When you’re running a startup, hiring is already a lot. You’re juggling team gaps, budget limitations, and last-minute role changes, and then you remember, “Oh, we need a job post.”
And in a rush, you throw something together that says things like
“We’re looking for a team player who thrives in chaos…”
“You’ll wear many hats…”
“Competitive salary offered.”
Sound familiar?
It’s not your fault. Early-stage hiring is hard. You’re not just building a team; you’re building a vision, a vibe, a culture, and a future all at once. And the job description? It’s your first handshake with the people who’ll help shape that future.
But the truth is that a weak job description is the fastest way to attract the wrong people, repel the right ones, and waste time you don’t have.
That’s why we’re breaking down the top 5 job description mistakes startups make and how to fix them fast, because better JDs lead to better talent. And better talent changes everything.
1. Being Too Vague About the Role
One of the most common startup hiring mistakes is writing a job description that’s… well, kind of a riddle.
You might see something like:
“We’re looking for someone dynamic who can work cross-functionally and handle multiple responsibilities in a fast-paced environment.”
That could mean marketing, product, operations, or everything at once and that’s the problem.
Why does it backfire?
- Talented people want clarity. If they can’t tell what they’ll be doing day to day, they won’t apply.
- You risk attracting applicants who are either confused or overconfident (and later overwhelmed).
- You also lose the chance to align expectations internally, which is risky for small teams.
The Fix:
Even if the role is flexible, be as specific as you can today.
Use phrases like
- “Your main focus will be…”
- “In your first 3 months, you’ll likely…”
- “Tools we currently use include…”
You don’t need to predict the next 12 months, but give people a real sense of what now looks like.
Clarity attracts commitment. Vagueness attracts guessing games.
2. Overselling the Company or the Role
You’re proud of your startup, and you should be, but many early-stage founders go too far in trying to hype up the opportunity. You’ve probably seen this kind of language:
“Join a revolutionary company disrupting an entire industry!”
“This role will give you the chance to change the world!”
“You’ll lead major projects from day one!”
It sounds exciting on paper, but in reality?
- The company is still pre-revenue.
- The team has 4 people.
- The “major project” is fixing your onboarding doc.
Why does it backfire?
- Overselling creates mismatched expectations. Candidates join expecting one thing and get something else. That leads to frustration and quick exits.
- You’ll also scare off grounded professionals who are looking for realistic challenges, not fairy dust.
The Fix:
Be aspirational and transparent.
Try this instead:
- “We’re early in our journey, with a clear roadmap and a scrappy team that moves fast.”
- “You’ll help shape systems, not just use them and that’s exciting and messy.”
- “We care more about solving real problems than using fancy titles.”
When in doubt, speak plainly. People respect startups that own their stage and their story.
3. Skipping Salary or Compensation Info
This one’s a huge deal and it happens way too often.
“We offer a competitive salary.”
“Compensation will be discussed during interviews.”
Or even worse: nothing at all.
Let’s be clear: That’s not a strategy. That’s a red flag for many candidates.
Why does it backfire?
- In 2025, transparency is attractive. Lack of clarity breeds distrust.
- You’ll lose out on qualified applicants who assume your budget is too low.
- It creates a power imbalance, especially for underrepresented talent who already face wage negotiation bias.
Startups aren’t always in a position to offer sky-high salaries. But that’s okay! People value:
- Fairness
- Honesty
- Growth potential
- Perks like remote work, equity, flexible hours, and mentorship
The Fix:
Post a salary range (not just a number).
Mention other benefits clearly. Here’s how you could phrase it:
“Salary range: ₦200,000 – ₦350,000/month, depending on experience.
We also offer remote flexibility, a learning stipend, and the opportunity to work closely with the founding team.”
And if you can’t afford much yet, say that transparently too:
“We’re still bootstrapping. This role starts with a modest stipend but comes with hands-on learning, references, and long-term hiring potential.”
4. Ignoring Inclusive Language
Let’s say you’ve written a super exciting job post. It’s clear. It’s detailed. The role is well-scoped. But then, you describe your ideal candidate as:
“A young, high-energy go-getter who lives and breathes hustle culture.”
Or worse: “We’re looking for a coding ninja and marketing wizard.”
That right there? That’s how you accidentally tell great talent, “You don’t belong here.”
Why does it backfire?
- Gender-coded or age-biased words can make qualified people self-select out.
- You might alienate caregivers, older professionals, neurodivergent candidates, or anyone outside the “startup bro” stereotype.
- It also reflects poorly on your company culture. Inclusive JDs show emotional intelligence and maturity.
The Fix:
Use neutral, accessible, and welcoming language.
Instead of saying “we want a self-starter who thrives under pressure,” try:
“We’re looking for someone who can manage tasks independently and isn’t afraid to ask questions or propose solutions.”
Also:
- Remove words like “young,” “fast-paced,” “aggressive,” or “ninja.”
- Say “you’ll be supported by…” instead of “you’ll be expected to handle…”
- Use tools like Gender Decoder to spot bias.
Anutio Tip: We’ve built job description templates that prioritise skill over stereotype. It makes a big difference in the kind of people who apply.
5. Forgetting to Sell the Why
Startups are so focused on what they want that they often forget to tell candidates why they should care. Listing duties and skills is important, yes, but it’s not enough. People want to join teams that make them feel something.
What does your company believe in?
What’s the problem you’re solving?
Why should anyone want to grow with you?
Why does it backfire?
- Generic JDs sound like every other role.
- Candidates have no emotional anchor — so they move on.
- You miss the chance to build connection, loyalty, and long-term alignment.
The Fix:
Tell your origin story. Share your mission. Make it real.
For example:
“Anutio exists to fix the broken bridge between talent and opportunity across Nigeria and Canada. We believe young professionals deserve more than luck; they deserve access. That’s what you’ll help us build.”
Even just 3–4 lines of purpose can turn an ordinary JD into something magnetic.
People apply for roles. But they stay for meaning.
A JD Template That Actually Works
Want to know what a great startup job post looks like?
Here’s a basic outline you can reuse:
- Job Title: Keep it clear and search-friendly
- About Us: 2–3 lines of what you do, why it matters
- Role Summary: What’s the goal of this position?
- Responsibilities: Keep it to 5–7 key outcomes/tasks
- Must-Have Skills: Be realistic, avoid laundry lists
- Nice-to-Haves: Keep this optional and short
- Compensation: Include salary range + perks
- Why Join Us :Talk about team, vision, and learning culture
- How to Apply: Deadline, email/link, what to submit
Clear Job Descriptions = Better Hiring = Faster Growth
Hiring your first few team members is one of the most important things you’ll do as a startup founder.
If you’re writing job descriptions that are vague, inflated, or unclear, you’re setting yourself up for:
- Mismatched expectations
- Slow processes
- And eventual team churn
But it doesn’t have to be that way.
A well-written JD acts like a magnet, pulling in the right people who believe what you believe and want to build with you.
Ready to Hire Better?
At Anutio, we help startups, nonprofits, and mission-driven teams:
- Create clear, inclusive, and effective job descriptions
- Attract high-intent, purpose-aligned talent
- Build smart hiring systems without the overwhelm
