You’ve posted what you think is the perfect job description for a senior developer role. Two weeks later, you’ve received 200 applications, but none from the calibre of candidates you actually want to hire.
After reviewing thousands of job descriptions and speaking with top-tier candidates who’ve turned down opportunities, we’ve identified exactly why your listings are repelling the talent you most want to attract. The problem isn’t your company or your role, it’s how you’re presenting them.
And the fixes are simpler than you think, but most companies are getting them spectacularly wrong.
Red flags
Unrealistic Requirements Lists: “5+ years experience in React, Next.js, TypeScript, Node.js, Python, AWS, Docker, Kubernetes, GraphQL, PostgreSQL, MongoDB, Redis, and Elasticsearch. Must have experience in fintech, healthcare, and e-commerce.”
Top candidates see this and think the company don’t actually know what they need.
Vague responsibilities: Such ‘collaborate with cross-functional teams to deliver innovative solutions that drive business growth and enhance user experience through cutting-edge technology implementations.’
In essence the company is saying they have no idea what this person will actually do.
Senior candidates want to understand the real problems they’ll solve, not read marketing copy.
Missing salary information: In 2025, hiding salary ranges is an instant red flag. Top candidates assume you’re either underpaying or playing games.
Generic company descriptions: “We’re a fast-paced, innovative startup disrupting the industry with our revolutionary platform.” Every company says this. What makes you actually different?
What candidates want to see…
Honest problem statements: Something like “Our recommendation engine is struggling to scale beyond 10M users. You’ll redesign the architecture to handle 100M+ users while maintaining sub-100ms response times.”
This tells candidates exactly what challenge they’re signing up for and lets them assess whether it’s something they’re excited to tackle.
Realistic skill requirements: “You’re proficient in React and have built scalable web applications. Experience with our specific stack (Next.js, TypeScript, PostgreSQL) is helpful but not required, we’ll support you in learning what you need.”
Great developers know they can pick up new technologies. They want to know you understand this too.
Clear growth opportunities: “This role reports to our CTO and you’ll have direct input on technical strategy. Previous team members have progressed to lead engineering roles at companies like Stripe and Monzo.”
Top candidates are always thinking about their next career move. Actually show them the path.
Transparent compensation: “£80-120k base salary depending on experience, plus equity, plus comprehensive benefits including £3k annual learning budget.”
Being upfront about money demonstrates respect for candidates’ time and builds trust from the start.
Think about language
“Must be passionate about…” This implies you’ll expect people to work for passion rather than fair compensation. Top candidates have learned to avoid companies that lean heavily on passion rhetoric.
“Wear many hats” Often code for “we haven’t figured out what this role actually involves” or “you’ll be doing the work of three people.” Be specific about responsibilities instead.
“Fast-paced environment” Usually translates to “disorganised with poor planning.” If your environment is genuinely dynamic, explain why and how you manage it effectively.
Structure
Hook them early Start with the most compelling aspect of the role, the technical challenge, the team, the company mission, or the growth opportunity.
Be specific about impact :”The systems you build will process £10M in transactions daily and directly impact our 2M active users.” Give candidates a sense of scale and importance.
Address common concerns “We know context switching can be frustrating. This role is 80% focused on backend architecture with minimal meeting overhead.” Show you understand what developers care about.
Make Application Easy “Send us your CV and a brief note about what interests you about this challenge. No cover letter required, no portfolio assignments unless you reach final stage.”
If you need help with your hiring, do get in touch, our specialist team are ready to help.
0117 450 7700
info@theengagepartnership.com
