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You’re growing your team, and you need to write a job description in English. Maybe you’re based in a non‑English speaking country but hire globally, or your company’s official language is English. Either way, a weak job description attracts weak candidates — or no candidates at all.

Let me be blunt about this. Most job descriptions are boring. They read like legal contracts. They use clichés like “we work hard and play hard” or “we are looking for a rockstar.” That repels good people.

Here’s how to write a job description that actually works — in plain, clear English.

Why Your Job Description Is Not Just an Announcement

A job description is a sales pitch. You are selling the role and your company to someone who probably has other options. Treat it that way.

If you write three paragraphs about responsibilities but nothing about impact or growth, you will lose the candidate within 10 seconds. People scan, not read.

Your goal: make them think, “This sounds like a place I want to be.”

The Structure: Keep It Simple, Keep It Human

I’ve reviewed hundreds of job descriptions. The ones that perform well follow a clean, predictable structure. Here’s what works:

1. Job Title and Location

No “gurus,” “ninjas,” or “superstars.”

Use standard, searchable titles. If you hire a “Customer Success Ninja,” your ad won’t show up when someone searches “Customer Success Manager.”

Be specific about location, remote options, and time zone expectations from the start. It saves everyone time.

2. The “Who We Are” Section (Short)

State what you actually do and your mission. No buzzwords.

Weak: “We are a disruptive, next‑gen SaaS company leveraging AI to synergize workflows.”
Strong: “We build software that helps small restaurants manage online orders. Our team is 15 people, fully remote, global.”

3. The Role in One Sentence

Right after the company intro, summarize the role in plain language.

Example: “You’ll lead our marketing team and own all campaigns from strategy to reporting.”

This gives the reader a quick mental picture.

4. Responsibilities (Bullet Points, Not Paragraphs)

Write 5–7 bullet points maximum. Each bullet should be a concrete action.

Use English job description phrases that are direct:

• Manage the monthly reporting cycle.
• Train and mentor junior designers.
• Negotiate contracts with suppliers.

Avoid vague phrases like “be a team player” or “handle various tasks.” That adds zero value.

5. Requirements (What You Actually Need)

Distinguish between “must have” and “nice to have.”

Good example:

• Must have: 3+ years of experience in B2B sales.
• Nice to have: Experience with Salesforce or HubSpot.

Do not list 20 requirements. Three to five essentials are plenty. Requiring everything scares away good candidates.

Key English Phrases and Vocabulary for Job Descriptions

Let me give you a set of natural, professional phrases that work across industries.

For responsibilities:

• “Lead the development of…”
• “Coordinate with external vendors to…”
• “Prepare and present weekly reports to…”
• “Ensure compliance with company policies on…”

For requirements:

• “Fluent in English (written and spoken)”
• “Proven track record in [specific area]”
• “Ability to work independently and manage multiple priorities”
• “Experience with [tool/software] is a plus”

For benefits and culture:

• “Flexible working hours”
• “Annual learning budget”
• “Direct impact on product direction”
• “Flat hierarchy — your voice matters”

Don’t invent fancy terms. Straightforward language builds trust.

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One Last Thing: Include “What Success Looks Like”

I wish more job descriptions did this. After the responsibilities, write one sentence about what a successful first six months looks like.

Example: “In your first six months, you will have onboarded three new enterprise clients and built our first case study library.”

This gives the candidate a clear picture of expectations and impact. It also shows that you, the hiring manager, have thought about the role seriously.

Before You Hit Publish

Read your job description out loud. If it feels stiff or cold, rewrite it.

Does it talk about the candidate’s growth? Does it explain why someone should pick you over your competitor? If not, fix that.

The best candidates are comparing options. Your job description is your first impression. Make it count.

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Ready to hire smarter? Writing a strong job description is one thing — having the English level to communicate clearly throughout the hiring process is another.
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