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If you’ve ever Googled “App Developer job description,” you’ve probably seen the same thing over and over again—bullet points, buzzwords, and boilerplate content that tells you almost nothing about what makes a great hire.
The problem? These templates don’t help you attract top app developers. They help you fill space.
They’re written for checkboxes, not people. And that’s exactly why they fail.
Here’s the truth: Skilled developers aren’t just looking for a list of tasks—they’re looking for meaningful work, great teammates, and companies that value clean code and innovation. So if your job post reads like legal copy or sounds like every other ad on the internet… it’s going to get ignored.
The good news? You don’t need to be a copywriter or technical expert to write a job description that actually attracts top app developers—you just need a smarter format and a more intentional approach.
👉 Before we dive in, we also recommend reading full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/ if you haven’t already. It breaks down the key reasons most job posts fall flat—and how to fix them.
Now, let’s talk about what the App Developer role really is (beyond just “build our app”).
WorkScreen simplifies the hiring process, helping you quickly identify top talent while eliminating low-quality applications. By saving you countless hours and reducing the risk of bad hires, it empowers you to build a team that delivers results
What An App Developer Actually Does
An app developer is the person who turns your product vision into something real—something users can touch, swipe, and rely on.
They’re not just coders. Great app developers are builders, problem-solvers, and collaborators. They take business goals and turn them into seamless user experiences, writing clean code that scales and adapting quickly when the user needs change.
Depending on your stack, you might be hiring for:
- Mobile app developers (iOS, Android, or both)
- Cross-platform developers (e.g. React Native, Flutter)
- Backend app developers (to build the APIs and logic powering your app)
But no matter the platform, the best developers care about more than just shipping features. They want to build great products, not just check tasks off a sprint board. That’s why your job post needs to show them what they’re joining—and why it matters.
Now that we’ve covered the real role, let’s look at two strong examples of app developer job descriptions you can model or use.
Two Great App Developer Job Description Templates
Option 1: For Experienced App Developers
Job Title: Senior Mobile App Developer (React Native) — Help Us Build Tools for Local Businesses
Company: TaskHero (Remote or Hybrid, Nairobi)
Type: Full-Time | Salary: $3,500–$5,000/month (Based on Experience)
A quick message from our CTO: [Insert Loom/YouTube link]
Who We Are
TaskHero is on a mission to help small businesses compete with big tech. We’re building a simple, powerful mobile app that lets local service providers manage appointments, communicate with customers, and collect payments—all in one place.
We’re a lean, fast-moving startup backed by early-stage investors, and we care deeply about building great tools and a great team.
What You’ll Be Doing
As our first in-house mobile developer, you’ll own the app experience—from frontend polish to backend integration. You’ll work directly with our CTO and designer to:
- Build and maintain our React Native app for iOS and Android
- Implement new features (chat, scheduling, payments)
- Collaborate on UI/UX improvements based on user feedback
- Integrate with Firebase and custom APIs
- Improve app performance, security, and reliability
What We’re Looking For
- 3+ years of mobile development experience
- Strong React Native skills (or experience in both native iOS and Android)
- Experience integrating REST APIs
- Clean code practices + version control (Git)
- Bonus: familiarity with Firebase or Node.js backend
Why This Role Is Worth Your Time
This isn’t just a code monkey role. You’ll have full ownership over the mobile app and real input into product direction. If you’re looking to make an impact, grow fast, and ship meaningful work—this is it.
We offer:
- Competitive salary
- 100% remote flexibility
- 20 days PTO per year
- Annual learning stipend ($1,000)
- Equity options for long-term team members
Our Hiring Process
We care about your time and talent. That’s why we use WorkScreen to evaluate applicants based on real skills—not just resumes. Once you apply, we’ll review your submission within 5 days. Final candidates will join a short technical challenge and interview with our CTO.
How to Apply
Click the WorkScreen link above and complete the evaluation. We’ll keep you updated every step of the way.
Option 2: For Entry-Level / Willing-to-Train Developers
Job Title: Junior App Developer (No Experience Needed — Training Provided)
Company: UpNext Studios (In-person, Nairobi)
Type: Full-Time | Salary: KES 70,000–100,000/month
Meet the Team: Watch a short message from our Lead Developer
Who We Are
At UpNext Studios, we help brands build sleek, intuitive apps that users love. We’re launching a junior developer program to train and mentor the next generation of coding talent.
If you’re self-taught, a recent bootcamp grad, or someone who’s been building apps on your own and want real-world experience—we want to meet you.
What You’ll Be Doing
You’ll join a 3-month paid onboarding program where you’ll:
- Work alongside senior devs on real app projects
- Learn React Native and Git workflows
- Contribute to product features and UI tweaks
- Attend weekly learning sessions and code reviews
After the 3-month onboarding, high-performers will transition to permanent full-time roles on our dev team.
What We’re Looking For
You don’t need a degree or formal work experience. But you do need:
- Curiosity and a strong desire to learn
- Basic knowledge of HTML, CSS, or JavaScript
- A portfolio, GitHub, or proof of self-initiated projects (even unfinished ones!)
- The ability to collaborate and take feedback
Why You’ll Love Working Here
- You’ll get paid while learning from real projects
- We offer mentorship and a clear growth path
- You’ll work in a collaborative, kind, and ambitious team
- Free Friday lunches + monthly tech workshops
- KES 25,000 annual learning allowance
How to Apply
We don’t do long cover letters. Just show us your work.
Apply via WorkScreen and complete a short skills assessment—we’ll take it from there.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Why These App Developer Job Posts Work
If you’re wondering why these two job descriptions feel different—it’s not an accident. They follow a structure designed to attract the right kind of candidates: smart, motivated, and aligned with your team.
Let’s break it down:
1. Clear, Specific Job Titles
Bad job posts say “App Developer.”
Great ones say “Senior Mobile App Developer (React Native) — Help Us Build Tools for Local Businesses.”
Why this matters:
- It tells the applicant exactly what the job is
- It filters in the right people (and filters out the wrong ones)
- It adds purpose, not just function
2. Warm Introductions with Context
Each job post starts with a simple explanation of who the company is and why the role exists.
This immediately answers what every good developer wants to know:
“What will I be building—and why does it matter?”
This builds connection and relevance before listing any requirements.
3. Transparent Salary & Perks
Including salary isn’t just about meeting expectations—it builds trust.
Candidates, especially technical ones, are tired of guessing games. Being open about compensation:
- Saves you time screening the wrong applicants
- Shows that you value fairness and clarity
- Makes your company more appealing in a competitive market
Bonus points: both posts include non-salary perks like equity, learning stipends, and mentorship.
4. Human Tone that Connects
No jargon. No stiff corporate speak.
Instead:
- “You’ll get paid while learning from real projects”
- “This isn’t just a code monkey role”
- “We don’t do long cover letters. Just show us your work.”
This tone signals you’re a real team, not a faceless HR department. It makes your job post feel different—and that makes people take notice.
5. Respectful, Modern Application Process
Both posts include:
- A clear path to apply
- A fast review timeline
- Use of WorkScreen to assess real skills, not just résumés
This shows you respect the candidate’s time and value real-world ability. It also subtly discourages low-effort applicants, because the process requires intent.
6. Loom Video from the Team
This is one of the simplest ways to build trust and humanize your company.
A short message from your hiring manager, CTO, or lead developer:
- Builds instant credibility
- Helps candidates imagine who they’ll be working with
- Sets your post apart visually and emotionally
Even a 60-second webcam recording does more than a paragraph ever could.
7. Role-Specific, Mission-Aligned Copy
Notice how both job descriptions go beyond tasks. They describe:
- What impact the developer will have
- How the role fits into the company’s mission
- What kind of developer will thrive there
This approach helps top talent self-select in—not just based on ability, but on fit.
Example of a Bad App Developer Job Description (And Why It Fails)
Let’s look at a generic, outdated post that’s similar to what still floods job boards today.
Bad Job Post Example
Job Title: App Developer
Company: Global Tech Solutions
Type: Full-Time
Location: Atlanta, GA
Job Summary
We are seeking an experienced app developer to join our team. The ideal candidate will be responsible for designing, developing, and maintaining mobile applications. They must be detail-oriented and work well under pressure.
Key Responsibilities
- Develop mobile applications for Android and iOS
- Ensure app functionality and user experience
- Collaborate with cross-functional teams
- Troubleshoot and debug applications
Requirements
- Bachelor’s degree in Computer Science or related field
- Minimum 3 years of app development experience
- Knowledge of Java, Swift, and Flutter
- Excellent communication skills
How to Apply
Interested candidates should send their CV and cover letter to careers@globaltech.com by July 15, 2025. Only shortlisted candidates will be contacted.
Why This Job Post Fails
1. Generic Title
“App Developer” doesn’t tell the candidate what platform, what tech stack, or what they’ll be building. It’s vague and forgettable.
2. Cold, Impersonal Intro
There’s no mission, no story, no reason to care. It reads like a legal requirement—not an opportunity. Top candidates won’t engage with a job that gives them no sense of purpose.
3. No Salary or Perks
Leaving out compensation and benefits is a major red flag today. It shows a lack of transparency and makes your job less competitive. Candidates have options—they’re not going to chase down info you should’ve included.
4. Zero Insight Into Culture or Team
There’s no mention of who they’ll work with, what the company values, or what kind of environment they’re walking into. Culture matters—especially to skilled developers.
5. Vague Responsibilities
“Develop mobile applications” could mean anything. There’s no mention of the specific tools, product, or end-user. It feels like a placeholder.
6. Dismissive Hiring Process
“Only shortlisted candidates will be contacted” is one of the coldest things you can say. It tells applicants you don’t value their time or effort—and that you won’t bother to communicate unless it’s convenient for you.
7. Bland Call to Action
“Send your CV” is not a CTA—it’s an instruction. It doesn’t inspire, reassure, or invite the right person to apply.
Bonus Tips to Make Your App Developer Job Post Stand Out
If you want your job post to rise above the noise—especially in a competitive market like tech—these extra touches can help you build trust, show respect, and attract more thoughtful applicants.
1. Add an “Important Notice” for Applicant Safety
Scams and shady job listings are everywhere. Reassure your applicants that your process is legitimate and safe.
Example:
“We take your privacy seriously. We will never ask for personal financial details, payments, or passwords at any stage of the hiring process.”
This small line builds instant trust and makes you stand out as a responsible, candidate-first company.
2. Mention Leave Days or Flex Time
Top talent values rest and work-life balance. Including time-off policies or flexibility options shows empathy—and makes your role more attractive.
Example:
“Enjoy 20 paid leave days per year, plus optional work-from-home Fridays to help you recharge.”
You don’t need to offer unlimited PTO—just show you’ve thought about it.
3. Highlight Training & Growth Opportunities
App developers care about growth. They want to level up, learn new frameworks, or move into leadership.
Examples:
“We offer an annual $1,000 learning stipend to help you attend conferences, buy courses, or experiment with new tech.”
“Every junior hire gets paired with a mentor for weekly growth sessions.”
This signals long-term investment in your team—and that attracts people with long-term potential.
4. Add a Loom Video from the Team
We mentioned this earlier, but it’s worth repeating: a short video message adds personality, clarity, and connection to your job post.
What to say in 60 seconds:
- Who you are
- What your company does
- Why this role matters
- What kind of person you’re excited to meet
No need to overproduce—realness wins.
Example:
Before you apply, take 60 seconds to meet our CTO. Here’s what we’re building and why we’re excited about it.
Here is an example that we used in our master guide on how to write a great job post description , you can check it out here https://www.loom.com/share/ba401b65b7f943b68a91fc6b04a62ad4
These simple tweaks can elevate a “pretty good” job post into something memorable—and that’s what it takes to attract the best candidates in a noisy hiring market.
5. Emphasize How You Respect Candidates
Most applicants never hear back. If your process is different, say so!
Example:
“We respond to every application within 5 business days, and we’ll keep you updated throughout the process—whether you’re moving forward or not.”
This shows maturity, empathy, and professionalism—traits great candidates care about.
Should You Use AI to Write Job Descriptions?
AI tools like ChatGPT, Jasper, or built-in ATS generators (e.g., Workable, Manatal) make it tempting to hit “generate” and paste the result into your job board.
But here’s the hard truth:
If you rely on AI to write your job posts from scratch, you’ll end up with something that sounds like every other job post online—bland, vague, and completely forgettable.
Why Using AI Blindly Fails
Letting AI auto-generate your job description with zero input is a trap.
Here’s what usually happens:
- You get a generic wall of text
- The language is buzzword-heavy and emotionally flat
- It attracts low-intent applicants who are job board hopping
And worst of all? It sends the wrong signal to great candidates.
If your job post looks like it took 10 seconds to create, they’ll assume that’s how much you value the role.
The Smart Way to Use AI (With Examples)
AI can be a powerful tool if you use it to support your thinking, not replace it.
Start by feeding it the right ingredients:
What to provide:
- What your company does
- Who the new hire will work with
- What makes this role exciting or impactful
- Your company values and tone of voice
- Salary range, perks, or leave days
- How your hiring process works
- Any notes or bullet points you’ve brainstormed
Example Prompt to Use:
“Write a job post for a Junior Mobile App Developer. We’re a Nairobi-based app development studio that works with local startups. This role is ideal for someone with basic JavaScript skills and a hunger to learn. We offer mentorship, flexible hours, and a clear growth path. Our culture is collaborative, friendly, and mission-driven. Here are some bullet points I want to include…”
Then paste your notes and let AI shape it. You can even tell it:
“Make it sound conversational, not corporate.”
“Start with a friendly intro and include a section on why the role matters.”
From there, you can edit, refine, and humanize the output—but now it’s your voice, not a robot’s.
Key Takeaway:
AI is a great writing assistant—but a terrible hiring strategist.
Use it to polish and organize your message, but always bring your own clarity, culture, and intent to the table.
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Need a Quick Copy-Paste Job Description?
Option 1: Conversational, Culture-First Job Description
Job Title: App Developer (React Native) — Help Us Build Tools That Matter
Type: Full-Time | Location: Remote (or [Enter Location]HQ)
Salary Range: $XXX–$XXX/month
Meet Your Future Teammates: [Insert Loom link]
Hi there!
We’re [Company Name]—a lean, fast-moving team on a mission to build tools that make life easier for small businesses. Right now, we’re looking for an app developer to help us level up our React Native mobile app.
If you love turning complex problems into clean, usable code—and want to be part of a team where your work actually matters—we want to hear from you.
What You’ll Do
- Build and improve our React Native mobile app
- Integrate with APIs and help shape product features
- Collaborate with design and backend teams
- Fix bugs, improve performance, and ship updates regularly
What We’re Looking For
- 2+ years of app development experience
- Strong React Native skills (or native iOS/Android + willingness to learn RN)
- Comfortable with Git, API integration, and modern dev workflows
- Bonus: Firebase or backend knowledge
Why You’ll Love Working Here
- We’re remote-first and flexible
- You get 20 paid leave days per year
- Learning budget + mentorship support
- Clear growth path into senior roles
- We’re building a culture of trust, ownership, and clarity
How to Apply
Apply through WorkScreen.io. It’s a short, skills-based evaluation—no résumé required.
We review every application and respond within 5 days. Let’s build something great together.
Option 2: Structured “Job Brief + Responsibilities + Requirements” Format
Job Title: Mobile App Developer (React Native)
Company: [Your Company Name]
Location: Nairobi (Hybrid)
Type: Full-Time
Salary: $XXX–$XXX/month (based on experience)
Job Summary
We’re looking for a skilled mobile app developer to join our growing engineering team. You’ll be responsible for building and maintaining our React Native mobile app and collaborating with product, design, and backend teams to deliver a seamless user experience.
Key Responsibilities
- Build and maintain mobile applications using React Native
- Implement new features based on product roadmaps
- Optimize app performance and ensure stability
- Troubleshoot and debug issues as they arise
- Collaborate with cross-functional teams
Requirements
- 2+ years of mobile app development experience
- Proficiency in React Native, JavaScript/TypeScript
- Experience integrating APIs and working with Git
- Familiarity with Firebase or backend services is a plus
- Strong communication and problem-solving skills
Perks & Benefits
- Competitive salary
- 20 paid vacation days
- Remote work flexibility
- Annual learning and development budget
- Clear promotion path and regular performance reviews
How to Apply
Submit your application via WorkScreen.io. We use a skills-first approach—no résumé black holes, just a chance to show what you can do.
Let WorkScreen Handle the Rest
Writing a great job post is only the beginning.
Even with the perfect description, you still face the next challenge: figuring out who’s actually qualified to move forward.
That’s where WorkScreen.io comes in.
🔍 WorkScreen helps you:
● Quickly identify your most promising candidates
No more sifting through hundreds of résumés.
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—so you can see your top contenders at a glance.
● Easily administer one-click skill assessments
Whether it’s testing JavaScript, UI problem-solving, or communication skills—WorkScreen helps you assess candidates based on real-world ability, not just credentials.
● Eliminate low-effort applicants
WorkScreen filters out copy-paste applicants, people using AI tools to apply blindly, and those who ghost during the process—saving you time and preventing costly hiring mistakes.
💡 The result?
You make faster, smarter, and more confident hiring decisions—without drowning in guesswork or gut feel.
So once your job post is ready, don’t leave the rest to chance.
Let WorkScreen help you hire right, fast, and smart.
👉Sign up Today and start building a better team—one applicant at a time.
FAQ
Great app developers combine technical expertise with problem-solving and communication. Here’s what to look for:
Technical skills often include:
- Proficiency in tools like React Native, Swift, Kotlin, or Flutter
- API integration (REST or GraphQL)
- Version control (like Git)
- Performance optimization for mobile platforms
- Familiarity with Firebase or cloud services (a bonus)
Soft skills matter too:
- Clear communication
- Team collaboration
- Ability to adapt in fast-paced environments
- A user-first mindset when building features
Salaries depend on experience, location, and skillset. Here’s a rough breakdown:
- Junior app developers (0–2 years of experience) can earn between KES 50,000–100,000/month in Kenya, or $60,000–85,000/year in the US.
- Mid-level developers (2–5 years) typically earn KES 120,000–250,000/month or $90,000–120,000/year.
- Senior developers with 5+ years and specialized skills can earn upwards of KES 300,000/month or $130,000+/year.
These are estimates. Roles in funded startups or international remote teams often pay above market rates.
They’re often used interchangeably, but there’s a subtle difference.
- A mobile developer builds apps specifically for smartphones and tablets—usually iOS and Android.
- An app developer is a broader term that can include mobile apps, desktop apps, or even internal tools and software systems.
When hiring, be specific. If it’s a mobile-first role, use “Mobile App Developer” in your post.
Top developers aren’t scanning job boards hoping for buzzwords and lists. They’re looking for:
- A meaningful mission
- A role where they can own part of the product
- Transparency around salary, expectations, and process
- Room to grow their skills
- A team that respects their time and expertise
In short: write human job posts, be honest, and use tools like WorkScreen to show you’re serious about quality.
Skip the generic interviews and give them something practical.
Use a skill-based assessment through platforms like WorkScreen.io, where candidates solve real-world tasks relevant to your product.
This shows you how they think, write code, and communicate—without relying solely on résumés or past job titles.
