Before you post the job, get the role right!

As organizations refine priorities, restructure teams, build capacity, or prepare for growth, hiring often follows. But before drafting a job description, there’s a more strategic question to answer: What is this role truly meant to accomplish?

Too often, we see organizations begin with a template. Meaning, a familiar title is selected, responsibilities are listed, qualifications are added, and the position goes live. However, if the role isn’t fully defined (its priority, scope of ownership, decision-making authority, and connection to strategic goals and mission), the job description won’t resonate with the right candidates. The caliber of applicants who meet the organization's needs may be lower. And even if someone is hired, expectations may remain unclear, requiring the hiring team, if effective, to clarify the scope throughout the hiring process.  

A strong position starts with intentional design. Before writing a description, leaders should be able to answer:

• What strategic outcome is this role responsible for advancing?

• What will be measurably different 12 months from now if this hire is successful?

• Where does decision-making authority begin and end for this position?

• How does this role reinforce our mission, values, and culture?

When those answers are clear, the position title becomes more purposeful, the job description becomes more compelling, and the role aligns closely with the organization’s broader direction.

This is also where the employer's and the candidate’s perspectives intersect. From an employer/hiring manager standpoint, clarity ensures the role aligns with long-term priorities, not just workload. From a job seeker’s standpoint, clarity signals credibility. Strong candidates look for roles with defined impact, real ownership, and meaningful connection to mission or strategy. Vague titles and generic descriptions often deter the very talent organizations want to attract.

As you prepare to make your next hire, consider:

• What should this title and role be?

• Are we designing for impact, or reacting to urgency to fill a role?

• If the right people aren’t applying, is the issue the talent pool? Or the way the role is defined and communicated?

The job description acts as a marketing tool, but designing roles is a strategic decision. When roles are well defined, hiring becomes deliberate instead of reactive, and organizations attract talent that aligns with their priorities and purpose.

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