Most job descriptions fail before they begin.
It's the least exciting part of the hiring process and moderately time-intensive. They force you to stop and articulate what you need.
So what do hiring managers, recruiters and HRBPs do?
They cut corners and plagiarise one, promising their future self they will return and edit it when the time is right.
The problem here?
You end up with a job description that doesn’t match your needs.
It's filled with jargon that frankly no one understands but sounds professional, and ultimately it's wishful thinking that the right candidate will fall into your lap.
Many overlook that job descriptions can be systemised using frameworks aligned with a product mindset.
It also often requires going back to first principles within your company to figure out which framework will be the most successful.
Below we explore three common frameworks worth exploring.
1. Performance Based
This style is popularised by Lou Adler. Here you focus on defining a measurable achievement and what success will look like for the candidate.
The benefit to this style is that you are telling the candidate the exact way their performance will be measured and eliminate any ambiguity.
This can be great for traditional metric-heavy roles like sales but can have broader applications.
Here are examples of performance-based job description bullet points for a Marketing Manager:
- Develop and launch a digital marketing campaign that generates a 20% increase in website traffic within the first six months
- Create a content calendar and oversee the production of at least 10 high-quality blog posts per month
- Build and manage a pipeline of 50 qualified leads per quarter using email marketing and paid advertising strategies
2. Outcomes-Based
This style is popularised by Kat Kibben, here you focus on concrete deliverables.
The benefit to this style is that you are telling the candidate the direction you need them to go while accounting for the flexibility for how they get there.
This can be great for roles or companies that are less focused on the metrics (within reason) but more focused on the solutions.
Here are examples of outcomes-based job description bullet points for a Customer Success Manager:
- Improve customer retention rates by 20% annually through proactive engagement strategies that address client needs
- Build a scalable onboarding process that reduces time-to-value for new customers by 30%
- Identify opportunities for upselling and cross-selling, contributing to an annual revenue increase of $500K from existing accounts
3. Skills-Based
This style is gaining more traction as LLMs and GenAI enable individuals to use natural language to get results.
For this style, you highlight specific capabilities over outcomes and performance.
The beginnings of skill-based job descriptions started when companies began eliminating degree requirements and emphasising skills-based tests.
This can be great for roles and companies that need people who can flex into multiple positions outside of a specific vertical.
Here are examples of skills-based job description bullet points for a Data Analyst:
- Demonstrated ability to analyse large datasets using SQL, Python, or R to uncover actionable insights
- Proficiency in creating data visualisations using tools like Tableau or Power BI to communicate findings effectively
- Ability to manage multiple projects simultaneously while meeting tight deadlines in a fast-paced environment
Selecting the right framework clarifies expectations and strengthens employer branding by showcasing culture fit.
While blending styles is possible, it complicates maintenance, akin to managing multiple products.
Putting It All Together: No-Nonsense TA Strategy
When these approaches combine, TA delivers real business value:
- Product management methods create structure
- First principles thinking solves root problems not symptoms
- Strategic job descriptions align expectations early and deliver results
The results?
- Faster hires with correct requirements upfront
- Higher quality of hires through precise matching
- Satisfied hiring managers with structured processes
- Candidates who clearly understand the role from the start
The future of TA isn’t about rushing. It’s about mastering the fundamentals.
AI can’t fix what you don’t define correctly. This practical strategy works across organisations of all sizes.
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