HumanResourcely.
Open the library
I.
Free template

Job description template.

A free job description template — purpose, responsibilities, requirements, compensation, with the structure that makes the JD work for both hiring and the performance review the new hire will eventually receive. Copy directly.

What's on this page

  1. The job description template — full structure, ready to fill in.
  2. Common mistakes — the wishlist trap, vague responsibilities, missing pay ranges.
  3. Frequently asked questions — length, pay transparency, required vs preferred.
  4. Paid pack with 12 role templates — pre-structured for the most common functions.
II.
II.The template

The structure. Copy directly.

The template below is generic but complete — fill in the brackets, delete the parenthetical guidance, and you have a working job description.

Template · job description
JOB DESCRIPTION Role: [Job title] Department: [Department] Reports to: [Manager title] Direct reports: [Number, or "none"] Location: [Office address / Remote / Hybrid — specify] Employment type: [Full-time / Part-time / Contract] Pay range: [$X – $Y annual base, plus [bonus/equity/commission structure]] (Required in CO, NY, WA, CA, IL and several other US states for new postings) ────────────────────────────────────────── PURPOSE [2-3 sentences. Why this role exists. The business outcome it's responsible for. Avoid generic phrases like "drive innovation" — instead, say what specifically this role makes happen that wouldn't happen without it.] ────────────────────────────────────────── KEY RESPONSIBILITIES The day-to-day work, organized by outcome. Each bullet describes a thing this person owns, not a thing they help with. 1. [Major responsibility — e.g., "Own the quarterly close process, ensuring all month-end JEs are posted by day 5 and the financial package is delivered to leadership by day 10."] 2. [Major responsibility] 3. [Major responsibility] 4. [Major responsibility] 5. [Major responsibility] (Keep this list to 5-8. Beyond 8 it stops being a job description and starts being a wishlist.) ────────────────────────────────────────── REQUIRED EXPERIENCE What the candidate must have to do this job competently from day one. - [Specific requirement — e.g., "5+ years of accounting experience including 2+ years of monthly close ownership"] - [Specific requirement] - [Specific requirement] (Avoid "degree from a top university" and similar credentials that proxy for ability without measuring it. State the underlying capability.) ────────────────────────────────────────── PREFERRED EXPERIENCE What would make a candidate stronger but isn't required. The candidate shouldn't self-select out for missing any of these. - [Preferred experience] - [Preferred experience] - [Preferred experience] ────────────────────────────────────────── WORKING CONDITIONS - Hours: [Standard / Variable / On-call requirements] - Travel: [Percentage and frequency, if any] - Physical requirements: [Only list if real — e.g., for warehouse, healthcare, construction roles. Required for ADA compliance in many US jurisdictions.] - Remote eligibility: [As above in header, with any nuance] ────────────────────────────────────────── COMPENSATION AND BENEFITS Base pay range: $[X] – $[Y] annually Total compensation also includes: - [Bonus structure / Equity / Commission, as applicable] - Health, dental, vision insurance ([company pays X%]) - 401(k) [with match terms] - [PTO policy] - [Other benefits — parental leave, professional development, etc.] ────────────────────────────────────────── EQUAL EMPLOYMENT [Company name] is an equal opportunity employer. We do not discriminate on the basis of race, color, religion, gender, sexual orientation, gender identity, national origin, age, disability, veteran status, or any other protected characteristic under federal, state, or local law. ────────────────────────────────────────── ABOUT [COMPANY NAME] [1-2 short paragraphs about the company. The candidate's decision is partly about the role and partly about the company; this section helps with both.] ────────────────────────────────────────── How to apply: [Application URL / Email / ATS link] Questions about this role: [Recruiter or hiring manager contact]
III.
III.Common mistakes

Three things most job descriptions get wrong.

  • The wishlist trap

    10+ required qualifications. Screens out qualified candidates (especially women and underrepresented groups). Real requirements are usually 3-5; the rest belong in preferred.

  • Vague responsibility statements

    "Drive innovation in marketing." What does that person actually do all day? "Own the quarterly content calendar, plan three major campaigns per year, ship measurable lifts." Specifics beat verbs.

  • Hidden pay range

    Required in 10+ US states and counting. Even where optional, hiding it filters out trust-sensitive candidates and wastes recruiter time on bad-fit conversations.

IV.
IV.Frequently asked

Questions about job descriptions.

How long should a job description be?

Between 400 and 800 words for most roles. Less than 400 and you're not giving the candidate enough to self-assess. More than 800 and most candidates skim — and you're padding with generic content. The template above lands around 500 words filled in, which is the sweet spot.

Should we include a pay range?

Required in Colorado, New York, Washington, California, Illinois, Hawaii, Maryland, Connecticut, Nevada, Rhode Island and a growing list of US states. Even where not required, including it filters out candidates whose expectations don't match, saves recruiter time, and improves trust. The arguments for hiding it haven't aged well.

How do we avoid the "wishlist" trap?

Distinguish required from preferred. The required list should be the floor — without these, the candidate can't do the job from day one. Preferred is the ceiling — these strengthen but don't gate. Job descriptions with 15-item required lists screen out qualified candidates, especially women and underrepresented groups who self-select out at higher rates when they don't match every bullet.

Does the job description need to match the legal job title?

For exempt vs. non-exempt classification under FLSA: yes, the responsibilities must match the classification. For internal titling vs. external posting title: not required to match, but worth keeping consistent. The official record is the offer letter, which references both the legal title and the duties.

V.
V.Paid pack

12 roles, pre-structured.

The free template is generic. The paid pack ships 12 role-specific job descriptions — Engineering, Sales, Marketing, Finance, Operations, HR, Legal, Product, Design, Data, Customer Success, Executive — each pre-built with the right responsibilities, requirements, and competency language for that function.

VI.
VI.The wider library

Every HR document, in one library.

$49 each. No subscription. Instant download.