Understanding Job Descriptions

When several people have sent me the same job listing you know it's going to be an eye-opener. Highlights include: “You will DM 100 creators in a weekend because you want to.” “You stay up till 1am editing a brief.” “Factory floor manager whose product is creators.” “We drink raw milk, eat nose to tail…” casually inserted into a job description like it’s a core competency. Beyond the obvious chaos of it all and the inevitable reaction from founders or reply guys of "well don't apply then" this stuff matters because job descriptions shape industry norms. When did permanently-on become aspirational? When did exhaustion become evidence of ambition? And when did we stop separating “cares deeply about the work” from “has absolutely no sustainable working boundaries whatsoever”? There’s something fascinating about how often these listings romanticise hustle while simultaneously positioning actual operational support, process, structure or collaboration as weakness. But hey, let’s look at the positives: the transparency from Organised here. Because yes they may be hell bent on building a culture that expect unsustainable working patterns at least this job listing serves a huge warning label! 

But hey, why stop there? Maybe throw in some expertise in deep learning, blockchain, and astrophysics while you're at it. You know, just in case the entry-level analyst needs to predict black holes while building dashboards. It’s become a trend on LinkedIn, job postings that read more like a wish list than a real role description. 📌 Entry-level roles demanding 10+ years experience 📌 Job descriptions blending the responsibilities of Data Analysts, Data Scientists, and Data Engineers into one role 📌 Tools listed that perform the same function Why Does This Happen? 1️⃣ Lack of Understanding – Some recruiters do not fully grasp the differences between data roles and simply lump everything together. 2️⃣ The ‘More is Better’ Mindset – A belief that listing every possible tool will attract the best candidate. How to Fix It ✔️ Consult the Experts ✔️ Define whether you need a Data; Analyst, Scientist, Engineer, or Architect. These are not interchangeable. It has become common for recruiters to mash up the responsibilities as if they’re just different names for the same job. To be clear: they’re not. 📌 A Data Analyst interprets data, builds reports, and supports business decisions. They need strong skills in Excel, Power BI, SQL, and basic Python or R (if needed). 📌 A Data Scientist builds machine learning models, works with large datasets, and focuses on predictive analytics. They typically use Python, R and basic statistics. 📌 A Data Engineer builds and maintains data pipelines and infrastructure to ensure data flows smoothly. Their tools? SQL, Python, Spark, AWS, Databricks, Snowflake—more on the back-end side of things. 📌 A Data Architect designs the overall structure of a company’s data systems. Think database design, governance, and ensuring scalability. Now, why do recruiters mix these up? 🔹 They assume all "data" jobs are the same - If it has "data" in the title, it must involve Excel and SQL, right? (Wrong.) 🔹 They want a unicorn – Instead of hiring three specialized professionals, they try to squeeze all those responsibilities into one person to "save costs." The result? A burned-out employee who eventually quits. Let’s Do Better If you’re a recruiter (or a hiring manager), here’s what you can do: ✅ Know what you actually need – Do you need an analyst to build reports, or an engineer to manage data pipelines? ✅ Ask the team – Before listing "must-have" skills, consult with the data professionals to see what’s actually required. ✅ Be realistic – No one knows 15+ tools at an expert level and no one should need to. ✅ Prioritize Key Skills – Instead of a 20-tool laundry list, focus on the core 3-5 tools that align with your company’s stack. If your team uses Power BI, there’s no need to demand expertise in Tableau. Stop hunting for mythical "full-stack data scientists with 10 years of experience in tools that didn’t exist five years ago" and start hiring real people with real skills for real roles.

7 Job Description Phrases That Should Make You Pump The Brakes (& What They Really Mean): 1. “We’re A Family” Companies that use this are typically out of touch with what their employees actually want and need. If you see this on a job description, be wary of a culture that might be manipulative in all facets (compensation, boundaries, workload, and trajectory). 2. “Looking For A Self Starter” While companies might bill this as you being able to be “entrepreneurial” or an “owner,” it can often mean there’s a lack of: - Onboarding - Training - Support So make sure you get clarity on those. 3. “We Work Hard And Play Hard” Companies like this typically expect to be the center of your life. You “work hard” all week, which typically means unhealthy workloads, after-hours Slacks, etc. Then you “play hard” with mandatory happy hours and other post-work events. 4. “No Two Days Are The Same!” This roughly translates to: “We don’t have any real standard systems or processes and we’re pretty much making it up as we go.” That tends to lead to a chaotic environment where you always feel behind and overwhelmed. 5. “Looking For A Rockstar / Ninja / Guru” This typically means the company is looking for someone to step into a role and do pretty much everything with minimal training. Companies that use this language also tend to not pay very well for these types of roles or that amount of work. 6. “Thrives Under Pressure” If a job requires thriving under pressure, it typically means every day is a stressful one. Everything is an emergency, the deadlines are always shared with little notice, and you’re in fight-or-flight mode 5 days a week (if not more). 7. “Wear Many Hats” This job is basically going to be multiple jobs, with full workloads, all rolled into one. Companies try to spin it as an opportunity to gain experience quickly, to have a lot of ownership, etc. What it really means is that you’re probably going to be overworked and underpaid.

How much do the words in a job ad matter? More than you think. I’ve seen how often job seekers are left to decode the fine print in postings. The words matter. Lensa has analyzed 400M+ postings and 20M+ applications since 2015. We've identified five key factors you need to watch for: • Length: Postings in the 200-400 word range usually give enough detail without drowning you. Very short posts can mean vague expectations. Extremely long ones can signal a company that isn’t clear on priorities. • Salary ranges: If pay is listed, you can compare quickly and avoid wasting time. If it isn’t, know you’ll likely have to push for clarity later. • Coded language: Words like “aggressive” or “dominant” can tell you something about culture. If those words don’t fit how you work, beware. • Buzzwords: “Rockstar,” “ninja,” “genius.” These don’t define the job. If you see them, look closely at the actual responsibilities before deciding to apply. • Benefits: Health coverage, retirement, flexibility. If these appear early in the posting, it’s a sign the company knows they matter and wants to compete for talent. Read the ad like a preview of how the company operates. Clarity in the post often predicts clarity in the job. Make your move. But first, read the words.

🚀 Analyzing Common Mistakes in AI Job Descriptions that Recruiters are Making 🚀 Are you struggling to attract suitable candidates for your AI-related role, such as AI Architect, AI Director, or AI Strategy VP? 📉 It might be time to reevaluate your job descriptions! Supporting my students and mentees in their recruitment journeys, I've found that mistakes in job descriptions can severely impact the hiring process. Here are some common pitfalls to avoid: 1. **Vague Job Titles**: Ensure your job titles are precise. For instance, use "Senior AI Architect" instead of a generic "AI Expert." 2. **Overemphasis on Specific Tools**: While knowing specific tools is essential, don't alienate great candidates by demanding expertise in every tool. Focus on adaptable and broad skill sets. 3. **Not Including Growth Opportunities**: Candidates want roles where they can advance their careers. Highlight the growth potential within your job descriptions. 4. **Unrealistic Expectations**: Avoid setting the bar too high with requirements like a master's degree plus ten years of experience for an entry-level role. Balance ambition with realism. 5. **Neglecting Salary Information**: Be transparent. A salary range can make your position more appealing and filter appropriate candidates. 6. **Failure to Describe Role Impact**: Emphasize how the role contributes to the organization. Motivated candidates are often driven by meaningful work. 7. **Poorly Structured Descriptions**: Make your job descriptions readable with clear, concise language, bullet points, and structured formats. 8. **Outdated Descriptions**: Roles evolve. Regularly update job descriptions to reflect current responsibilities and requirements. 9. **Inadequate Company Information**: Include your values, mission, vision, and accomplishments. Make candidates excited to join your team. 10. **Weak Call to Action**: Encourage applications with a strong CTA. Provide clear instructions on how to apply. 11. **Relying Solely on Job Boards**: Diversify your approach. Use social media, your company website, and professional networks to reach a broader audience. 12. **Neglecting the Candidate Experience**: Communicate consistently with candidates. Acknowledge applications and provide timely feedback to maintain a positive impression of your organization. Let's refine our job descriptions to entice the top-tier talent you need! 📈 Let's make hiring a more precise and efficient process for everyone involved. 👥 #Recruitment #Hiring #JobDescriptions #TalentAcquisition #AIJobs #CareerGrowth #InclusiveHiring #CandidateExperience #Mentorship #ProfessionalDevelopment

A job description is not a checklist of requirements. It is a hiring manager telling you exactly how to get the job, and most engineers just do not know how to read it. I have coached engineers who self-rejected from roles they were perfect for and others who landed roles they did not qualify for on paper. The difference was never the resume.  It was how they read the posting. Here is how to read a job description like the person deciding who gets hired: 𝗦𝘁𝗲𝗽 𝟭. 𝗙𝗶𝗻𝗱 𝘁𝗵𝗲 𝗿𝗲𝗮𝗹 𝗽𝗿𝗼𝗯𝗹𝗲𝗺 𝗯𝗲𝗵𝗶𝗻𝗱 𝘁𝗵𝗲 𝗿𝗼𝗹𝗲 Weak: Reading the description as a list of tasks you need to have already done. Strong: Asking what problem this team is hiring to solve and where this role fits in it. Companies do not hire for tasks. They hire to solve a problem.  Find it and you know exactly what to emphasize. 𝗦𝘁𝗲𝗽 𝟮. 𝗦𝗲𝗽𝗮𝗿𝗮𝘁𝗲 𝘁𝗵𝗲 𝗺𝘂𝘀𝘁-𝗵𝗮𝘃𝗲𝘀 𝗳𝗿𝗼𝗺 𝘁𝗵𝗲 𝘄𝗶𝘀𝗵 𝗹𝗶𝘀𝘁 Weak: Self-rejecting because you do not match every bullet point. Strong: Identifying the three or four requirements the role actually depends on and focusing there. Most job descriptions are a wish list.  Matching most of a senior role is usually enough to be a serious candidate. 𝗦𝘁𝗲𝗽 𝟯. 𝗠𝗶𝗿𝗿𝗼𝗿 𝘁𝗵𝗲𝗶𝗿 𝗹𝗮𝗻𝗴𝘂𝗮𝗴𝗲 𝗯𝗮𝗰𝗸 𝘁𝗼 𝘁𝗵𝗲𝗺 Weak: Describing your experience in your own words and hoping they connect the dots. Strong: Using the exact framing from the posting to describe the work you have already done. The reader spends seconds deciding if you fit.  Speak their language and you make that decision easy. 𝗦𝘁𝗲𝗽 𝟰. 𝗥𝗲𝗮𝗱 𝘁𝗵𝗲 𝗹𝗲𝘃𝗲𝗹 𝘀𝗶𝗴𝗻𝗮𝗹𝘀, 𝗻𝗼𝘁 𝗷𝘂𝘀𝘁 𝘁𝗵𝗲 𝘁𝗶𝘁𝗹𝗲 Weak: Trusting the title to tell you the seniority of the role. Strong: Reading the scope, ownership, and impact described to understand the real level. The same title means different things everywhere.  The responsibilities tell you the truth the title hides. A job description is not a wall you have to clear. It is a map, if you know how to read it. The engineers who target well apply to fewer roles and hear back from more of them. Save this post before your next application. If you keep applying and not hearing back, comment TARGET.  Let me show you how to read the roles you actually want.

When I graduated with a Bachelor of Arts majoring in Psychology, I found myself entering a job market in recession. Opportunities were scarce, and despite my degree, I struggled to land a role. Eventually, I secured a position at Coca-Cola’s call centre, managing a 1-800 number across Australia and New Zealand. Our small team worked shifts handling consumer complaints, and if there’s one thing I learned quickly - it’s that people are incredibly passionate about their Coke. 💬 “I just bought a can of Coke from my local dairy, and it’s flat! I need to speak to your manager!” To manage these conversations, we were given the title Consumer Affairs Executive. It sounded impressive, and it certainly helped diffuse complaints when I could say, “You're speaking to the Consumer Affairs Executive.” But here’s the issue… If I had used that title on my resume or LinkedIn, it wouldn’t have meant much to hiring managers. In reality, my role was a Customer Service Representative, and that’s the title that would have been understood in the job market. Many organisations use internal titles that don’t reflect industry norms. While they may serve an internal purpose, they can become a barrier when moving roles. If you’re in this situation, consider: ✔ Using a market-relevant title on your LinkedIn and resume while acknowledging the internal title in your description. ✔ Clarifying your actual responsibilities to ensure recruiters and hiring managers understand your role. ✔ Avoiding titles that sound impressive but lack meaning externally because they may be doing more harm than good. If you’re concerned about adjusting your title, a simple way to address it is: 📌 [Market-aligned job title] "Internally known as [Company-specific title], accountable for [Key responsibilities]." This approach ensures transparency while positioning you effectively for future opportunities. 💡 Have you ever had a job title that didn’t align with industry standards? How did you handle it?👇 #CareerAdvice #JobSearchTips #PersonalBranding

The same job title. Five very different jobs. I've been watching how the Chief of Staff role shows up across geographies. Same two words on LinkedIn. Completely different realities. US: It's everywhere. A catchall title that can mean anything from EA-plus to shadow COO. Sounds glamorous. Often isn't defined. UK: Picking up, but only in the right circles. Scale-ups and PE-backed firms get it. Most others don't. Singapore: The most senior version of the role I've seen. Meaty work, real access. But the roles are few and hard-won. India: Brimming with openings. But the role has been reduced to a 1–3 years experience operator. A founder's office associate with a bigger title. And the newest of all: The "AI Chief of Staff." An assistant in disguise of a fancier title. It schedules, summarizes, and reminds. Useful work. But none of it is the job. Why does this matter if you're a founder? Because when you say "I need a Chief of Staff," you're importing a definition. And the definition depends on where your last benchmark came from. Before you get one (human or AI), write down what you need the role to do. The title travels. The job doesn't. Which Chief of Staff are you looking for? 

If your job description doesn’t mention salary, timeline, or skills… it’s incomplete. And candidates know it. This is one of the biggest reasons companies struggle to attract the right talent. As a career coach, I’ve reviewed thousands of job descriptions and the pattern is always the same: unclear roles, mismatched expectations, vague responsibilities, no salary transparency, and zero clarity on timelines. When job postings are confusing, the hiring pipeline becomes chaotic. But here’s the good part: The companies that write crystal-clear job descriptions attract the right candidates immediately, without wasting time, effort, or resources. Over the years, I’ve watched hiring managers completely transform their results by fixing just 5 key areas: ✅ 1. Salary Transparency Be honest. Be clear. Add a range. Candidates do better when expectations align from the start. ✅ 2. Clear Deadlines State application closing dates. It helps candidates plan, and helps you avoid endless follow-ups. ✅ 3. Skill Clarity List essential skills, not a dream wishlist. Clarity simplifies screening and attracts the right people. ✅ 4. Role Expectations Explain the real day-to-day work. Highlight growth opportunities. Show the impact of the role inside your organisation. ✅ 5. Cultural Fit Tell candidates what kind of team and environment they’re walking into. Culture is often the deciding factor. Job descriptions aren’t rocket science. Hiring great people existed long before fancy platforms and AI tools. Most companies don’t need more applicants. They need clearer communication. Fix these basics → and your hiring pipeline will instantly improve. 💬 Your turn: What’s the worst job description you’ve ever seen? (Repost this for hiring managers who need it) If you're a student confused about job roles, industry expectations, or how to choose the right career path. Connect with me on DM, I’ll help you get clarity and direction.

There is an ongoing issue that needs to be addressed regarding job descriptions. Often, they are unclear and do not effectively communicate the role's actual requirements. Many descriptions rely on vague clichés like "rockstar" or "ninja," which are subjective and unprofessional. These terms do not clarify the specific skills or experience needed. Furthermore, the phrase "fast-paced environment" is overused to the point of being meaningless. It would be more helpful to describe the specific challenges and priorities of the role directly. Another common problem is the "wish list" of qualifications. Listing an excessive number of "nice-to-have" skills, especially those unrelated to the core function of the job, can deter qualified candidates from applying. It creates an unrealistic expectation of a single person fulfilling every possible need. Finally, the overuse of corporate jargon and buzzwords obscures the company's true mission and the day-to-day responsibilities of the position. Clarity and honesty about what the job entails would benefit both employers and applicants. The goal should be to write clear, concise, and honest job descriptions. This respects everyone's time and leads to better matches between companies and candidates. 𝐖𝐡𝐚𝐭 𝐢𝐬 𝐭𝐡𝐞 𝐦𝐨𝐬𝐭 𝐯𝐚𝐠𝐮𝐞 𝐨𝐫 𝐮𝐧𝐡𝐞𝐥𝐩𝐟𝐮𝐥 𝐩𝐡𝐫𝐚𝐬𝐞 𝐲𝐨𝐮'𝐯𝐞 𝐜𝐨𝐧𝐬𝐢𝐬𝐭𝐞𝐧𝐭𝐥𝐲 𝐬𝐞𝐞𝐧 𝐢𝐧 𝐣𝐨𝐛 𝐝𝐞𝐬𝐜𝐫𝐢𝐩𝐭𝐢𝐨𝐧𝐬?