How We Craft Our Job Descriptions To Attract Top Talents To Join ContactOut

What do job descriptions (JDs) out there have in common?

A LOT. Seriously. 

Stare at them for too long, and they all start looking and sounding the same. In a highly competitive landscape, sometimes what separates you from the rest is a JD that stands out from job boards.

The real challenge is in crafting a JD that is both engaging and clear – a task easier said than done. 

It’s all about finding balance. 

Many JDs fall into the trap of being overly catchy, risking the perception of clickbait, or overly curious, which can come across as too good to be true. 


What do eye-catching job descriptions have in common? 

There are three elements that make for an eye-catching job description. (I’m sure there’s more but we’ll focus on these three for now) 

#1 – There’s a CATCHY line or two

Whether it’s an intriguing introduction to your company or a compelling tagline, the opening should be enough to make applicants pause and take notice. For many startups, flaunting their venture-backed status is a common tactic. 

For instance, in the early days of ContactOut, our CEO used an intriguing introduction that effectively captured attention.



#2 – It evokes CURIOSITY

What’s your company’s mission? 

What’s the real-world problem your organization is trying to solve? 

If candidates resonate with what your company wants to achieve, they will be invested in your growth just as you are. 

At ContactOut, we dedicated the first few paragraphs of our JDs to emphasize how each role directly contributes to our mission and addresses the challenges we aim to tackle them head on. 



By far the most important element of your job description. Doesn’t matter if you hit the first two Cs. Two things are bound to happen if you’re missing this piece: 1) your job description deters the right candidates from applying or 2) your job description attracts the wrong type of candidates

We had some fairly unique challenges in ContactOut. In a startup, the priority for this quarter may not necessarily be the priority for the next one. When projects pivot, they pivot fast – so the JD reflected much of what the foreseeable needs were.

Renowned JD expert, Katrina Kibben, emphasizes the critical nature of this element and talks about this constantly. Check out Three Ears Media to find out more. 


Dissecting JDs + Core examples 

Let’s delve into some more real-world examples from other companies to understand how these elements come together in different styles:

Design Pickle – Remote Talent Acquisition Coordinator 🔗 – Senior Talent Lead 🔗

Obviously AI – Full-Cycle Recruiter 🔗


Each of these examples showcases a unique approach to capturing attention, sparking curiosity, and maintaining clarity.


Key takeaways

  • Begin with memorable lines that uniquely introduce your company or use a compelling tagline.
  • Clearly articulate your company’s mission and the problems you’re solving to help candidates connect with your vision.
  • Ensure clarity and conciseness in your JD to attract the right candidates and set realistic expectations.
  • Use the JD to reflect your company culture, a crucial factor for candidates seeking a cultural fit.
  • Highlight growth and learning opportunities within the role to attract candidates interested in personal and professional development.
  • Consider adding quotes or testimonials from current employees or clients to add a personal touch and credibility to your JD.