Job Description Template
A structured job description template covering role summary, responsibilities, must-have vs nice-to-have requirements, and inclusive language to attract the right candidates.
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What you get
- A reusable job description outline you can fill in for any role
- Separated must-have and nice-to-have requirements to widen your pool
- A bias-aware language checklist for inclusive postings
- Compensation, location, and EEO sections ready to complete
Template preview
The structure, not the finished file. The PDF and CSV carry the complete version.
Role basics
- Job title
- Department / team
- Reports to
- Location— onsite / hybrid / remote
Role summary
Two or three sentences on why the role exists and the impact it has.
About the role
We're hiring a [job title] to [primary outcome]. You'll [key area of ownership] and partner with [teams] to [business goal]. This role suits someone who [defining trait].
Key responsibilities
- Own [outcome / area] and the metrics behind it
- Lead or contribute to [recurring deliverable]
- Partner with [function] to [shared goal]
- Improve [process / quality measure] over time
Requirements
| Requirement | Must-have | Nice-to-have |
|---|---|---|
| Years / type of experience | ||
| Core skill or tool | ||
| Domain or industry knowledge | ||
| Certification or education |
The preview stops here; the template continues in the download.
How to use this template
- Start from the role's outcomes. Define the 3-5 outcomes the hire owns in their first year before listing day-to-day tasks.
- Split requirements honestly. Move anything that can be learned on the job into nice-to-have so you don't screen out strong applicants.
- Run the inclusion checklist. Remove gendered or exclusionary wording and confirm pay range and EEO statement are present.
- Publish and reuse. Save the completed version as your canonical JD and reuse it across job boards and your careers page.
Frequently asked questions
How long should a job description be?
Aim for 300-700 words. Lead with role summary and responsibilities, keep must-haves tight, and cut filler. Candidates skim, so clarity beats length.
Should I include a salary range?
Yes where possible. Pay transparency is increasingly required by law, improves applicant quality, and builds trust by reducing wasted interviews on misaligned expectations.
How do I make a job description more inclusive?
Use neutral language, limit must-have requirements, drop unnecessary degree gates, and add an EEO statement. This widens your pool and reduces bias before screening even begins.