys with candidates that ask them about their entire experience, from applicant to interviewee and beyond.

Customer Experience Survey Screenshot

If you’re ready to transform your everyday job descriptions into impact descriptions that drive results for your recruiting, download our free impact description guide. You’ll get our top tips for crafting the perfect description and have everything you need to attract candidates and nurture top talent for your organization. 

Crafting Impact Job Descriptions Guide Thumbnail

Your Guide to Creating Impact Descriptions

Job Descriptions .

How to write a job description (with examples), how to write a job description.

Job descriptions are the cornerstone of the recruiting process. They help to attract top talent, set expectations for qualified candidates, inform prospects about the role and company, and streamline the search process. Plus, a well-written job description gives companies a chance to make a great first impression. So while writing accurate and compelling job descriptions can be frustrating, finding the time and resources to do so is well worth it.

job description

Importance of Job Descriptions

No matter how many job descriptions you write, they never seem to get any easier, especially if you are writing them for roles you know little about. We’re here to help. For starters, let’s discuss the importance of job descriptions, and then we’ll tackle how to write them.

Job descriptions are helpful for both prospective candidates and employers. Here’s why:

Attract Prospective Candidates

A concise and compelling job description will play a major role in attracting qualified candidates. With resources like LinkedIn, Facebook, Twitter and email, the ability to post and share jobs is instantaneous and has exponential reachability.

Set Expectations

A clear job description will set everyone up for success. Prospects will understand what is expected of them, more-qualified candidates will apply, under-qualified applicants will move on and you will save loads of time sifting through applications and communicating with potential candidates.

Prepare for Interviews

A well-crafted job description can help both applicants and interviewers prep for the big day . Applicants will be able to prepare for likely topics of conversation and interview teams will be equipped to ask questions that will accurately gauge the candidate’s qualifications.

Make a Stellar First Impression

Job descriptions are often the first point of contact candidates will have with your company and can shape their first impression. Just like resumes and CVs, any jargon or grammatical errors will turn a candidate off and leave a lasting negative impression.

Simplify the Search

Searching for jobs is incredibly time-consuming, especially for the 73 percent of candidates who are passive and currently employed. Clear and concise job descriptions help prospects compare salaries, benefits, perks and even company culture to determine what roles are worth applying to.

Establish a Baseline

Once a candidate is hired, the job description will stand as a baseline to measure growth, reference during performance reviews and consider future training opportunities.

Recommended Reading 29 Recruitment Strategies With Real Examples

Great job descriptions are thorough yet concise. They use specific terms and keep a professional tone. It’s OK to be a little quirky, but don’t overdo it. If you don’t take the job description seriously, top candidates will move on to other opportunities.

Important Parts of a Job Description

  • Company Bio/Mission

Role Summary

  • Role Responsibilities
  • Role Requirements (Must-Have Skills)
  • Time/Location
  • Next Steps (How to Apply)

Here’s an outline of the main sections every job description should include.

Make the job title clear, concise and industry-specific.

43 percent of job seekers look for career opportunities on job boards that use search engine optimization (SEO) techniques. Job seekers are also likely to search based on the terms they know, so don’t stray from the standard industry language of common job titles. Be sure to include specific terms, like the programs required for the role. The title Lead Front End AngularJS Engineer is much more descriptive than Developer and will attract more qualified candidates. If your job can’t be found, it can’t be applied to.

Company Mission

Include a company description or mission, but keep it to about two to four sentences.

72 percent of job seekers noted they would be more likely to apply to a job posting with a company description. At the same time, don’t get too lost in the details. Most companies have a lengthy mission statement with core values and a culture code. For candidates looking at multiple companies and open roles, the missions start to sound the same. If candidates decide to pursue the position, they can read about the company’s full profile on the website. 

Consider writing a templated version that can be repurposed whenever you need to write a new job post. It’s also more common to include the company description or mission at the beginning of the post.

Write a brief three to five sentence summary about what the candidate will do in their role, who they’ll work with and any general qualities your team is looking for in the individual.

Job Responsibilities

90 percent of top-performing job descriptions include clear responsibilities and duties, according to Built In research. Responsibilities and duties are essential in order for a candidate to understand the role. They also set expectations for the hired employee and can be used as a baseline for performance reviews down the line.

Give five to 10 bullet points on what the candidate can expect to do in the role. Here are a few tips:

  • Write in complete sentences.
  • Be thorough. Candidates will be better prepared for the interview and role if they know what is expected of them.
  • Don’t be excessive. You don’t need to include every single possible thing a person might encounter during the work day.

Must-Have Skills

Job descriptions include an average of eight distinct qualifications per job post (including must-have and nice-to-have skills), according to Built In research. List five to seven bullet points that are absolutely necessary for a candidate to be successful in the role they are applying to.

  • Include quantities when applicable, like years of experience.
  • Be sure to clarify what the application requires, like a portfolio, writing sample, video recording, resume, CV, cover letter, etc.
  • Other important information includes education, experience, certifications and knowledge of specific platforms.

Nice-to-Have Skills

If there are any other qualities that are nice to have, include those here. Don’t feel like you have to include this section, but it may help candidates know what to include in the application or interview to stand out. This section is lower priority and should have fewer bullet points. 


61 percent  consider compensation information to be the most important part of a job description. However, 99 percent of top-performing job descriptions don’t include compensation information, according to Built In research. Many companies still refuse to provide this information in job descriptions, but it’s time to get over this discomfort to garner a larger applicant pool.

It’s best to be upfront about the time frame you need employees to work. Flexible work hours are more common for full-time employees, time zones may play a role, and certain industries and markets work around different schedules.

Candidates will consider commute time or relocation efforts in their employment decision, so help them determine fit before they embark on the application process. Embedding a Google Map onto your website is really quite simple and can be done with this guide .

Working Conditions

Keep working conditions and workplace expectations clear. People want to know what to expect in their future work environment. Are there any physical requirements for the role? What is the expected dress code?

Call to Action

Make sure it is blatantly obvious where a candidate is supposed to apply. Do not make it complicated or frustrating to apply because that’s just going to reduce your applicant pool for the wrong reasons. This is one area that companies should customize to the location the job is being posted. Make sure they know where to click or who to email to get the process started. 

Disclaimer Statements

Most companies include an equal opportunity employer statement and that the employee may be required to perform additional job functions beyond the description. Do your research because disclaimers can help companies prevent serious lawsuits .

Elements to Improve Job Descriptions

Some companies include additional details in their job descriptions to help differentiate them from other employers. There’s certainly a balance between writing a thorough job description and being excessive, and that’s up to your team to decide. Here are a few additional sections to consider including in your job description. While these items are optional, they may turn a good job description into a great one.

Non-financial benefits are often a deciding factor for prospective candidates —  61 percent of job seekers expect to see benefits packages in job descriptions, yet only 43 percent of top-performing job descriptions included such information, according to Built In research.

Things to include are your company’s:

  • Health insurance and wellness plans
  • Retirement and stock options offerings
  • Childcare and parental leave options
  • Vacation and PTO policies

Remember that perks are not the same thing as benefits. Perks are nice add-ons the company offers its employees to improve work-life balance and help them live happier, more productive lives. 

Company Culture

Sure, it’s a buzzword, but the people have spoken and the best candidates expect a strong company culture . In fact, 47 percent  say that company culture is the main reason they’re searching for new opportunities.

Word Count 

It’s best to keep your job description in the 250 to 500 word count range, as supported by a study that found the majority of job postings had a similar word count trend. Top-performing job descriptions contain an average word count of 457 words, based on Built In findings. 

Average word count also correlates with average time on page for job descriptions. Job descriptions with a word count between 251 to 500 words see an average time on page of one minute and 39 seconds (1:39), which is closest to the average job description reading time of one minute and 41 seconds (1:41). It’s clear that job descriptions which adhere to word count best practices are much more engaging than their lower-performing counterparts. 

16 percent of job descriptions as analyzed by Built In contain obvious typos, which could be detrimental to applicant reach and a company trustworthiness. Similar to how many recruiters disregard applicants with typos on their resume or application, candidates may come away with a negative impression of your company for not doing its due diligence. Remember to always have at least one other person read your job description before posting.

Job Description Examples

Job descriptions aren’t one-size-fits-all. While the company bio and mission statement sections may remain the same for each role a company posts, the main sections — which include role responsibilities and requirements — should be uniquely tailored to the job at hand.

For instance, a job description for a highly specialized role will usually go into more detail about the types of tools and software programs qualified candidates are expected to possess, while a JD for an entry-level role may spend more time broadly discussing the mentality or passions a candidate should have. In any case, job descriptions that have enough detail specific to the role gives job-seekers a better sense of the position and it gives you an opportunity to make a positive first impression.

Below we’ve rounded up some in-depth guides and job description templates for several roles:

Creative Roles

  • Art Director Job Description
  • Technical Writer Job Description  
  • UX Designer Job Description

Data and Analytics Roles

  • Business Intelligence Analyst Job Description
  • Data Analyst Job Description
  • Data Scientist Job Description  

Developer Roles

  • Front End Developer Job Description
  • iOS Developer Job Description
  • Java Developer Job Description
  • PHP Developer Job Description
  • Product Manager Job Description
  • Salesforce Developer Job Description

Operations Roles

  • Operations Manager Job Description
  • DevOp Job Description  
  • Project Manager Job Description

Marketing Roles

  • Marketing Manager Job Description

Sales Roles

  • Account Executive Job Description
  • Account Manager Job Description
  • Customer Success Manager Job Description  
  • Sales Development Representative Job Description  
  • Sales Engineer Job Description
  • Sales Operations Manager Job Description

How to Write a Job Description: Data-Driven Results

We gathered cold, hard facts from a sample of the top performing job descriptions across our seven markets. Here’s what we found out.



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10 Ways to Write Great Job Descriptions

writing creative job descriptions

From being as transparent as possible to first learning about the role yourself, here are 10 answers to the question, “What are your most effective tips for writing great job descriptions?”

Convey Details With Transparency

What turns a good job description into a great one is the level of detail and transparency you’re willing to provide from the outset. Define what the candidate should expect regarding realistic day-to-day tasks, and also what they need to know about the onboarding process.

Be as transparent as possible to attract the perfect talent for the role.

Wendy Makinson , HR Manager, Joloda Hydraroll

Highlight Growth Opportunities

This might include showcasing employee success stories or detailing paths to senior leadership and career advancement. Showcase why this role is important to your organization’s mission and how it fits into the overall team structure.

Highlighting these elements will help draw in highly-qualified candidates looking for an opportunity to grow their careers. Additionally, use clear language and avoid jargon to ensure that candidates from all backgrounds can understand the job opportunity.

Mariusz Michalowski , Community and Career Expert, Spacelift

Paint a Clear Picture While Still Being Aspirational

It can be very frustrating to come across job descriptions that are chock-full of buzzwords and “skills” but low on detail about the actual day-to-day. When writing a job description, we always try to paint a clear picture about what an individual can expect for the role—who they will report to, how they will be measured, and the tools and systems they’ll operate in.

Since we’re targeting people with growth mindsets, one other thing that we like to add to our job descriptions is details about what other adjacent opportunities exist beyond this role.

Brett Ungashick , CEO and CHRO, OutSail

writing creative job descriptions

Describe Your Dream Employee, Not a Rote List of Responsibilities

As a recruiter, I deal with job descriptions day in and day out. My top tip? Describe the worker, not the role.

A list of responsibilities or skills is intangible and hard to imagine for candidates. Instead, create a character: the perfect employee for the position. What type of personality do they have, what is their background, and where does their passion lie?

Treating it like a creative writing exercise benefits not only the applicant. Framing it this way helps hiring managers bridge the gap between instructions from the C-suite and the real-life experience of looking for a worker.

Debbie Winkelbauer , CEO, Surf Search

Write Clearly, Avoid Jargon

My #1 tip for writing great job descriptions is to make sure they are succinct yet thorough. A good way to accomplish this is by using clear language that everyone can understand and avoiding industry-specific jargon.

For example, instead of saying “maintaining web services,” you could explain the kind of maintenance in more detail: “updating content regularly and troubleshooting any technical issues when they arise.” Taking the time to do this helps ensure your reader receives all the information needed to make their decision!

Grace He , People and Culture Director, teambuilding.com

Stick With Honesty 

My top tip for writing great job descriptions is honesty and transparency. HR professionals and recruiters should avoid common mistakes that end up wasting both the company’s and candidates’ time. Providing a negative candidate experience not only reflects badly on the recruiter, but also on the company.

Instead, be transparent about the challenges and requirements of the role by highlighting the skills and experience that are truly necessary for success.

For example, you can suggest what kind of candidates with various backgrounds and experience would fit well within the company to attract a larger and more diverse pool of talent. Additionally, provide a reasonable salary range and be upfront about your interview process and timeline. Doing this will help attract the right candidates and set realistic expectations from the get-go.

Samuel Johns , CPRW and Career Counselor, Resume Genius

Add Personality

What’s it REALLY like to work at your company? Leave out the fluffy language and identify your company’s true differentiator. Consider that in your voice and tone throughout the job description. Copying and pasting from a template won’t cut it. Candidates are tired of seeing the same dull text on the screen. In the job description, offer an inside look—you’ll likely attract the right candidates.

Kelli Anderson , Career Coach, Resume Seed

writing creative job descriptions

Focus on Specificity

Job descriptions should clearly outline the responsibilities and requirements of the position, as well as the qualifications and skills required for success. Avoid vague or ambiguous language, as this can lead to confusion and misunderstandings later in the hiring process.

Instead, be specific and provide details about the key duties and responsibilities of the job, as well as any essential qualifications, experience, or skills required. Use concrete language and examples to help candidates understand what they’ll be doing on a day-to-day basis and what will be expected of them in the role.

Kimberley Tyler-Smith, VP, Strategy and Growth, Resume Worded

Use Bias-free Language

Job descriptions should not include words or phrases that discourage or exclude individuals based on gender, ethnicity, age, physical ability, or sexual orientation. This also means being aware of unconscious biases and avoiding generalizations, such as “young” or “energetic.” Instead, use neutral language that focuses on the skills and qualifications required for the role. In the same vein, use gender-neutral pronouns and avoid gendered language, such as “he” or “she.”

By using unbiased language throughout your job descriptions, you create an environment of respect and openness in your organization. This can be a great way to attract qualified applicants who may not have applied before because of biased language in the job descriptions. Additionally, being mindful of language in your job postings sets a strong precedent for an inclusive workplace culture.

Darren Shafae , Founder, ResumeBlaze

writing creative job descriptions

Understand the Role and Required Skills

The key to a really effective job description is to thoroughly understand the role and the skills required, so you can create a comprehensive job description that accurately reflects the position and helps you find the right candidate.

By doing so, you ensure that candidates clearly understand what the role entails and what skills and experience are necessary to succeed in the position. This not only helps you attract the right talent but also ensures that the selected candidate is a good fit for the role and the organization.

Lilia Koss , Community Manager, Facialteam

Let’s talk about how Joveo can help you get the most bang for your talent acquisition buck. And follow us on Twitter and LinkedIn , where we’re always working to help you get the most out of your recruitment advertising.

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Writing a Job Description That Attracts Ideal Candidates [8 Tips]

Eddie Shleyner

Published: June 07, 2022

As a direct response copywriter, I specialize in making readers take a specific action. I write a variety of copy, including articles, landing pages, sales emails, and job descriptions.

hiring manager writes a job description

This article will walk you through an approach to job descriptions that allowed me to double my conversion rate of visitors-to-applications in less than a year. You’ll learn the strategies and best practices I used to grip candidates, exciting them enough to take action.

What is a job description?

A job description is a document written by an employer that lists the tasks and responsibilities of a specific role along with the skills and experience needed to qualify for the position.  

How to Write a Job Description

  • Study your target candidate.
  • Optimize the job title with keywords.
  • Start with a company summary.
  • Concisely describe the job's benefits.
  • Summarize the benefits package.
  • Keep the job's requirements clear and realistic.
  • Use strong verbs to describe the job's responsibilities.
  • Remove bias from your ad.

1. Study your target candidate.

Many studies show that people buy on emotion first, and then rationalize their purchases using logic.

Applying for a job, in that sense, is a lot like making a purchase. Pressing the "Apply Now" button is an emotionally charged decision.

When writing your job ad, tap into those emotions by learning everything you can about your target candidate (i.e., the person you want to be interviewing). What are their professional goals and values? What makes them happy?

Create a target candidate persona or a composite of your ideal employee. ( Download these buyer persona templates to get started .)

Use the information you find to make potent promises that your target candidate wants to hear and, more importantly, you know you can keep .

Are you hiring for a role in content marketing? Consider aspects of your existing marketing team that you want to see reflected in your new hire.

  • What are your current employees' career goals?
  • What do they enjoy most about the company?
  • Which areas of expertise do they lack that your candidate can provide?

These are all valuable pieces of information that can help you craft a corresponding job description and ensure your potential candidates would be a fit at your organization – both culturally and professionally.

2. Optimize the job title with keywords.

Every day, the job hunt leads millions of people to search millions of keywords. This makes SEO very important to the recruitment process, especially when writing job ads.

In your quest to be unique and desired, don’t make up a new, creative name for an established role. In other words, don’t call your open content marketing position an "Attention Ninja" or "Audience Crafter."

For a role in content marketing, title your job exactly what you're looking for, such as content marketing manager. If you’re in the B2B space with clients all over the world, for instance, add a few more adjectives: "Global B2B Content Marketing Coordinator."

Keep in mind that the experience level of your ideal candidate can change the words they use when looking for jobs online.

If you're hiring for a mid-level content marketer, for example, consider words like "strategist," "specialist," or even "manager." Is the content you produce part of a much larger digital marketing operation? If so, include that in the title.

Post the position under a recognizable, keyword-friendly title, as that’s what candidates will be searching for.

3. Start with a company summary.

Open your job ad's main text copy with a "Company Summary" paragraph. But don't simply paste your business's "About Us" boilerplate description into your job listing.

Your "Company Summary" should help to put the job for which you're hiring into context for the applicant.

If your company sells security software, for example, it won't be enough to simply state your company name, when you were founded, the types of software packages you offer, and where you're located.

Your applicants will want company details specific to the team they'd be joining.

Here's an example of a company summary for a made-up software development company looking for a content marketing specialist to join its team.

Security Software Co. is a Boston-based software developer that puts today's most pressing ecommerce security challenges at the heart of its brand. We turn the best cybersecurity technology into trusted solutions for the small online business, and after a decade serving more than 70 clients, we need someone to help us tell the stories that matter most to our customers.

If you summarize your company in a way that resonates with your ideal candidate, you'll set yourself up to dive right into the job description itself.

However, keep in mind that this doesn’t stop at the second paragraph following the company summary above. Describe your open position using subheads, or sections, in this order:

  • Requirements
  • Responsibilities

4. Concisely describe the job's benefits.

Every ad must start with a concise description, or overview, of the role. It should be snappy and compelling – just be sure to complement that with the big-picture benefits as well.

General Electric did a nice job describing the benefits of their roles in the commercial below, as part of an amusing series to help the company shift its brand. Listen to how the person in the blue sweater describes their new position:

People inherently want to be part of something bigger than themselves. Appeal to that desire by helping candidates envision the impact of their work.

If you’re hiring a software developer, explain how their work will impact your customers. Will it help them beat traffic? Will it help them communicate better with their family? Will it help them get clean drinking water every day? Be specific. The more specific you are, the more compelling your message will be.

Here's how our fictional organization, Security Software Co., might describe the benefits of working as their newest content marketing specialist:

As the Content Marketing Specialist for Security Software Co., you’ll create articles, infographics, and eBooks that build an engaged audience. Your goal will be to drive thousands of people to subscribe to our newsletter and follow us on LinkedIn. Your success will expand Security Software’s global reach – helping millions of parents protect their children from online predators – while simultaneously developing your personal brand as a foremost expert in our space.

5. Summarize the benefits package.

Now that you have the candidate’s attention, draw them deeper into the ad with a section dedicated to the other benefits: your company’s benefits package.

According to a 2021 Indeed report , 83% of employers say their companies have become more transparent about compensation and perks in their job descriptions.

Instead of simply listing your perks, use examples to help candidates envision the benefit.

At Security Software, we ask a lot of our employees, which is why we give so much in return. In addition to your competitive salary, medical/dental/vision plan, and matching 401(k), we’ll shower you with perks, including:

  • Dress: Wear anything you like to the office – and be as comfortable at work as you are in your own living room.
  • Flexibility: Two days a week, feel free to skip the commute and hit your deadlines from home.
  • Food: Save hundreds of dollars on food each year by using our well-stocked, healthy kitchen.
  • Wellness: Stretch away the stress every morning in our in-house yoga studio.

6. Keep the job's requirements clear and realistic.

This section will be your ad’s most sterile, so don’t close with it. Stick it in the middle, sandwiched between two sections that highlight promise and opportunity.

Keep your list of requirements only as long as it needs to be. You don’t want to scare great candidates away with trivial prerequisites. You also don’t want to engage and inspire unqualified people with a shortlist.

To be considered for this role, here are the skills we’re looking for:

  • At least 3 years in a similar role with comparable goals and responsibilities (security and/or software background, preferred)
  • Bachelor’s degree in English, Marketing, Communications preferred
  • You must be an excellent writer, someone who understands how to frame a message in a clear, concise, and compelling way. You must also understand the mechanics of an efficient, effective marketing automation campaign.
  • This is an autonomous position, so you should be self-sufficient and self-motivated. It’s also a creative role, so you must be able to gracefully receive criticism and feedback about your work.
  • Bachelor’s degree in English, Marketing, or Communications preferred

7. Use strong verbs to describe the job's responsibilities.

Responsibilities are the job but they can also generate excitement and promise in a passionate candidate.

Begin each bullet point of your job responsibilities with a unique, yet, fitting verb. For example, the role doesn’t "manage" people, it " shapes " them. The role doesn’t "oversee" projects, it " enables " their success. See the difference?

One word can offer a fresh perspective, altering the reader’s frame of mind.

As Security Software’s sole Content Marketer, you’ll meet the initiative’s strategic needs on your own, experimenting, learning, and adjusting as you go. Throughout your journey to grow our brand’s audience and reach, you’ll be responsible for:

  • Sculpting informative, entertaining, digestible articles that audiences can’t stop reading.
  • Designing beautiful, rich infographics that are as engaging as they are shareable.
  • Publishing easy-to-skim, value-driven eBooks for download in exchange for business-email addresses.
  • Crafting persuasive, laser-focused landing pages that compel your target audience to take one valuable action.
  • Purchasing targeted ad spend on well-performing social media platforms.
  • Pulling prospects through each stage of our marketing funnel, gradually warming them up for a productive conversation with sales.

8. Remove bias from your ad.

Believe it or not, your job description can show bias and alienate great candidates. How? Through the use of jargon, gendered language, culturally-specific expressions, and insider language.

For instance, terms like "aggressive," "guru," "fearless," and "killer instinct" may seem harmless but they carry a masculine bias and can affect your candidate pool. Using Americanisms like "up your alley" can also confuse applicants whose native language isn’t English.

The Indeed report also found that 30% of employers surveyed have prioritized inclusive job descriptions. You can do so by leveraging tools like Textio and Ongig that analyze your job description and make recommendations to help you craft a bias-free listing.

The Final Product

Here’s what our example job ad for Security Software Co. looks like when stitched together:

Content Marketing Specialist

Security Software Co. is a Boston-based software developer that puts today's most pressing ecommerce security challenges at the heart of its brand. We turn the best cybersecurity technology into trusted solutions for the small online business, and after a decade of serving more than 70 clients, we need someone to help us tell the stories that matter most to our customers.

  • Food: Save hundreds of dollars on food each year thanks to our well-stocked, healthy kitchen.
  • Location: On the days you are in the office, get here quickly thanks to our highly accessible central location.



As Security Software’s sole Content Marketer, you’ll meet the initiative’s strategic needs on your own, experimenting, learning, and adjusting as you go. Along your journey to grow our brand’s audience and reach, you’ll be responsible for:

This ad, for all intents and purposes, is a generic example. It’s designed to illustrate, at a high level, the techniques that make candidates feel something when they read a job ad.

Nonetheless, it’s important to first use your knowledge of the role for which you're hiring to create an accurate ad – one that reflects your company’s culture and specific needs.

Editor's Note: This post was originally published in Sept. 2018 and has been updated for comprehensiveness.

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Attract the right candidates with these free job description templates, totally customizable for what you and your team need.

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10 Examples of Awesome Job Descriptions (and Why!) (2024 Update)

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Wow, are you are seeing how fast job descriptions are changing these days? Fasten your seat belts as we look at 10 that are awesome — and the reasons why!

You can create job descriptions like the ones below through Ongig’s Candidate Experience Software  and Text Analyzer . For tips on writing job descriptions, check out How to Write a Job Description — Best Practices & Examples .

If you’re interested in how cutting edge companies’ job descriptions look these days, look no further than Uber’s job description landing pages to attract drivers (after all, they are doing the largest talent rollout in history ).

This is an evergreen job  (they need tons of people for one role), so Uber invests a ton in such landing pages as the one below for drivers —  and there are plenty of lessons to learn. Some highlights of the Driver job description/landing page are listed below (which they do new versions of all the time):

  • Headline — They are treating the driver role as a “partner”. This reminds me of how Sam Walton referred to all Wal-Mart employees as “associates”. They emphasize in the sub-headline (note: sub-headlines are effective in advertising) that you get to “be your own boss”.
  • Hero Media — Showing an attract millennial with a nice hybrid car.
  • Benefits are Clear — They name 4 clear benefits (money, flexibility, no boss and financing on a new car).

Best Job Descriptions Uber Sample of Driver On Demand Ongig Blog

Deluxe’s job descriptions stand out for a few reasons:

  • Recruiter Contact Info — They show the name, picture, and social media links of the recruiter for each job. There is even a YouTube video of each recruiter. Millennials and other passive candidates value this level of transparency. If you have a recruiter owning your job reqs why not show them?
  • Social Proof Badge — They include a Top 100 Employer of choice award badge on every job description. Social proof is effective advertising for you every time.
  • Nearby Restaurants, etc. — They have a nifty link to let candidates see nearby restaurants, gyms, schools and airports.

Best Job Descriptions Sample Deluxe - Ongig

Glassdoor is focused on employer branding and it shows in their job descriptions:

  • Video — A corporate video is on every job description at the top.
  • Branding — They emphasize their company name, logo, and color scheme (see the green Apply button).
  • Talent Community — They include a talent community call-to-action (this is the next best thing to a candidate clicking apply).

Sampe Job Description with Video | Glassdoor | Ongig

Growth Tribe

Growth Tribe’s “ Lead UX Instructor or Digital Designer ” job descriptions could be the world’s first NFT job ad. It is attention-grabbing because:

  • Clever opener — They make a joke about “sucking at design” and tell the candidate they are short on UX designers.
  • Colorful design — The NFT job posting on Rarible uses different colors, font types and sizes, and images to grab the attention of candidates.
  • Unique job posting — They use a new and interesting way to stand out among other similar job descriptions by posting the job as an NFT that can be bid on.

top job descriptions growth tribe

J. Walter Thompson

J. Walter Thompson is an ad agency and it shows in their job descriptions:

  • Attention-Grabbing — Their job description is so different from any other job description that it will certainly stop the candidate in their tracks. If you like mental models (I do), this is leveraging the “Law of Contrast” that all of our brains react to. Show something very different and you’re bound to get a little extra look.
  • Office Pics — They include a pic of the office along with a brief description of it.
  • Bonus Content — They include a right-hand rail with some extra tiles linking off to pieces about working at JWT.

Best Job Descriptions Sample J Walter Thompson Ongig Blog


We include Orange for a few reasons.

  • 3-Column Format — You don’t see that often. It’s more similar to the layout of a story in a magazine (and doing that in an ad (and a job description is an ad!) is a proven advertising technique. The candidate sub-consciously thinks they are reading an article (not an ad) — that’s good for you.
  • Video — They include a corporate video on every job description.
  • Social Proof — They include employer of choice awards.
  • Branding — The use the orange color of their logo/brand in the section headings and “Apply” button.
  • Responsive Design — Notice the second image of the job description below. That’s how it looks when you look at the job description on a tablet (it goes to single column).

Best Job Descriptions Sample Orange Ongig Blog

Here is how the job description looks on a tablet:

Best Job Descriptions Sample Orange.jobs - Ongig

It pays to watch what big-time brands do with their job descriptions:

  • Attention-Grabbing — They use a black background while most JDs use a white background. This leverages the law of contrast in which the candidate will pause a bit longer just because the whole layout is different (note: a drawback to this approach is that light text on dark background is harder to read than dark text on light background).
  • Hero Media — They use a pic of a Pizza Hut worker (or actress). Again, folks, a job description SHOULD be a commercial — it’s an ad!
  • Color Theory — You see a log of red jumping out, don’t you. They use the Pizza Hut red in their key calls-to-action such as the job search button and the Apply Now button. If you are wondering if you’re call-to-action buttons are effective, do the “squint test” — squint your eyes and see which page elements jump out at you. Pizza Hut nails it.

Best Job Descriptions Pizza Hut Sample Retail 2 Ongig Blog

Texas Childrens Hospital

Texas Children’s Hospital treats its job descriptions like ads — nursing is one of the most competitive roles in the world:

  • Job Title — The job title looks more like a headline via large type and white text on red background.
  • Hero Media — Smiling people is always effective in advertising. It leverages the mental models of likability and social proof — proven winning techniques in advertising.
  • Color Scheme — They use the brand’s red consistently throughout the JD.

Best Job Descriptions Texas Children_s Hospital Nurse Job Sample Ongig Blog

Always watch what good marketers do with their job descriptions. We last wrote about Red Bull in  Look What Red Bull Did with their Taleo Job Postings to Make them Awesome  — it’s great to see them still innovating!

  • Hero Media — It’s stunning. And they leverage all the brand equity put into Red Bull itself which is a cool logo and color scheme.
  • Job Title Headline — They treat the job title like a headline in terms of size and color.
  • Section Headings are Creative — Otherwise dull JD sections like location, experience, skills, etc. are highlighted more like you’d expect in an editorial piece (making ads look like editorial is effective!).
  • Strong Use of “You Statements” — It’s always better to refer to the candidate as “you”(e.g. “Your Experience Includes” below) than it is to write “we”-type statements (e.g. “We are looking for experience in …”).

Snack Nation

Snack Nation takes a simple but effective approach to their job descriptions:

  • Hero Video — A corporate video is the first thing you notice. They look like they’re having fun, right — that’s a key Snack Nation value.
  • Strong “You Statements” — They use a lot of you-statements (“You” have the unique opportunity, “You” love to code, “You” have a firm grasp of…, etc.).
  • Reporting To — They include who the position reports to. Do you do that? Why not? What’s more important to quality candidates than who their boss/leader will be (yet few do it)?

Best Job Descriptions Sample Snack Nation VP of Engineering Ongig Blog

Essential Elements of Standout Job Descriptions (2024 Update)

When it comes to crafting a good job description, it’s crucial to include all the essential details to paint a clear picture of the role. So, this means outlining the specific duties and responsibilities of the position, along with any required qualifications or experience. A good job description serves as a useful tool for both prospective employees and current staff. Thus, providing them with a clear idea of what’s expected in today’s world.

In addition, to ensure your job description stands out and attracts top talent, consider incorporating keywords and phrases that align with the job title and industry standards. For example, if you’re hiring an administrative assistant, be sure to include terms like “office support,” “organizational skills,” and “time management” to accurately reflect the role. Also, providing contact information and details about the company culture can help candidates determine if they’re the right fit for the position.

In today’s competitive job market, it’s more important than ever to tailor your job descriptions to appeal to qualified candidates. So, by including specific terms related to the job duties, minimum qualifications, and desired skills, you can attract the right person for the role. Remember, a well-crafted job description not only helps streamline the recruitment process. But it also sets the stage for a successful hire who can contribute positively to your team.

Impactful Recruitment Strategies

Crafting impactful recruitment strategies begins with creating compelling job descriptions that resonate with potential candidates. A good job description serves as a beacon, guiding top talent to your open positions by clearly outlining the essential functions of the role and the qualifications required. Therefore, by conducting a thorough job analysis and considering environmental factors, such as industry trends and company culture, you can tailor your job descriptions to attract the right candidates.

Today, it’s not just about listing job duties. You also need to paint a picture of why your company is the best fit for prospective employees. So, highlighting your organization’s values, support services, and unique selling points can set your job descriptions apart and attract top talent. Additionally, incorporating specific terms and keywords related to the job duties and qualifications can optimize your job postings for search engines and job boards. Thus, increasing visibility to qualified candidates.

So, as you navigate the recruitment process, remember that a well-crafted job description serves as more than just a list of duties—it’s an invitation for prospective employees to join your team. Start by investing time and effort into creating compelling job descriptions. In this way, you can enhance your recruitment efforts and attract the best candidates for your open roles.

Innovation in Job Description Writing

Innovation in job description writing requires thinking outside the box and finding new ways to capture the attention of potential candidates. Therefore, instead of sticking to the same old template, some companies are getting creative with their job postings, using humor, and storytelling. Some are even using interactive elements to stand out from the crowd. 

For example, rather than listing boring bullet points, an open position for an administrative assistant might be described as the “office superhero”. They’re responsible for keeping chaos at bay and saving the day with impeccable organizational skills. Does that sound more interesting?

Nowadays, job seekers are bombarded with countless job postings, and breaking traditional norms can be the key to getting noticed. Some companies are even turning to unconventional mediums, such as social media platforms or video job descriptions, to showcase their company culture and attract top talent. So, by thinking outside the box and embracing innovation in job description writing, you too can create postings that attract the right candidates. So, to do this, your JDs must reflect the unique personality and values of your organization.

Ultimately, the goal of innovation in job description writing is to spark curiosity, engage potential candidates, and inspire them to apply. So, whether it’s through clever wordplay, eye-catching visuals, or out-of-the-box thinking, breaking traditional norms can help companies stand out in a crowded job market and find the best fit for their open roles.

Diversity and Inclusion in Job Descriptions

In today’s diverse and inclusive workplace landscape, it’s essential for job descriptions to reflect these values. So start by using inclusive language and showcasing diverse representation. Addressing the importance of diversity and inclusion in job descriptions, help companies attract a wider range of candidates and foster a more inclusive environment. For example, don’t use gender-specific pronouns or terms like “manpower.” Instead, job descriptions can use neutral language like “team members” or “personnel” to ensure inclusivity.

In addition, when job descriptions embrace diversity and inclusion they attract a more diverse pool of candidates. Also, they signal to current employees that the company values and respects all individuals. So, incorporating diverse representation in job descriptions can also help combat unconscious bias and promote fairness in the recruitment process. By creating job descriptions that are inclusive and welcoming to all, you can strengthen your employer brand. This can also help you to position yourself as a leader in diversity and inclusion.

Optimizing Job Descriptions for Today’s Workforce

The workplace landscape is rapidly evolving. As such, optimizing job descriptions is key to attracting and retaining top talent. Tailoring job descriptions to remote positions is essential in accommodating the growing trend of remote work, offering flexibility and accessibility to potential candidates. Also, including search engine optimization (SEO) techniques into job descriptions can increase visibility and ensure they reach a wider audience in today’s digital age.

Moreover, reflecting company culture within job descriptions provides candidates with insight into the values, environment, and expectations of the organization. For example, highlighting remote collaboration tools or mentioning virtual team-building activities can signal to candidates that the company values connectivity and teamwork, even in a remote setting. So, by optimizing job descriptions for today’s workforce, candidates will start seeing you as forward-thinking employers. And this will also attract top talent who are the right fit for the role and the company culture.

Do you have a favorite job description we missed?

Did we miss any great job descriptions? If you know of a job description that you feel is awesome, we’ll be glad to mention it.

Why I wrote this?

Ongig is on a mission to give you the best job descriptions. Check out Ongig’s Branded Candidate Experience software to see how we transform your job descriptions with visuals and engaging recruiting widgets. Please check out Ongig’s Text Analyzer software  if you’d like to transform the text of your job descriptions. Ongig also offers both in one complete solution. Please click the request demo link if you’d like to learn more!

March 21, 2024 by Rob Kelly in Job Descriptions

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writing creative job descriptions

15 Creative Job Description Examples for Inspiration

Post Author - Juste Semetaite

Want to grab the attention of the best candidates? Attracting top candidates (and convincing them to apply for your open positions) starts with accurate, creative job descriptions .

Just ask the more than half   of job seekers who say the quality of a job description influences their decision to apply. Or think about the potential candidates who spend just 49.7 seconds skimming a job description before deciding whether it’s a good match.

An effective job description is a big part of what attracts the right candidates to your business these days, as it provides them with what they want to know and paints a picture of the day-to-day experience in the role and your organization.

If you think your job description templates and ads could use some TLC, take a look at these creative job description examples to set you on the right track.

TL;DR — Key Takeaways

  • How do you write a good job description ? Let candidates know what you expect from them, such as their skills and responsibilities, and what they’ll receive in return, such as the salary range and other benefits.
  • What do they want to know before applying ? They’ll look for info on your company culture, work flexibility, and leadership, for instance.
  • Reviewing great job description examples can help you craft more compelling posts that are short and simple and speak to candidates directly to boost their chances of applying.
  • Once you’ve got qualified candidates hooked, assess their true skills and capabilities with Toggl Hire’s role-specific skills tests . And quickly pick out the best-fit candidates for the role.

Implement skills-based hiring in your recruiment process

How to write a great job description

Filling any open role usually starts with creating a job description and sharing it with potential candidates via a job posting . Depending on the role and how urgent the need to fill it is, hiring teams might find a creative job description online to copy, paste, and post.

However, most good job description examples we see are personalized to each role and company. They outline what skills, experience, and qualifications you’re looking for, the duties the successful candidate will be responsible for, and other core components like the role’s salary and benefits.

Top tips to enlarge those brains

A great job description grabs the attention of qualified candidates to the degree that matches what the applicant is looking for.

To increase your application rate and quality, aim for clear, scannable job descriptions that share a basic understanding of what candidates want to know.

For instance, including the salary today for most roles is a must, and listing the benefits and perks can help you attract higher quality candidates who know what they deserve out of a role.

While publishing creative job descriptions is nice, what’s most important is that your message connects with more candidates who are a good match. Plus, a more targeted job description could also help streamline your recruitment funnel as there are fewer unqualified applicants entering the funnel.

A well-crafted job description opens the door for a successful hiring process. Once you’ve piqued candidates’ interest with your job ad, showcase your company culture with an attractive careers page and screen candidates with a quick and effective application form. Source

9 Steps to Master Job Task Analysis Fast

What do candidates really want to know before applying?

Your job description needs to get to the point if you want to make a connection with applicants. While candidates search for different things in a role, there are a few common elements most want to know before they apply for a job, such as key responsibilities and working options.

They’ll search for info to support their job choices, such as:

  • Competitive salary : Does your business actually offer a competitive salary, or are you just saying that in your job posting? If you do, state it clearly. According to SHRM,  4 out of 5 job seekers think salary is the most important aspect of a job posting, followed by the benefits package.
  • Company culture and values : Do your company’s values and culture match theirs? Does your company live its culture, or is it just a list of values printed on an office poster?
  • Career growth and development opportunities : They want to know they’ll be able to grow their knowledge and skills in a new position. Per Forbes, 46% of Millennials and 42% of Gen X rate growth opportunities as the second most important element of their work.
  • Diversity : Candidates may be looking for diversity in the form of gender, age, or ethnicity, for instance. According to a BetterUp study, 76% of job seekers rate diversity as a very important factor when applying for jobs.
  • Flexibility: Offering flexible work options such as remote and hybrid working is essential today. In fact, 80% of employees these days consider the availability of flexible work arrangements when evaluating job offers.
  • Purpose: What role does your company play in society? Does your purpose come across clearly? Or is it just talk and no real action?
  • Good leadership : Candidates often search review sites like Glassdoor for CEO reviews. They want to know whether your company has ethical leadership.
  • Mental health support : The World Health Organization (WHO) reports that “an estimated 12 billion working days are lost every year to depression and anxiety at a cost of US$ 1 trillion per year in lost productivity”. With that in mind, it’s clear why candidates want to know your company cares about their mental well-being.

💡 Learn more about the importance of mental health at work in this WHO fact sheet .

Common job description mistakes to avoid

Part of writing a great job description is knowing what not to do so you don’t lose good candidates before they even apply. Here are a few things companies writing the best job descriptions avoid:

  • Not disclosing the salary for the role
  • Creating a super long job description with no bullet points
  • Being vague on the job’s responsibilities
  • Being too rigid in your job requirements section with the required skills, experience, or qualifications
  • Not checking or correcting any spelling or grammatical errors

Luckily, the best way to learn how to write a killer job description is through examples. And we’ve got plenty of those for you!

Job description mistakes to avoid

15 creative job description examples

These impactful and creative description examples from companies like OpenAI, Tesla, and Nike should help you get a feel for what candidates are actually looking for when scanning job boards these days.

1. Keep it simple

Go easy on the jargon, buzzwords, and meaningless words — they’ve got no place in your job titles and descriptions. If the language is straightforward, you’ll avoid causing candidates confusion or frustration. Ideally, do a check over your copy for these kinds of words and remove them.

Bad job description example

2. Keep it short

No essays or novels, please. Nobody is going to read all of that text. If you’re not using bullet points and writing very long descriptions instead, candidates will lose interest and close your job post. They’re probably browsing through stacks of other job boards and ads, so make sure yours is scannable !

Here’s a short and sweet job administrative assistant post that covers all the essential information.

Good job description example

3. Get straight to the point

Don’t bury the lead — grab their attention in the first few sentences. That way, you can stop the ‘scroll’ and engage them so they read to the end of your job description and hopefully click Apply.

Here’s a great job description example by Canva for an experiential marketing manager position that grabs your attention from the get-go.

Good job description example

4. Speak to your candidates directly

Communicate in a direct and conversational way by using the word ‘you’ instead of ‘the preferred candidate.’ That way, you make the job description feel more personal , and the candidate feels more valued.

Take a look at this great example of using ‘you’ by DeepMind for an assistant to the VP of product management job posting.

Creative job description example

5. Share “internal” info about teams and projects

Offer some insight into the bigger picture. For instance, explain the goals of the team they’ll be joining and their current projects. For a technical role in particular, this could pique the interest of the right candidate and increase their likelihood of applying.

This OpenAI job description for a Full-Stack Developer, Communications & Design is a good example of what this looks like when done right, as it shares important details about the team and their goals.

Creative job description example

6. Share your purpose and company mission

Many of today’s job seekers are looking for a job with a purpose . Companies that communicate their vision, mission, or purpose in a clear, inspirational way in their job description connect with candidates’ aspirations. As a result, they will likely be around for a longer stint than those just in it for the paycheck.

Here’s a good example by Mastercard for a senior analyst position that shares their inspirational purpose. This could be slightly more scannable, but since it’s for a senior role, this length of text makes sense.

Creative job description example

7. Provide clear expectations

If you let applicants know exactly what’ll be expected from them in the job requirements section of your job posting, you’ll avoid misaligned expectations and reduce the number of ‘chance takers’ hopefully, too! You could include specifics on the required education level, preferred qualifications, work experience, or any necessary accreditations.

In this great job description example from Tesla, they lay out the expectations clearly right at the beginning of the job posting.

Cool job description example

8. A user-friendly layout

Avoid chasing prospective applicants away with a job description layout, structure, or format that isn’t user-friendly. They shouldn’t have to scroll through endless text, struggle to find the Apply button or get lost in various embedded pages.

For this one, we’ll start off with an example of how not to do it with this Salesforce senior project lead job posting.

Example of a bad job description

Now, here’s one on the other end of the scale that has a great UX layout , is scannable, and has clear ways to find out more and apply (Oh yes…it’s a Toggl post, naturally! 😉).

Cool job description example layout

9. Tech-enabled convenience

Similar to ensuring a user-friendly experience for applicants, using the latest technology to simplify the application process can also help your job post conversions! Innovative companies include career chatbots , for instance, to collect basic applicant data answer simple questions about roles, and direct applicants to the next steps.

Take a look at this Mastercard ad for a customer success manager with their Career Bot ready to assist.

Unique job description example

10. Convey your company culture

Great job descriptions give prospective employees a taste of the company culture . The more they understand what makes the company ‘tick’, the more likely they’ll be able to better assess whether they’re a fit for your organization or not.

Check out this job description example from Zapier for a senior product designer, where they demonstrate their caring culture in the ad copy. Love it!

Unique job description example highlighting company culture

11. A glimpse into their day-to-day duties

Companies that paint a picture of the actual day-to-day duties of a role help applicants make a more informed choice on whether the job is a good match for them.

Take a look at how Nike explains the nitty-gritty of the job for this executive assistant role.

Good example of a job description

12. Salary and benefits

It’s important to spell out the salary and benefits for candidates. No matter the job title or level of seniority, candidates will always want to know ‘what’s in it for them’ when they learn more about a role and your business.

Sharing the benefits in a conversational way, as Roblox has with this Lead QA Engineer role, could help people already feel part of the team.

Good example of a job description with salary and benefits

13. Stand out from the crowd

With people scanning multiple job posts in a few minutes, you need a way for your job posting to stand out . If not, it’ll surely get lost in the ‘scroll.’

Take a look at this receptionist job description posted by Hilton . They include their latest workplace awards at the top of the page — a real eye-catcher that immediately elevates their reputation as a desirable place to work.

Creative example of a job description

14. Respect local traditions and culture

Showing your company respects the local culture and traditions can also help you stand out as a good option for job seekers. Communicating these company values may also open up the recruiting funnel to more diverse and inclusive talent .

Take a look at Canva’s visual designer internship post based in Australia.

Creative example of a job description highlighting diversity

15. Include a call to action

Don’t forget the final touch, perhaps the most important part if you’re truly interested in enticing candidates to apply — the essential call to action or apply button ! It needs to be clearly visible, people. If you’re going to send someone hunting for that button, you’re gonna lose them and possibly even harm your brand with the frustrating UX.

Take a look at Spotify’s clear ‘apply now’ button that remains visible the whole time you read through the job description.

Good example of a job description layout and design

Bonus tip…

While the creative job description examples above show that these companies are thinking about candidates, here is an example that takes a candidate-centric approach to a new level.

The Canva careers page, in general, operates exactly like their product does. In other words, they’re living their product right from the start of their hiring process! A creative recruitment approach for a creative product is a brilliant way to stand out!

You’ll have to play around with their careers page yourself, as an image doesn’t do it justice!

Got ’em hooked? Now uncover the best with a skills test

A creative job description will help your role and company stand out in the sea of job opportunities. By thinking creatively and sharing what candidates want to know, you can stop the scroll.

And once you’ve attracted the right talent , you’re ready for the next stage — selecting the cream of the crop. Using an automated skills assessment platform will help you save time in the hiring process and establish who’s really got the skills required to succeed in the role.

Try Toggl Hire’s role-based skills tests today ! Your free account awaits is just a click away.

Hire smarter with skills tests

Juste loves investigating through writing. A copywriter by trade, she spent the last ten years in startups, telling stories and building marketing teams. She works at Toggl Hire and writes about how businesses can recruit really great people.

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