What a great job description looks like

Specific beats generic

The best job descriptions aren't the longest — they're the most specific. Vague postings attract vague applicants. The clearer you are about the role, the better your matches will be, because our engine scores candidates against exactly what you spell out.

Include the details that drive matching

Lead with the title and level (Senior, Manager, Director, Controller, CFO). State a base-salary range — it's one of the strongest matching signals and it filters out mismatches early.

List the must-have skills and any required certifications (CPA, CIA, and so on), the years of experience, the location and work model (remote, hybrid, in-office days), and the industry or company-size background you want.

Separate must-haves from nice-to-haves

Be honest about what's truly required versus preferred. Marking something as a hard requirement narrows the field; marking it as preferred lets strong-but-imperfect candidates still surface. Our intake lets you flag both, so use it.

You can refine after you post

You don't have to get it perfect on the first pass. After you post, our team confirms the details with you and fine-tunes the criteria — so your shortlist sharpens as we learn what you actually want.