In my former life as a VP of Sales I had to put job descriptions together quite often. And now, as Co-Founder of Cosmic Partners, I work with SaaS startup founders every day on their hiring plans.  

The common thread from my experience – job descriptions should never be treated as just a formality or a box to tick. It’s the foundation of your entire hiring process.  

I’ve made that mistake myself in the past, and I see founders fall into the same trap all too often. But if you’re a B2B tech startup, where every hire can make or break your growth trajectory, getting this right is more important than ever. 

Why job descriptions matter more than you think 

Let’s start with a hard truth: most job descriptions out there are, frankly, not fit for purpose. They’re often hastily cobbled together, copy-pasted from other companies, or focused on the wrong things entirely.  

But a great job description is your North Star.  

It should be so clear and comprehensive that anyone who reads it has complete clarity on what “good” looks like for this role. 

Think about it this way: if you have multiple decision-makers in your startup (and let’s face it, who doesn’t?), you should be able to pull up that job description at any point in the hiring process and use it as your benchmark.  

Does this candidate meet the criteria? Are they aligned with what we’re trying to achieve? Without this clarity, you risk going off on tangents, ending up with a hire that’s way off from what you actually need. 

The problem with traditional approaches 

The problem I see most often with JDs is that they focus too much on the job at hand and not enough on the bigger picture. They list out tasks and requirements without really digging into the “why” behind the role. It’s all “must do this” and “must do that” without any context. 

Here’s a scenario I see almost weekly: a founder decides they need to hire, so they sit down to write a job description. They start listing out tasks, maybe copying bits and pieces from other job ads they’ve seen. Before they know it, they’ve got a diluted, generic description that isn’t actually relevant to what they set out to achieve. 

The result? As you start the hiring process, you slowly drift from your original goal. You end up with someone who’s a far cry from what you actually need, all because you didn’t have a clear vision from the start. 

How to create a job description that actually works 

So, how do we fix this? It starts with forgetting about the job itself for a moment. I know it sounds counterintuitive, but bear with me… 

Step 1: The strategic discovery 

Before you even think about writing that job description, you need to do a deep dive into your business. I call this the strategic discovery phase, and it’s crucial. 

Ideally, get someone to interview you for about 60 minutes. They should grill you on things like: 

• What’s your founder story? 
• What’s your mission? 
• What are your growth plans? 
• What do your VCs expect from you? 
• Why do you win opportunities? Why do you lose them? 
• Who are your competitors? 

This exercise forces you to really think about your business in a way that will inform a truly effective job description. You’ll be surprised at how much clarity this brings to the process. 

Step 2: Role-specific analysis 

Once you’ve got the big picture stuff sorted, it’s time to zoom in on the role itself. Ask yourself: 

• Why are we hiring for this position now? 
• What does the data tell us about our needs? 
• What are our current conversion rates? 
• How will this role contribute to our success? 
• How can we make this position attractive to top talent? 

Remember, there’s always competition for top talent. So, you need to sell your opportunity just as much as you’re evaluating candidates. 

Step 3: Define the must-haves 

Now it’s time to get specific. What are the absolute must-haves for this role? Where is there no room for flexibility? This could be years of experience, industry knowledge, or specific skills. Being crystal clear on these non-negotiables will save you a lot of time and headaches down the line. 

Step 4: Craft the job description 

With all this groundwork done, you’re finally ready to write the job description. But here’s the key: you’re not starting from scratch. You’re using all the insights you’ve gathered to create a comprehensive, compelling description that truly reflects what you need. 

Your job description should include: 

1. The strategic context: Your mission, vision, and growth plans 
2. The role-specific details: What the person will actually be doing 
3. The must-have requirements: Your non-negotiables 
4. The nice-to-haves: Skills or experiences that would be a bonus 

Using your job description effectively 

A great job description isn’t just for posting on job boards. It’s a tool that should guide your entire hiring process. Here’s how to make the most of it: 

Create a hiring plan 

Use your job description to map out your interview process. Who needs to be involved? What should each person be assessing? Having this clarity upfront keeps everyone aligned and focused. 

Develop a scorecard 

Create a scorecard based on your job description. This should include both the externally facing criteria and some internal metrics that might not be appropriate to include in the public job ad (like cultural fit assessments). Having a consistent scoring system helps you avoid relying purely on gut feeling. And if you get stuck on this one let me know and I will happily share the Cosmic Partners scorecard with you. 

Design your final stage task 

Your job description should inform the design of your final stage assessment. We make tasks mandatory for all of the roles we hire – and we create the tasks for our clients. But if you need to create one yourself, it should directly relate to the key responsibilities of the role. Having this in mind from the start helps you evaluate candidates more effectively, and with less bias, throughout the process. 

The wider impact of a great job description 

A well-crafted job description isn’t just for posting on LinkedIn and waiting for applications to roll in. 

• Share it in relevant communities you’re part of 
• Use it to ask for referrals from your network 
• Leverage it when headhunting potential candidates 

The best candidates always have their pick of opportunities. Your job description needs to not just describe the role, but sell it. 

The cost of getting it wrong 

The stakes are high when it comes to hiring, especially for B2B tech startups. A bad hire can set you back months, if not years, in terms of growth and momentum. It can drain your resources, demotivate your team, and in the worst cases, even damage your reputation in the market. 

That’s why it’s worth investing the time upfront to get your job description right. It’s not just about filling a position – it’s about setting your startup up for success. 

Conclusion 

Creating an effective job description is an art, but it’s one that any founder can master with the right approach. It’s about stepping back, looking at the bigger picture, and then honing in on exactly what you need. It’s about being clear, specific, and compelling. 

Your job description is more than just a list of requirements. It’s a statement of intent and a tool for alignment.  

So the next time you’re gearing up to make a hire, resist the urge to rush straight into writing a job description. Take the time to do the strategic discovery, to really think about what you need and why.  

Author: Matthew Codd

I’m Matthew, I have 15 years of commercial leadership experience, helping VC-backed B2B technology companies scale revenue and transition from founder-led sales.  

I use my experience to help early-stage start-ups with GTM expertise, sales best practice, and hiring insights.  

I co-founded Cosmic Partners in 2022. We are SaaS sales recruitment specialists for VC backed B2B tech companies.