Job Description Templates That Actually Work: 10 Ready-to-Use Examples for Startups

Most job descriptions are terrible. They read like legal disclaimers crossed with impossible wishlists, written by committees who have never actually done the job they are describing. Below are 10 complete, copy-paste-ready templates built specifically for startups -- no "synergize cross-functional paradigms," no 47 bullet points of requirements, no corporate theater. Just clear, honest job posts that attract the people you actually want to hire.

Why Your Job Description Is Costing You Candidates

Here is a number that should make you uncomfortable: the average job posting loses 60% of qualified candidates before they finish reading it (Appcast, 2025). Not because the role is wrong for them. Because the description is wrong for the role.

The problem isn't that founders don't know what they need. It's that they default to one of two modes when writing job descriptions:

Mode 1: The Corporate Copy-Paste. You find a job description from a Fortune 500 company, swap in your company name, and post it. The result reads like it was generated by a committee of HR lawyers. "The ideal candidate will leverage cross-functional stakeholder alignment to drive strategic initiatives across the organization." Nobody reads this. Nobody is inspired by this. And the people who are comfortable with this language are probably not the scrappy builders your startup needs.

Mode 2: The Kitchen Sink. You list every possible skill, tool, and qualification you can think of. Five years of experience. Proficiency in 12 programming languages. An MBA preferred. A PhD a plus. You are not describing a real human being -- you are describing a mythological creature. Research from LinkedIn shows that women apply for jobs only when they meet 100% of the listed qualifications, while men apply when they meet about 60%. Your inflated requirements list is a diversity killer.

There is a third path. Write like a human, be honest about what the job actually involves, separate must-haves from nice-to-haves, include compensation, and tell candidates exactly how to show you they are great. That is what these templates do.

If you are in the early stages of building your team, our guide to hiring your first 10 employees covers the strategic order of hires and how to think about each role's impact. The templates below give you the tactical execution layer -- the actual words you put in front of candidates.

What Makes a Great Startup Job Description

Before we get to the templates, here are the six elements that separate job descriptions that attract top candidates from ones that get ignored.

1. A Clear, Searchable Title

No "Ninja." No "Rockstar." No "Growth Hacker III." Use the title that a real human would type into a job board search. "Software Engineer," not "Code Wizard." "Marketing Manager," not "Brand Evangelist." Clever titles are invisible to search engines and confusing to candidates.

LinkedIn data from 2025 shows that job postings with standard titles receive 36% more applications than those with creative titles. Your job title is a search keyword, not a branding exercise.

2. What They Will Actually Do

Not vague responsibilities. Not "wear many hats." Specific, concrete outcomes you expect this person to produce in their first 6-12 months. Candidates should be able to read this section and picture their average Tuesday.

3. What They Need to Succeed (Must-Haves Only)

List 4-5 genuine requirements. These are the things someone absolutely cannot do the job without. Everything else goes in a separate "Nice to Have" section. Be honest with yourself: is five years of experience really necessary, or could someone with two years and demonstrable skill do the job? If the answer is the latter, say "2+ years."

4. What You Offer (Including Compensation)

Salary range. Equity. Benefits. Growth opportunity. Remote policy. This is 2026 -- job postings with salary information get 75% more clicks (ZipRecruiter). If you are serious about attracting talent, show your cards. Beyond the legal requirements in many states, salary transparency is a competitive advantage, especially for startups competing against companies with bigger brand names.

5. Who You Are (2-3 Sentences, Not a History Lesson)

Candidates want to know three things: what your company does, what stage you are at, and why your mission matters. They do not need your founding story, your investor list, or three paragraphs about your "culture of innovation." Two to three sentences. That is all.

6. How to Apply (Including a Proof-of-Work Ask)

As we covered in Beyond the Resume: Why Proof-of-Work Hiring is the Future, the best signal of future performance is demonstrable past output. Every template below includes a proof-of-work ask -- a lightweight way for candidates to show you what they can actually do, not just what they claim on a resume.

This doesn't mean a 10-hour take-home project. It means "link your GitHub profile," "share a writing sample," or "record a 2-minute video explaining how you'd approach this." Low-effort for good candidates, high-signal for you.

The Anti-Corporate Template Framework

Every one of the 10 templates below follows this structure. You can use this as a universal framework for any role, even ones not included here.

[Job Title] at [Company Name]
[Location: City, State / Remote / Hybrid]

[One-liner: What is exciting or unique about this role]

About Us
[2-3 sentences: what you do, what stage you are at, why it matters]

What You'll Do
[5-7 bullet points: specific outcomes and responsibilities]

What We're Looking For
[4-5 bullet points: genuine must-haves only]

Nice to Have
[2-3 items: things that would be great but are not dealbreakers]

What We Offer
[Compensation, equity, benefits, perks, growth]

How to Apply
[Application instructions, including a proof-of-work ask]

[Company Name] is an equal opportunity employer. We value diversity and
are committed to creating an inclusive environment for all team members.

The structure is intentional. It leads with what the candidate cares about (the role), gives them enough context to self-select (company info and requirements), and closes with what you are offering in return (compensation and benefits). The proof-of-work ask at the end filters for candidates who are genuinely interested and willing to put in minimal effort to stand out.

Now let's put this framework to work.

Template 1: Software Engineer

The Template

Software Engineer at [Company Name] [City, State / Remote / Hybrid] | [$120,000 - $165,000] + Equity

Build the product that [brief description of what your product does / who it helps].

About Us [Company Name] is a [stage: seed-funded / Series A / bootstrapped] startup building [one sentence about your product]. We have [X customers / $X ARR / X users] and are growing [X]% month over month. Our engineering team is [X] people and we ship fast.

What You'll Do

Own features end-to-end: from technical design through implementation, testing, and deployment

Build and maintain [core product areas, e.g., "our real-time collaboration engine" or "our API platform and developer tools"]

Write clean, well-tested code in [primary language/framework, e.g., "TypeScript and React on the frontend, Python and Django on the backend"]

Participate in code reviews and help establish engineering standards as we grow from [X] to [X] engineers

Work directly with [product/design/founders] to shape what we build, not just how we build it

Improve our infrastructure: CI/CD pipelines, monitoring, and developer tooling

Debug and resolve production issues with an ownership mentality

What We're Looking For

[2+/3+/5+] years of professional software development experience

Strong fundamentals in [relevant languages/frameworks]

Experience building and shipping user-facing products (not just internal tools or prototypes)

Comfort working in a fast-moving environment where requirements evolve and you have real autonomy

Clear communication skills -- you can explain technical decisions to non-technical teammates

Nice to Have

Experience at an early-stage startup (you know what "everyone does everything" means)

Familiarity with [specific tools/technologies relevant to your stack]

Contributions to open-source projects

What We Offer

Salary: [$120,000 - $165,000] based on experience

Equity: [X]% - [X]% (meaningful ownership, not a token grant)

Benefits: [health insurance, dental, vision / unlimited PTO / 401k match / etc.]

Remote-friendly: [fully remote / hybrid with office in City / on-site with flexibility]

$[X] annual learning budget for conferences, courses, or books

Direct impact: you will be engineer #[X] and your work will ship to production this week, not this quarter

How to Apply Send your application with:

Your resume or LinkedIn profile

A link to your GitHub profile, a side project, or any code you are proud of

A brief note (2-3 sentences) on what interests you about [Company Name]

We review every application personally. No automated screening. You will hear back from us within [X] business days.

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: It leads with impact ("Build the product that...") instead of a company monologue. Requirements are kept to five genuine must-haves, and the proof-of-work ask is lightweight -- a GitHub link or side project, not a 6-hour take-home assignment.

Proof-of-work ask: GitHub profile or any code they are proud of. This self-selects for engineers who build things outside of work or who take pride in their craft -- exactly the people you want at a startup.

Template 2: Product Designer

The Template

Product Designer at [Company Name] [City, State / Remote / Hybrid] | [$110,000 - $150,000] + Equity

Design the experience that makes [your product's core user action] feel effortless.

About Us [Company Name] is building [one sentence about your product and who it serves]. We are [stage] with [traction metric] and believe that exceptional design is a competitive advantage, not a coat of paint applied after engineering is done. You would be designer #[X] on a team of [X].

What You'll Do

Own the end-to-end design process for [core product area]: research, wireframes, prototypes, visual design, and handoff

Conduct user research (interviews, usability tests, data analysis) to inform design decisions with evidence, not assumptions

Create and maintain our design system to ensure consistency as the product grows

Collaborate daily with engineering and product to ship designs that actually get built as intended

Present design work to the team and incorporate feedback without ego

Identify UX problems before they become support tickets

What We're Looking For

[2+/3+] years of product design experience (UX and UI -- we need both)

A portfolio that shows your process, not just your polish -- we want to see how you think, not just how things look

Proficiency in [Figma / your design tool of choice]

Experience designing for [web / mobile / B2B SaaS / consumer -- pick what's relevant]

Ability to work with ambiguity -- we will not always hand you a perfect brief

Nice to Have

Experience with front-end development (HTML/CSS/JS) or willingness to prototype in code

Background in [your industry or domain]

Motion design or micro-interaction skills

What We Offer

Salary: [$110,000 - $150,000] based on experience

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO policy / etc.]

$[X] annual budget for design tools, courses, and conferences

A real seat at the table: design is part of our product strategy, not a service department

How to Apply Send your application with:

Your portfolio (website, Behance, or PDF)

A brief case study walkthrough of one project you are most proud of -- what was the problem, what did you do, what was the outcome?

Your resume or LinkedIn profile

We review portfolios personally and respond to every applicant within [X] business days.

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: The opener connects design to a tangible user outcome. The requirements explicitly ask for process alongside polish, which signals that you value design thinking over pixel-perfect mockups. This attracts problem-solvers, not just visual artists.

Proof-of-work ask: Portfolio plus a case study walkthrough. The case study reveals how they think and communicate, not just what they shipped.

Template 3: Marketing Manager

The Template

Marketing Manager at [Company Name] [City, State / Remote / Hybrid] | [$100,000 - $140,000] + Equity

Be the person who figures out how the world discovers [Company Name].

About Us [Company Name] is a [stage] startup building [product description]. We have [traction metric] and strong product-market fit, but we have been growing mostly through [word of mouth / founder-led sales / organic]. We need someone who can build a repeatable marketing engine.

What You'll Do

Develop and execute our marketing strategy across [content, SEO, paid, email, social -- pick the channels that matter]

Own the marketing funnel from awareness to activation: build campaigns, measure results, iterate

Create positioning and messaging that resonates with [your target customer persona]

Manage a marketing budget of [$X/month] and allocate it to maximize ROI

Write or commission content that drives organic traffic and establishes thought leadership

Experiment relentlessly: you will run at least [X] experiments per month and kill what doesn't work

Collaborate with product and sales to ensure marketing and product experience are aligned

What We're Looking For

[3+/5+] years of marketing experience, with at least [X] years in a B2B / B2C / SaaS environment

Track record of owning and growing a marketing channel (not just executing someone else's strategy)

Strong analytical skills: you make decisions based on data, not gut feelings

Excellent writing ability -- every marketer is a writer, whether they admit it or not

Comfort with ambiguity and the ability to build systems from scratch

Nice to Have

Experience at an early-stage startup where you were the first or second marketing hire

Familiarity with [specific tools: HubSpot, Google Analytics, SEMrush, etc.]

Paid acquisition experience with proven CAC/LTV optimization

What We Offer

Salary: [$100,000 - $140,000] based on experience

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO / remote policy / etc.]

Full ownership of marketing strategy -- no layers of approval between you and execution

Direct access to founders and product team

How to Apply Send your application with:

Your resume or LinkedIn profile

One example of a marketing campaign or initiative you led -- what was the goal, what did you do, what were the results?

A brief note (3-4 sentences) on how you would approach marketing for [Company Name] based on what you see today

We read every application. You will hear back within [X] business days.

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: The opener acknowledges that the company needs marketing help honestly ("growing mostly through word of mouth"). This level of transparency attracts builders who enjoy creating from zero -- not managers who need a pre-built team and playbook.

Proof-of-work ask: A campaign example with results, plus a brief note on how they would approach your marketing. This tests both past execution and forward-thinking strategic ability.

Template 4: Sales Development Representative (SDR)

The Template

Sales Development Representative at [Company Name] [City, State / Remote / Hybrid] | [$55,000 - $70,000 base] + [$20,000 - $35,000 OTE] + Equity

Be the first voice prospects hear from [Company Name] -- and make it count.

About Us [Company Name] is a [stage] startup building [product description] for [target customer]. We have [traction metric] and our product sells well once prospects see it -- we need someone to fill the top of the funnel with qualified conversations.

What You'll Do

Research and identify target accounts that fit our ideal customer profile

Run outbound campaigns via email, phone, and LinkedIn to book qualified meetings for the sales team

Personalize outreach based on prospect research -- no mass-blast generic emails

Manage and maintain prospect data in [CRM tool, e.g., HubSpot, Salesforce]

Hit monthly targets: [X] qualified meetings booked per month

Collaborate with marketing on messaging, lead quality, and campaign feedback

Track and report on outreach metrics: emails sent, reply rates, meetings booked, conversion rates

What We're Looking For

[0-2] years of experience in sales, business development, or a customer-facing role (new grads with hustle welcome)

Excellent written and verbal communication skills

Resilience: outbound sales involves rejection, and you handle it with curiosity, not defeat

Organization and attention to detail -- you manage a high volume of prospects without dropping balls

Genuine interest in [your industry / what your product does]

Nice to Have

Previous experience in SaaS or B2B sales

Familiarity with sales tools ([Outreach, Apollo, LinkedIn Sales Navigator, etc.])

You have sold something before -- anything. Lemonade stand, eBay business, freelance services

What We Offer

Base salary: [$55,000 - $70,000]

On-target earnings: [$75,000 - $105,000] (uncapped commission)

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO / etc.]

Clear path to Account Executive role within [12-18] months for strong performers

Sales training and mentorship from [founder / head of sales]

How to Apply Send your application with:

Your resume or LinkedIn profile

A 2-minute video (selfie-style, no production needed) introducing yourself and pitching us on why you would be great in this role

The video is not about polish. It is about energy, communication, and whether you can articulate a compelling message under mild pressure -- which is exactly what this job requires.

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: The comp structure is transparent with base + OTE clearly split. The requirements keep years of experience low and emphasize traits (resilience, curiosity) over credentials. The career progression path is stated upfront -- SDRs want to know there is a next step.

Proof-of-work ask: A 2-minute async video. This is the ultimate SDR filter. If a candidate cannot record a compelling 2-minute pitch about themselves, they will struggle to pitch your product to strangers. It tests communication, energy, and follow-through with minimal effort.

Template 5: Customer Success Manager

The Template

Customer Success Manager at [Company Name] [City, State / Remote / Hybrid] | [$85,000 - $120,000] + Equity

Turn our customers into our biggest advocates.

About Us [Company Name] is a [stage] startup building [product description]. We have [X] customers and our net revenue retention is [X]%. We believe that the best growth engine is a customer who cannot stop talking about you -- and we need someone to make that happen at scale.

What You'll Do

Own a portfolio of [X] accounts and be their primary point of contact after sales closes the deal

Drive onboarding for new customers: ensure they reach their first "aha moment" within [X days/weeks]

Monitor customer health metrics (usage, engagement, NPS) and intervene proactively when accounts show risk signals

Identify and execute expansion opportunities: upsells, cross-sells, and plan upgrades

Build scalable success resources: help docs, webinars, email sequences, and playbooks

Be the voice of the customer internally: bring product feedback, feature requests, and pain points to the product team with data to back them up

Manage renewals and work to maintain a net revenue retention rate above [X]%

What We're Looking For

[2+/3+] years of experience in customer success, account management, or a client-facing role in SaaS

A track record of retaining and growing accounts (show us the numbers)

Strong empathy combined with assertiveness -- you genuinely care about customers and you are not afraid to push them toward best practices

Analytical thinking: you use data to prioritize which accounts need attention and to measure success

Clear, concise communication (written and verbal)

Nice to Have

Experience with customer success platforms ([Gainsight, ChurnZero, Vitally, etc.])

Background in [your industry or domain]

Experience building CS processes from scratch at an early-stage company

What We Offer

Salary: [$85,000 - $120,000] based on experience

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO / remote policy / etc.]

Bonus tied to retention and expansion metrics

A product team that actually listens to customer feedback (because you will be sitting next to them)

How to Apply Send your application with:

Your resume or LinkedIn profile

A brief description (3-5 sentences) of a time you turned a frustrated or at-risk customer into a happy, retained one -- what was the situation and what did you do?

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: It defines success in measurable terms (retention rate, onboarding timeline, account portfolio size) so candidates know exactly what they are signing up for. The "voice of the customer" responsibility signals that this is a strategic role, not a support ticket queue.

Proof-of-work ask: A short story about saving an at-risk customer. This reveals problem-solving ability, empathy, and communication quality in a format that takes five minutes to write.

A quick note: If you are building your hiring process from scratch, these job descriptions are one piece of the puzzle. Our guide to building a minimum viable hiring process covers everything else: sourcing, screening, interviewing, and closing. And if your careers page is not converting visitors into applicants, the best job description in the world won't save you. Make sure both are working together.

hire.page lets you create a branded careers page, post jobs, and manage candidates in one place. It takes about 10 minutes to set up, and yes -- it has an AI job description generator that takes these templates and tailors them to your company automatically. Worth a look if you would rather spend 10 minutes than 2 hours writing JDs.

Template 6: Operations Manager

The Template

Operations Manager at [Company Name] [City, State / Remote / Hybrid] | [$90,000 - $130,000] + Equity

Build the systems that let everyone else do their best work.

About Us [Company Name] is a [stage] startup building [product description]. We are [X] people today and scaling to [X] in the next 12 months. Growth is exciting, but it breaks things -- processes that worked at 5 people fall apart at 20. We need someone who loves turning chaos into systems.

What You'll Do

Design and implement operational processes across the company: hiring workflows, vendor management, financial operations, team coordination

Own our internal tools stack: evaluate, implement, and maintain the software that keeps us running ([examples: Notion, Slack, project management tools, HRIS, etc.])

Manage budgets, contracts, and vendor relationships

Coordinate cross-team projects and ensure nothing falls through the cracks

Build reporting dashboards so leadership has visibility into company health metrics

Plan and execute team events, offsites, and culture initiatives

Be the person everyone goes to when they say "who handles this?" -- and either handle it or build a process so it handles itself

What We're Looking For

[3+/5+] years of experience in operations, business operations, or a generalist role at a startup or fast-growing company

A systems thinker who is also a doer -- you can design a process and execute it yourself

Strong organizational skills and attention to detail (things do not slip through the cracks on your watch)

Financial literacy: you can read a P&L, manage a budget, and make trade-off recommendations

Comfort with ambiguity and a bias toward action

Nice to Have

Experience scaling a company through a significant growth phase (10 to 50+, 50 to 200+, etc.)

Project management certification or training (PMP, etc.) -- not required, but appreciated

HR or people operations experience

What We Offer

Salary: [$90,000 - $130,000] based on experience

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO / remote policy / etc.]

High autonomy: you define the role as much as we do

A front-row seat to every part of the business

How to Apply Send your application with:

Your resume or LinkedIn profile

A brief note (3-5 sentences) describing a system or process you built from scratch that made a measurable impact

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: The opener frames operations as a force multiplier ("Build the systems that let everyone else do their best work"), which is exactly how great ops people think about their role. The responsibilities are specific enough to be real but broad enough to reflect startup reality.

Proof-of-work ask: A description of a system they built from scratch. Operations is about building repeatable processes, so this directly tests the core skill.

Template 7: Data Analyst

The Template

Data Analyst at [Company Name] [City, State / Remote / Hybrid] | [$95,000 - $135,000] + Equity

Turn our data into decisions.

About Us [Company Name] is a [stage] startup building [product description]. We generate [type of data: product usage data, transaction data, customer behavior data, etc.] and we are making too many decisions based on gut feelings instead of evidence. We need someone who can build the analytics layer that changes that.

What You'll Do

Build and maintain dashboards and reports that give product, marketing, and leadership clear visibility into key metrics

Define and track our core KPIs: [examples: activation rate, churn, LTV, CAC, feature adoption, etc.]

Conduct deep-dive analyses to answer business questions: "Why did retention drop last month?" "Which features drive the most engagement?" "What's our most efficient acquisition channel?"

Build and maintain our data infrastructure: [data warehouse, ETL pipelines, BI tools -- name what you use or plan to use]

Partner with product and engineering to instrument data collection properly

Present findings to the team in a clear, actionable format -- no 50-slide decks that nobody reads

What We're Looking For

[2+/3+] years of experience in data analytics, business intelligence, or a quantitative role

Proficiency in SQL (this is non-negotiable -- you will write SQL every day)

Experience with at least one BI/visualization tool ([Metabase, Looker, Tableau, Mode, etc.])

Ability to translate business questions into analytical frameworks and vice versa

Clear communication: you can explain a statistical concept to a non-technical founder without condescension

Nice to Have

Python or R for more complex analysis and modeling

Experience with [your data stack: dbt, Snowflake, BigQuery, Fivetran, etc.]

Familiarity with product analytics tools ([Mixpanel, Amplitude, PostHog, etc.])

What We Offer

Salary: [$95,000 - $135,000] based on experience

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO / remote policy / etc.]

Influence: your analysis will directly shape product roadmap and business strategy

A leadership team that actually wants to be data-driven (not one that ignores dashboards)

How to Apply Send your application with:

Your resume or LinkedIn profile

An example of an analysis you have done -- this can be a work project (sanitized), a personal project, a Kaggle notebook, or even a blog post where you explored a dataset

A brief note on what metrics you would want to look at first if you joined [Company Name]

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: The "About Us" section is refreshingly honest about the problem ("too many decisions based on gut feelings"). This attracts analysts who want to make an impact, not ones looking for a company with a perfectly mature data stack. The responsibilities are specific enough to be credible.

Proof-of-work ask: A past analysis plus a note on first metrics. The past work shows capability, and the metrics note shows strategic thinking and genuine engagement with your business.

Template 8: Content Writer

The Template

Content Writer at [Company Name] [City, State / Remote / Hybrid] | [$75,000 - $110,000] + Equity

Write the content that builds our audience before they ever need our product.

About Us [Company Name] is a [stage] startup building [product description]. We believe that the best marketing doesn't feel like marketing -- it feels like education, entertainment, or genuine help. We need a writer who can create content that people actually want to read, not SEO-stuffed filler.

What You'll Do

Write [X] blog posts, guides, or thought leadership pieces per [week/month] that drive organic traffic and establish [Company Name] as an authority in [your space]

Develop content strategies aligned with our SEO goals and customer journey

Write landing page copy, email sequences, case studies, and social media content as needed

Interview customers, team members, and subject matter experts to produce original, insight-driven content

Optimize existing content for search performance and update it as needed

Track content performance (traffic, engagement, conversions) and iterate based on data

What We're Looking For

[2+/3+] years of experience writing for a [B2B / B2C / SaaS / tech] audience

A portfolio of published work that demonstrates clear thinking, strong structure, and engaging prose

SEO knowledge: you understand keyword research, on-page optimization, and search intent without writing like a robot

Ability to turn complex or technical topics into accessible, interesting content

Self-directed work style: you can manage your own editorial calendar and meet deadlines without hand-holding

Nice to Have

Experience in [your industry or domain]

Familiarity with content tools ([WordPress, Webflow, Ahrefs, Clearscope, etc.])

Multimedia skills: video scripts, podcast outlines, or newsletter writing

What We Offer

Salary: [$75,000 - $110,000] based on experience

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO / remote policy / etc.]

Creative freedom: you will shape our voice, not just follow a template

Bylines on everything you write -- this is your portfolio, too

How to Apply Send your application with:

Your resume or LinkedIn profile

Three writing samples that represent your best work (links preferred)

A headline and 2-3 sentence pitch for an article you would write for [Company Name]'s blog -- something that would be genuinely useful to our audience of [target reader persona]

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: The opener positions content as a strategic investment, not a checkbox. "Write the content that builds our audience before they ever need our product" is a mission that attracts writers who think like marketers. The "no SEO-stuffed filler" line signals quality standards upfront.

Proof-of-work ask: Three writing samples plus an article pitch. Samples prove existing quality; the pitch tests whether they can think strategically about your specific audience.

Template 9: DevOps / Infrastructure Engineer

The Template

DevOps / Infrastructure Engineer at [Company Name] [City, State / Remote / Hybrid] | [$130,000 - $175,000] + Equity

Make sure our systems are as reliable as the promises we make to customers.

About Us [Company Name] is a [stage] startup building [product description]. We serve [type of customers] who depend on our platform for [critical use case]. Our infrastructure currently runs on [high-level tech: AWS / GCP / Azure, Kubernetes, etc.] and we need someone to own its reliability, scalability, and security as we grow from [current scale] to [target scale].

What You'll Do

Own and evolve our cloud infrastructure on [AWS / GCP / Azure]

Build and maintain CI/CD pipelines that let engineers ship confidently multiple times per day

Implement infrastructure as code using [Terraform, Pulumi, CloudFormation -- pick yours]

Monitor system health, set up alerting, and drive incident response when things break

Improve system reliability: target [X]% uptime and reduce mean time to recovery

Manage container orchestration with [Kubernetes / ECS / your setup]

Collaborate with engineering to optimize application performance, database efficiency, and cost

Implement and maintain security best practices: access controls, secrets management, vulnerability scanning

What We're Looking For

[3+/5+] years of experience in DevOps, SRE, or infrastructure engineering

Deep experience with [your primary cloud provider: AWS / GCP / Azure]

Strong Linux systems administration skills

Experience with infrastructure as code ([Terraform / Pulumi / CloudFormation])

Container and orchestration experience ([Docker, Kubernetes])

An on-call mindset: you understand that reliability is a feature, not an afterthought

Nice to Have

Experience with [specific tools in your stack: Datadog, PagerDuty, Prometheus, Grafana, etc.]

Database administration experience ([PostgreSQL, MySQL, Redis, etc.])

Security certifications or experience implementing SOC 2 / ISO 27001 compliance

What We Offer

Salary: [$130,000 - $175,000] based on experience

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO / remote policy / etc.]

On-call compensation or time-off-in-lieu policy

Budget for certifications and training

Architectural ownership: you will design the systems, not just maintain someone else's decisions

How to Apply Send your application with:

Your resume or LinkedIn profile

A brief description (3-5 sentences) of the most interesting infrastructure challenge you have solved -- what was the problem and how did you approach it?

Any relevant certifications, blog posts, or open-source contributions (optional, but appreciated)

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: The opener ties infrastructure to customer promises, framing the role as business-critical rather than back-office. The on-call policy and compensation are mentioned upfront, which most DevOps job descriptions avoid -- candidates notice this transparency.

Proof-of-work ask: A description of an infrastructure challenge they solved. This tests technical communication and problem-solving approach without requiring them to share proprietary architecture details.

Template 10: Product Manager

The Template

Product Manager at [Company Name] [City, State / Remote / Hybrid] | [$115,000 - $160,000] + Equity

Decide what we build next -- and make sure it matters.

About Us [Company Name] is a [stage] startup building [product description] for [target market]. We have [traction metric] and have reached [stage of product development: product-market fit / scaling / expanding to new segments]. We need a product manager who can translate customer needs and business goals into a product roadmap that the engineering team can execute against.

What You'll Do

Own the product roadmap for [specific product area or entire product if early-stage]

Talk to customers regularly (minimum [X] calls per [week/month]) and synthesize feedback into actionable product insights

Write clear product specs that engineering can build from without a 2-hour meeting for every feature

Prioritize ruthlessly: say no to 80% of ideas (including your own) to focus on the 20% that move the needle

Define and track success metrics for every feature you ship

Collaborate with design, engineering, marketing, and sales to ensure alignment from concept through launch

Run experiments and make data-informed decisions about what to build, change, or kill

What We're Looking For

[3+/5+] years of product management experience, ideally in [B2B SaaS / consumer / marketplace -- your context]

Track record of shipping products that users actually adopted (not just shipped and forgotten)

Strong analytical skills: you can pull data, run analyses, and make quantitative cases for product decisions

Excellent communication: you can write a clear product spec, present a strategy to leadership, and resolve disagreements between engineering and design

Technical literacy: you do not need to code, but you need to understand technical trade-offs and hold your own in architecture discussions

Nice to Have

Experience at an early-stage startup where you wore multiple hats

Domain expertise in [your industry]

Experience with [relevant tools: Jira, Linear, Productboard, Amplitude, etc.]

What We Offer

Salary: [$115,000 - $160,000] based on experience

Equity: [X]% - [X]%

Benefits: [health, dental, vision / PTO / remote policy / etc.]

A direct line to customers (no layers of account managers between you and user feedback)

Engineering team that respects product and collaborates rather than just taking orders

How to Apply Send your application with:

Your resume or LinkedIn profile

A brief note (3-5 sentences) describing a product decision you made that was controversial or unpopular at the time but proved to be right -- or one that you got wrong and what you learned from it

Bonus: a link to a product teardown, blog post, or tweet thread you have written about product strategy

[Company Name] is an equal opportunity employer. We value diversity and are committed to creating an inclusive environment for all team members.

Why this works: The opener is a perfect filter. "Decide what we build next -- and make sure it matters" attracts PMs who want real ownership. The requirement about saying no to 80% of ideas signals that this is a startup that values focus over feature creep. Candidates who love building bloated product roadmaps will self-select out.

Proof-of-work ask: A story about a controversial product decision (right or wrong). This reveals judgment, self-awareness, and communication skills simultaneously. A PM who cannot articulate a strong product opinion in 3-5 sentences will struggle in the role.

How to Customize These Templates

These templates are starting points, not finished products. Here is how to adapt them for your specific situation.

Remote vs. Office vs. Hybrid

If fully remote: Add a section about your remote work culture. Mention time zone expectations ("We are a distributed team. This role requires at least 4 hours of overlap with US Eastern Time"), your communication tools (Slack, Notion, Loom), and how you maintain team connection (quarterly offsites, virtual team events, etc.).

If office-based: Be specific about the location and any flexibility. "We work from our office in [City] four days a week with flexibility for one remote day" is much better than "hybrid." Mention commute perks if you have them (parking, transit stipend).

If hybrid: Define what hybrid actually means. "Hybrid" is one of the most abused words in job descriptions. Candidates have been burned by "hybrid" roles that turned out to be "fully in-office with the theoretical possibility of working from home if you ask nicely." State the expectation clearly: "In-office Tuesday through Thursday, remote Monday and Friday."

Early-Stage (Pre-Seed / Seed) vs. Funded (Series A+)

If early-stage: Lean into the opportunity, not the stability. Emphasize equity, impact, learning, and proximity to founders. Be honest about what you do not have yet: "We do not have a dedicated HR team, a 401k match, or catered lunches. What we do have is a real problem to solve, meaningful equity, and a team of [X] people who are building something they believe in."

If funded: You can offer more competitive compensation and benefits. Mention your investors if they are recognizable (it is social proof). Emphasize the scale of the opportunity: "We just raised our Series A to take our product from [X] customers to [X]."

Industry-Specific Adjustments

If you are in a regulated industry (fintech, healthcare, edtech), add relevant compliance or domain experience to the "Nice to Have" section, not the "Must-Have" section (unless it truly is non-negotiable). For example: "Familiarity with HIPAA compliance requirements" or "Understanding of financial services regulations."

If you are in a technical domain, calibrate the technical depth of your requirements. A data analyst at a data infrastructure company needs different SQL skills than a data analyst at an e-commerce startup. Be specific about your technical bar.

The AI Alternative: Generate Tailored Job Descriptions in Seconds

All 10 templates above are designed to be customized by hand. Fill in the brackets, adjust the requirements, tweak the tone, and post. For most roles, this should take 10-15 minutes.

But if you are hiring for multiple roles at once -- or if you want a job description that is already tailored to your company's voice, product, and stage -- there is a faster way.

hire.page's AI job description generator takes the same principles behind these templates and applies them automatically. Paste in a few sentences about your company, select the role, and get a complete, ready-to-post job description in seconds. It includes:

Role-specific proof-of-work asks
Salary range placeholders calibrated to market data
Your company context woven into the "About Us" section
Proper formatting for your careers page

It is not a replacement for thinking about what you actually need (that is still your job). But it eliminates the blank-page problem and gives you a strong first draft that you can refine. Combined with the considerations from our guide on AI in the hiring process, it is a practical way to use AI as a tool that saves time without losing the human touch.

Frequently Asked Questions

How long should a job description be?

Between 300 and 700 words. That is not a guess -- Indeed's research on job posting performance found that descriptions in this range receive the highest application rates. Below 300 words feels thin and raises questions about the role. Above 700 words and you start losing candidates. Every template in this post falls within this range. Resist the urge to add more.

Should I include salary ranges in job descriptions?

Yes. Beyond the legal requirements in many US states (Colorado, New York, California, Washington, and more), salary transparency is a competitive advantage. Job postings with salary ranges get 75% more clicks and attract more qualified applicants who have already self-selected based on compensation expectations. You also waste less time interviewing candidates who are outside your budget. If you are concerned about existing employee reactions, that is a separate compensation equity problem worth solving -- not a reason to hide ranges from candidates.

Should I require a cover letter?

No. Traditional cover letters are largely performative. Most are generic, AI-generated, or copy-pasted. Instead, use a targeted proof-of-work ask (as every template above does). A 2-minute video, a relevant work sample, or a 3-sentence note about why they are interested provides 10x more signal than a cover letter. If you must ask for something written, make it specific: "Tell us about a time you [relevant situation]" is far more useful than "Please submit a cover letter."

How do I handle job descriptions for roles I have never done myself?

Talk to someone who has. Find a friend, advisor, or industry contact who has held the role and ask them three questions: What does a great day look like in this role? What skills are truly non-negotiable? What would you look for in a candidate? You can also look at how companies you admire describe similar roles (not to copy -- to calibrate). The biggest mistake founders make is listing requirements they have seen on other job descriptions without knowing whether those requirements actually matter.

Can I use the same job description on multiple job boards?

You can, but you should not use it verbatim on your careers page. Job board listings are often constrained by format and compete with hundreds of other postings -- they need to be punchy and front-load the most important information. Your careers page listing can be more detailed and should include your company branding, team photos, and culture content. The templates in this post work well for both contexts, but consider your careers page as the "full version" and job board postings as the "trailer."

How often should I update job descriptions for ongoing roles?

Revisit them every 60-90 days if the role is still open. Requirements evolve. Compensation benchmarks shift. Your company stage changes. A job description written when you were 5 people may not be accurate at 15 people. Also, refreshing a listing on job boards resets the "posted date" and can improve visibility.

What is the biggest mistake startups make in job descriptions?

Listing too many requirements. Every unnecessary requirement is a candidate filter that removes good people from your pipeline. The LinkedIn data is clear: women apply when they meet 100% of requirements, men apply at 60%. Over-specifying requirements disproportionately shrinks your female candidate pool and your overall diversity. Be ruthless about separating must-haves from nice-to-haves, and ask yourself honestly: "Would I reject a great candidate who didn't have this specific qualification?" If the answer is no, move it to nice-to-have or remove it.

Should I mention my company's funding or investors?

Only if it adds credibility and is relevant to the candidate. "We are backed by [well-known VC]" can be useful social proof. "We raised $2M from a syndicate of angel investors you have never heard of" adds nothing. Candidates care about what the company does, what the role involves, and what they will be paid. Funding details are a footnote, not a headline.

Stop Writing Job Descriptions from Scratch

You now have 10 complete templates, a universal framework, and the principles behind why each one works. You can copy any template, fill in your company details, and have a job posting ready in 10 minutes. No committee meetings. No three rounds of HR review. No staring at a blank page.

But the job description is only step one. It needs to live somewhere candidates can find it -- a careers page that looks professional, loads fast, and makes applying frictionless. And it needs to feed into a hiring process that actually tracks candidates, enables team collaboration, and doesn't lose great people in a shared inbox.

That is exactly what hire.page does. A modern ATS and careers page builder designed for startups, with an AI job description generator built in. Paste your company context, pick the role, and get a tailored job description in seconds. Post it to your branded careers page. Track every applicant from first click to offer letter.

Starter plan: $59/month. Pro plan: $129/month. No annual contract required. No per-seat pricing surprises.

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Your next great hire is already searching for a role exactly like the one you just described. Make sure they find it.