Why Your Job Description Is Repelling Top Engineers (and How to Fix It)

You're hiring.
You've got budget.
You post a job—and then... nothing.

A few unqualified resumes.
A couple ghosted interviews.
Maybe one engineer who’s “kind of” close.

Sound familiar?

Before you blame the talent pool or the market, ask yourself one question:

Is your job description actually pushing good engineers away?

1. You’re Using Buzzwords They’ve Seen 1,000 Times

“Fast-paced environment.”
“Team player.”
“Opportunity to wear many hats.”

These phrases sound good—but they say nothing. Engineers are highly analytical. They want clarity, not fluff.

Fix it: Be specific. Talk about the actual tech stack, types of projects, and how their work will impact the product or business. Drop the clichés.

2. You’re Asking for a Unicorn

Looking for someone with 10 years of experience, four degrees, and expertise in five languages… for a mid-level role? That’s not a job description—that’s a wish list.

Fix it: Prioritize. What’s truly required, and what can be learned on the job? The best hires aren’t perfect—they’re capable and coachable.

3. You’re Not Talking About Them

Most job descriptions read like internal memos. It’s all “we need” and “you must.”

But great engineers don’t apply because you need help. They apply because the role aligns with their goals.

Fix it: Flip the script. Talk about what they’ll learn, who they’ll work with, what kind of impact they’ll have. Engineers are problem solvers—sell them the problem.

4. You’re Hiding Compensation (and Other Dealbreakers)

“Compensation commensurate with experience.”
No one trusts that line.

In today’s market, transparency is power. Top engineers are flooded with options—and they’ll skip listings that feel vague or evasive.

Fix it: If you can’t list the full salary, at least provide a range. Mention the benefits. And yes—say if it’s remote, hybrid, or on-site clearly.

5. You’re Not Writing Like a Human

Job descriptions often sound like they were copy-pasted from a 2004 HR manual.

Here’s a secret: your JD is also a piece of marketing. It needs to be clear, honest, and human.

Fix it: Write like you speak. Read it out loud. If it sounds robotic or overly formal, rewrite it. You’re not just listing duties—you’re inviting someone to join your team.

Final Thought

The best engineers aren’t applying to every job they see.
They’re choosing the opportunities that speak to them.

If your job post sounds like every other one out there… it’s probably not speaking to anyone.

Want help creating technical job descriptions that attract top-tier candidates?
That’s what we do.

Let’s talk.