How to write a great job ad for developers
Follow these 8 tips to craft job listings that help you attract developers to your team.
For many companies, attracting the right developers is core to achieving their mission. But how do you craft a compelling job ad for software engineers that stands out in a crowded marketplace and that truly speaks to the developers you’re hoping to bring on board?
We’ve previously shared some tips on how you can make your job listings more human and engaging. Today, we take a look at what additional best practices should you keep in mind when you’re looking to appeal to engineers who’re on the search for a new role.
We absolutely loved this latest job listing for a Senior or Staff Software Engineer role at Close. Let’s analyze what makes this job listing so effective—and break down 8 tips you can apply the next time you’re writing a job ad for a technical role.
8 elements of a job ad that help you find the right developers for your team
1. Start with a clear, descriptive job title
The listing title is the first thing candidates see, and getting it right can make the difference between your ideal candidate clicking into the details of your listing or them scrolling past it. So make sure your job listing title is descriptive and specific, for example by including insights on the level of experience you’re looking for or the technology you’re using right in the job title.
In the example above, Close makes it crystal clear that they’re looking for experienced engineers at the senior or staff level and a developer who’s excited about working in Python—and that increases the chance that candidates who match this profile will check out the details of the listing.
2. Provide a transparent salary range right at the top
Pay ranges for developers can vary greatly depending on experience and location. Close shares the salary range for this position right at the top, allowing candidates to assess if it’s in line with their expectations. Being upfront about compensation shows respect for the candidate’s time and demonstrates a commitment to transparency.
3. Add a concise “About Us” section
Take a close look at what Close does here! In only a few sentences, they provide a comprehensive overview of the company. The “About Us” section covers team size, values, product, target customers, and goals, offering candidates a quick snapshot of what the company is about. Without doing extensive research, applicants can quickly determine if Close aligns with their values and the work they’d like to do.
4. Focus on the tech stack
The heart of a developer job listing is the nitty gritty about the tech stack. So don’t save on details here. Extensive information about the technologies team members are working with helps candidates understand whether their skills, experiences, and preferences align with the job requirements.
Close’s job listing dedicates an entire paragraph to the tech stack the backend engineers use, and they also share a link to their StackShare overview for a more complete look into the tools the team relies on the most.
5. Give examples, examples, examples
Contributing to a product can take many forms. But what exactly will working with your team look like? By providing concrete project examples within their job ad, Close offers candidates a clearer understanding of their potential role and impact and demonstrates the diversity and scope of the work.
When you write your next job ad, share examples of current or future projects this role might get involved with, setting accurate expectations and allowing candidates to visualize their day-to-day work and how they might fit into the team.
Plus, sharing work your team has done in the past is always a fantastic idea, too!
Close, for example, shares links to some of the open-source projects they’ve made available on GitHub and also reminds applicants that they have an entire blog dedicated to how they build their product.
6. Make bonus points explicit
You might know the “it’s not a strict requirement, but would be a plus” criteria that often remain on the minds of recruiters and hiring managers. Close puts them straight into the job ad. This allows candidates to see what additional skills and experiences might set them apart—and enables them to tailor their applications accordingly.
7. Explain what async work means for you
Asynchronous collaboration is key to successful remote collaboration, and every company has its unique way of doing async. In this job ad, Close doesn’t only mention async as their default but even provides a precise number of hours per week most teams spend in internal meetings—rarely seen and undoubtedly worthwhile copying!
8. Guarantee feedback & show interest in the unique candidate
Close ends their job listing with details about the hiring process. A big plus: They guarantee each candidate, regardless of fit, will hear back from them. They also encourage candidates to refrain from relying on AI tools—because they really want to see the humans behind the application 💜.
If reading the job listing made you curious to learn more about the good folks at Close, check out their People-First Jobs Profile here.
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Charlotte Carnehl