You post a job… over 500 applicants, wow! But how many of them actually have the right qualifications and experiences needed to succeed?
If you’re wondering why your job posting isn’t attracting the kind of product talent you need, chances are your job description is your biggest roadblock.
Here’s why it’s turning great product leaders away—and how to fix it.
Common Mistakes Startups Make
1. Buzzword Overload
Sure, “rockstar,” “ninja,” or “guru” might sound cool, but they’re empty calories. Experienced product leaders see right through fluff, and buzzwords scream, “We don’t actually know what we want.” Keep it clear, direct, and authentic.
2. Vague and Overly Broad Descriptions
“Lead product initiatives and collaborate cross-functionally” means almost nothing. What exactly will this person own? What problems will they solve? Be precise; clarity attracts clarity.
3. Unrealistic Expectations
Expecting 10+ years of product management experience for your early-stage startup? Time to reality-check. Great leaders look for roles that match their growth trajectory, not a laundry list of impossible requirements.
4. Zero Clarity on Impact or Reporting
Great product leaders thrive on knowing their impact. Who do they report to? What metrics matter? Define how their role contributes directly to your startup’s success.
5. Title and Responsibility Mismatch
Don’t call it a VP if you actually need a senior PM. Ambiguity here frustrates candidates and signals confusion within your leadership. Align your titles with real responsibilities.
Understand What Top Product Leaders Want
Top-tier product folks aren’t just looking for another job, they’re looking for opportunities to apply their past experiences, grow their skills and have real impact.
Your job description should clearly answer:
- What big problems will they solve?
- How will this role help them advance professionally?
- What’s genuinely exciting about joining your startup/mission?
How to Craft Effective Job Descriptions
1. Clearly Defined Responsibilities
Clearly outline the specifics; what exactly will the hire manage, launch, or scale? Get specific on objectives and measurable outcomes.
2. Know Your Deal Breakers
Differentiate “must-haves” from “nice-to-haves.” If certain domain expertise or type of GTM is crucial, say it. But if it’s just a plus, don’t lose good candidates by making it sound mandatory.
3. Realistic, Inclusive Qualifications
“Inclusive” isn’t just a buzzword; it means broadening the talent pool. Focus on capabilities over credentials. Great product talent comes from diverse backgrounds, locations, and experiences, not just big-name companies.
4. Sell Your Vision and Mission
Why should someone choose your startup? Clearly communicate what makes your mission compelling. Tell your story, showcase your vision, and make it irresistible.
5. Highlight Your Culture and Growth Opportunities
Culture is more than free snacks and remote working flexibility. Highlight how your environment empowers autonomy, values experimentation, and genuinely supports professional growth. This speaks directly to ambitious product leaders.
Your job description is your first impression, so you better make it count. Clear, precise, and authentic descriptions attract the right talent. Ditch the clichés, focus on real impact, and show qualified product candidates why your startup is exactly where they want to grow next.
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