Job Description Templates
Three job description formats for technical, sales, and operations roles. Each is structured to attract qualified candidates, reduce application noise, and communicate your company culture honestly.
Technical Role Job Description
Best for: software engineers, product managers, data scientists, and technical leads
Role Header
[Job Title] — [Full-Time / Part-Time / Contract] | [Location / Remote]
The Impact
In your first 90 days, you will [specific measurable outcome]. You'll own [core responsibility] for a team of [X] and be a key driver of [company objective].
What You'll Build
[3-5 specific technical responsibilities. Reference the stack: e.g., "Build scalable APIs in TypeScript on AWS, working closely with the frontend team."]
Must Have
[X]+ years of [specific technology]. Proven experience with [key skill]. Track record of [measurable outcome].
Nice to Have
Experience with [secondary technology]. Contributions to open source. [Domain expertise].
Compensation
$[Min]–$[Max] base salary + equity. [Benefits summary]. No degree requirement.
Sales Role Job Description
Best for: AEs, SDRs, BDRs, and sales managers where compensation transparency is essential
Role Header
[Account Executive / SDR / Sales Manager] — [Territory / Vertical]
The Opportunity
You'll own [territory / vertical / segment] and build pipeline from scratch in a category with no dominant player. Quota: $[Annual Quota]. Current team attainment: [X]%.
What You'll Do
Run the full sales cycle from outbound prospecting to close. Average deal size: $[ACV]. Average sales cycle: [X] weeks. Tools: [CRM / Dewx GTM Hub / LinkedIn Sales Navigator].
What We're Looking For
[X]+ years of B2B sales experience. Proven quota attainment. Experience selling to [ICP title / industry]. Comfortable with [outbound / PLG / channel] motion.
Compensation
OTE: $[Min]–$[Max] (50/50 base/variable split). Uncapped commission. Equity. [Benefits].
Operations Role Job Description
Best for: operations managers, COOs, project managers, and business analysts
Role Header
[Operations Manager / COO / Head of Ops] — [Location / Remote]
The Role
You'll be the operational backbone of a [X]-person company, owning everything from finance and HR to vendor management and process design. You report to the [CEO / Founder].
Key Responsibilities
Own month-end close in partnership with [CFO / bookkeeper]. Build and improve core business processes. Manage [X] direct reports. Lead vendor negotiations. Drive [OKR / metric focus].
What We're Looking For
[X]+ years in an operations or general management role. Comfortable with ambiguity and building from scratch. Data-driven and fluent in [spreadsheets / BI tools]. Experience with [relevant industry] preferred.
Metrics You'll Own
Operating efficiency, gross margin, team productivity metrics, and vendor spend. You'll report these weekly to the leadership team.
How to Use These Templates
Start with the 90-day outcome
Before writing requirements, define what success looks like at 30, 60, and 90 days. This forces clarity on what the role actually does vs. what a generic posting says.
Include salary range
Job postings with salary ranges get significantly more qualified applications. Hiding compensation wastes everyone's time and is increasingly required by law in many states.
Split must-haves from nice-to-haves
Research shows many candidates — especially women — won't apply unless they meet every listed requirement. Move aspirational items to "nice to have."
Test and iterate
If you get fewer than 10 qualified applicants in 2 weeks, the JD or channel is wrong. Rewrite the hook, adjust requirements, or try different job boards.
Customize in Dewx
Inside Dewx, tell Dew: "Write a job description for a [Role] at [Company] who will [primary responsibility] with a salary of $[range]." Dew writes an inclusive, impact-first JD, posts it to your target job boards, and creates a hiring pipeline in the GTM Hub where you track every candidate from application to offer.
Related Templates
Frequently Asked Questions
What makes a job description effective?
The best job descriptions are specific about what the role does in the first 90 days, honest about team culture, clear on must-have vs. nice-to-have requirements, and transparent about compensation. They avoid jargon like "rockstar" or "ninja" and focus on impact rather than activity. Including salary range increases application rates by 30%+ in most markets.
How long should a job description be?
Aim for 300-700 words. Shorter descriptions get more applications but lower quality. Longer descriptions (700-1,200 words) attract candidates who self-select based on detail, which reduces irrelevant applications. Never write over 1,500 words — candidates stop reading. Lead with the most compelling information: impact, team, and compensation.
How do I write an inclusive job description?
Audit your language: replace "he/she" with "they," avoid unnecessarily gendered words ("aggressive" skews male, "nurturing" skews female), and reduce credential inflation (don't require a degree if the role doesn't need one). Tools like Textio can flag biased language. Split requirements into "must have" and "nice to have" to encourage more candidates to apply.
How does Dewx help with hiring and recruitment?
Dewx GTM Hub manages your hiring pipeline. Dew drafts job descriptions from a role brief, posts them to job boards, tracks applicants in a structured pipeline, and scores candidates against your requirements. When it's time to reach out, Dew writes personalized outreach messages to passive candidates on LinkedIn — turning recruiting into a proactive GTM motion.
Recruiting, Automated
Simple, Transparent Pricing
Starting at $29/mo for solopreneurs. $79/mo for teams. All features included.
View pricingHire Faster, Hire Better
Dew drafts job descriptions, posts to job boards, scores candidates, and manages your hiring pipeline — all from one place.
Try Dewx FreeWrite Job Descriptions That Attract A-Players
Dewx GTM Hub turns a role brief into an inclusive, impact-first job description in seconds — then manages your entire hiring pipeline from application to offer.