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If you’ve ever Googled “backend developer job description,” you’ve probably noticed something: every result looks the same.
Dry bullet points. Generic buzzwords. A robotic list of “requirements” and “responsibilities” that could apply to any company.
But here’s the truth: that kind of job description doesn’t attract great developers. It attracts people who are mass-applying. It attracts the wrong fit. And most of all, it sends the message that your company is just like everyone else.
If you want to attract sharp, motivated backend engineers—the kind who care about clean code, scalable systems, and solving real problems—full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/
In this guide, we’re going to show you exactly how to do that.
We’ll walk through:
- What a backend developer really does (in plain English)
- 2 job description templates (one for experienced hires, one for junior talent)
- A breakdown of what makes a great post work
- A bad example (so you can see what to avoid)
- Bonus tips, AI tools, and even a plug-and-play template
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
What a Backend Developer Actually Does
So, what does a backend developer actually do?
At a high level, backend developers build and maintain the behind-the-scenes systems that power your app or website. They work with databases, servers, APIs, and infrastructure—basically, everything your users don’t see, but rely on every time they interact with your product.
A great backend developer will:
- Write clean, efficient, and scalable code
- Design and manage APIs and data flow between services
- Optimize performance, uptime, and reliability
- Ensure security and stability across systems
- Collaborate closely with frontend developers, product managers, and QA teams
But here’s the key: backend development isn’t just technical—it’s strategic. You’re hiring someone who can think in systems, solve for scale, and make smart tradeoffs between speed, stability, and long-term architecture.
If you’re hiring for a startup or growth-stage company, this person might be the only backend engineer on the team. That means communication, ownership, and decision-making are just as important as knowing their way around a database.
Two Great Backend Developer Job Description Templates
Option 1: For an Experienced Backend Developer
Job Title: Backend Developer (Node.js + AWS) at Fintech Startup Helping Small Businesses Grow
Full-Time | Remote (US or EU Timezones) | $95,000–$120,000 + Equity
Flexible Schedule | Tech Stack: Node.js, Postgres, AWS, Docker
Meet the Hiring Manager: Watch this short Loom video from our CTO, Alex, sharing what we’re building, how we work, and who we’re looking for.
About Us
At LedgerLoop, we help small businesses access affordable credit by building better underwriting tools for modern entrepreneurs. We’re a seed-stage fintech startup backed by XYZ Ventures, and our platform already powers lending decisions for over 1,200 SMBs in the U.S.
We’re a small, fast-moving team of builders who care deeply about product quality, transparency, and writing clean, scalable code. Now, we’re looking for a backend developer who can help us take our infrastructure to the next level.
What You’ll Do
- Own and evolve our backend architecture (Node.js, Postgres, AWS Lambda)
- Design, build, and maintain RESTful APIs and internal tooling
- Monitor system performance and lead debugging for backend issues
- Collaborate with frontend, product, and data teams to ship features quickly
- Write well-tested code and contribute to documentation and engineering standards
What We’re Looking For
- 3+ years of experience with modern backend frameworks (Node.js preferred)
- Strong database experience (Postgres, MySQL, or similar)
- Proficiency in cloud platforms like AWS, GCP, or Azure
- Familiarity with Docker, CI/CD, and API design best practices
- Clear communicator who can work independently and own outcomes
Nice to have:
- Experience in fintech or financial data systems
- Familiarity with data privacy and compliance (GDPR, SOC2, etc.)
Why This Role Is Worth Your Time
- Meaningful ownership in a real product used by thousands of small businesses
- Remote-first team with flexible hours and async-friendly culture
- Competitive salary, equity, and benefits (health, vision, learning stipend)
- Join early and help shape the tech, culture, and architecture from the ground up
How to Apply
We use WorkScreen.io to make sure your skills—not just your résumé—speak for themselves. To apply, click the link below and complete a quick evaluation (we promise it’s short and relevant).
Option 2: For an Entry-Level or Willing-to-Train Backend Developer
Job Title: Junior Backend Developer — We’ll Train You (Python + PostgreSQL)
Full-Time | Hybrid (Austin, TX) | $60,000–$75,000
Early-career friendly | Great mentorship | Purpose-driven SaaS company
A Quick Note From the Team: Here’s a Loom video from Sarah, one of our senior engineers, sharing what it’s like to grow with us and what we’re looking for in this role.
About Us
We’re CiviReach, a mission-driven startup helping local governments digitize services and make communities more accessible. We’ve built a platform that helps city agencies manage requests, share updates, and better serve residents.
We’re growing fast and looking for an early-career backend developer to join our team. You don’t need a long resume—we’re more interested in your curiosity, work ethic, and willingness to learn.
What You’ll Do
- Learn to build and maintain internal APIs, databases, and integrations
- Help us improve performance, stability, and uptime
- Work alongside our senior engineers on real production code
- Ask questions, try things, and grow your skills fast
What We’re Looking For
- Basic experience with any backend language (Python preferred)
- Strong problem-solving mindset and willingness to ask for help
- Clear communicator, team player, and fast learner
- Comfortable Googling, experimenting, and failing forward
Bonus if you have:
- Any personal or school projects you can share
- Familiarity with Git, SQL, or REST APIs
- An interest in civic tech, public policy, or mission-driven work
What You’ll Get
- On-the-job training and mentorship
- Friendly, collaborative team that loves helping people grow
- Paid learning time each month + conference stipend
- 401(k), health & dental, paid holidays, and flex PTO
- A chance to build something that actually improves lives
How to Apply
We believe talent comes from anywhere, and we don’t care if you don’t have a Computer Science degree.
Just complete this short evaluation via WorkScreen—we want to see how you think, not just what’s on paper.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Breakdown of Why These Job Posts Work
This section reinforces the principles from your master guide by breaking down what makes the two backend developer job descriptions effective.
Why the Experienced Developer Post Works
- The Job Title Is Clear, Specific, and Compelling
It’s not just “Backend Developer.” It includes the stack (Node.js + AWS), the company mission (Fintech Startup), and the impact (“Helping Small Businesses Grow”). This instantly filters and attracts the right kind of applicant. - The Introduction Tells a Story, Not Just Facts
Instead of dumping a lifeless paragraph about the company, it explains what they do and why it matters. It gives mission-driven developers something to believe in. - It Includes a Personal Loom Video
The CTO introduces the role and shares the vision. This adds warmth, trust, and transparency—helping the post stand out in a sea of faceless listings. - It Speaks to Engineers as Problem Solvers, Not Task Robots
The description of responsibilities emphasizes ownership, architecture, and strategic thinking—not just coding. That’s attractive to serious backend engineers. - It Shows Career Value
This isn’t “just a job”—it’s early-stage ownership in a high-impact product. It speaks to autonomy, growth, and meaningful work—everything strong candidates look for. - It’s Transparent About Salary and Benefits
No guessing games here. It builds trust and attracts candidates who value clarity and fairness. - It Treats Candidates With Respect
The application section makes it clear: “We value your time. We evaluate your skills—not just your résumé.” This signals that your company takes hiring seriously and respectfully.
Why the Entry-Level Developer Post Works
- It Opens With Purpose
Instead of a dry role summary, it starts by asking: “Do you want to grow? Are you curious? Do you care about real-world impact?” That emotional hook makes early-career candidates feel seen. - It Welcomes Beginners
It explicitly says: “We’ll train you.” That encourages applications from high-potential people who may be overlooked elsewhere. It widens the talent pool without lowering standards. - It Includes a Friendly Video
A senior engineer gives a human face to the team. This builds connection and makes the post feel more approachable—especially important for junior applicants. - It Describes Real Growth Opportunities
Paid learning time, mentorship, and conference stipends send a message: “We’re invested in your development.” That’s a major draw for junior candidates. - It Doesn’t Just List Tasks—It Describes Contribution
Even though it’s a junior role, it frames the work as meaningful. You’re helping communities. You’re supporting real users. That kind of mission-alignment motivates entry-level hires. - It’s Honest About Requirements
“Nice to have” vs. “must-have” is clearly distinguished. This encourages confident but under qualified candidates to still apply. - It Reflects Modern Hiring Values
The use of WorkScreen shows commitment to a fair, skill-based evaluation. It removes gatekeeping and aligns with inclusive hiring values.
Bad Backend Developer Job Description Example (And Why It Fails)
This section shows what not to do, using a deliberately bland, outdated backend developer job post. It helps the reader contrast good vs. bad and internalize the improvements.
Bad Job Description Example:
Job Title: Backend Developer
Company: ABC Tech
Job Type: Full-Time | Location: Remote
Salary: Not disclosed
Job Summary
ABC Tech is looking to hire a backend developer to maintain APIs and manage the database. The ideal candidate should have experience in backend technologies and be able to work independently.
Key Responsibilities
- Write code
- Build and maintain APIs
- Ensure uptime
- Collaborate with other team members
Requirements
- Degree in Computer Science or related field
- 3–5 years of backend experience
- Strong problem-solving skills
- Ability to work independently
How to Apply
Send your CV and cover letter to hr@abctech.com. Only shortlisted candidates will be contacted.
Why This Job Post Falls Flat
- The Job Title Is Too Vague
“Backend Developer” is generic. It gives no context—no tech stack, no mission, no team type. A great title filters and attracts. This one does neither. - There’s No Personality or Context
The summary could apply to literally any company. There’s no story, no mission, no reason to care. It reads like it was copied from a template in 2015. - Salary Is Missing
This erodes trust and slows down applications. Transparency matters—especially to serious candidates. - Responsibilities Are Too Generic
“Write code” and “ensure uptime” are vague and uninspiring. There’s no sense of ownership, impact, or what a day on the job looks like. - No Mention of Culture or Values
Candidates want to know who they’ll work with, what the team is like, and what’s valued. This job post is all task, no soul. - Exclusion Through Requirements
Asking for a degree filters out capable self-taught developers. And listing 3–5 years for a role that doesn’t sound senior narrows the pool unnecessarily. - The Hiring Process Feels Cold and Dismissive
“Only shortlisted candidates will be contacted” tells applicants: don’t expect to hear from us. That makes your brand feel careless and outdated. - There’s No Call to Action—Just an Upload Field
There’s no encouragement, no explanation of what happens next, and no human connection. Just “send your CV.” It makes applying feel transactional and unrewarding.
Bonus Tips That Make Job Posts Stand Out
These are small enhancements that don’t take much effort—but significantly increase candidate trust, interest, and engagement.
1. Add a Security & Privacy Notice
Let candidates know your hiring process is safe and legitimate. This builds immediate trust—especially in an era of scam job listings.
Example:
We take your privacy seriously. We will never ask for payment, personal financial information, or banking details at any stage of the hiring process.
2. Mention Leave Days or Flex Time
Everyone values time off—but most job posts skip this. Adding it shows you care about wellbeing, not just output.
Example:
Enjoy up to 24 flex days off per year to recharge, travel, or spend time with family—no questions asked.
3. Highlight Training & Growth Opportunities
Especially important for junior or mid-level roles, this tells candidates: you’ll grow here.
Example:
You’ll get access to monthly learning budgets, peer mentorship, and a personal development plan tailored to your growth goals.
4. Include a Loom or YouTube Video
A 1–2 minute video from the hiring manager or founder makes your job post instantly more personal and credible. It doesn’t have to be slick—just real.
Example CTA:
Meet our CTO, Alex, in this short video as he shares how we work, what we’re building, and what makes this role exciting. Watch the video
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. Use a Friendly, Conversational CTA
End your post with something motivating. Don’t just say “Submit your resume”—speak to the kind of person you want.
Example:
If you’re someone who loves building clean systems, solving real problems, and working with people who care—let’s talk. Apply below. We’d love to meet you.
Should You Use AI To Generate Job Descriptions?
AI tools are everywhere. Many ATS platforms like Workable and Manatal now offer one-click job description generators. But here’s the truth:
AI is a powerful tool—but a terrible substitute for thinking.
Why You Shouldn’t Rely on AI Alone
Using AI to generate a job post without giving it any real input can seriously backfire. Here’s what happens:
- You get generic, low-effort content that fails to stand out
- You attract the wrong candidates (mass applicants, not aligned talent)
- You create a bad first impression of your company—especially with technical candidates who can spot generic writing a mile away
Your job post is your first handshake. Why would you outsource that moment to a robot with no understanding of your values, tone, or culture?
The Smarter Way to Use AI: Start with Real Input
AI can be incredibly helpful—if you feed it the right ingredients. Use it to polish, not produce.
Here’s how to prompt AI effectively:
Step-by-Step Prompt Template:
“Help me write a job post for our company, [Insert Company Name].
We’re hiring a [Insert Job Title] to help with [Insert Key Responsibilities].
Our culture is [Describe your company culture in 1–2 lines], and we want to attract candidates who are [Insert ideal traits].
We offer [List benefits: salary, flexibility, leave, growth opportunities].
Here’s our hiring process: [Describe how candidates apply and what they can expect].
Here are a few raw notes to get you started [paste your notes]
Pro Tip:
If you’ve already written a decent draft, ask AI to:
- Make it more concise
- Adjust the tone to be more friendly or confident
- Reorganize sections for clarity
- Add variation to your language (avoid repetition)
Let AI be your writing assistant, not your replacement.
Hiring doesn’t have to be hard. If your hiring process is stressful, slow, or filled with second-guessing—WorkScreen fixes that. Workscreen helps you quickly identify top talent fast, eliminate low-quality applicants, and make better hires without the headaches.
Need A Quick Copy-Paste Job Description Template?
Option 1: Conversational Job Description Template (Culture-First)
Job Title: Backend Developer (Insert Tech Stack) at [Your Company Name]
Employment Type | Location | Salary Range
Watch this video from our [CTO/Manager] explaining the role [Insert Loom Link]
About Us
At [Company Name], we’re building [briefly describe your mission/product].
We’re a [team size/stage—e.g., “small but fast-growing”] company that believes in [insert values, like clean code, async work, mentorship, autonomy, etc.].
Now, we’re looking for a backend developer who’s excited to help us [insert impact or next big goal].
What You’ll Do
- Build and maintain APIs, services, and backend systems
- Collaborate with product and frontend teams to ship features
- Optimize performance, scale systems, and keep things running smoothly
- Write clean, maintainable, and well-tested code
What We’re Looking For
- [#]+ years experience in [primary backend language]
- Familiarity with [key tools, cloud platforms, or database tech]
- Strong problem-solving skills and ability to work independently
- Excellent communication and a team-first mindset
Why You’ll Love Working Here
- [List 3–4 highlights: flexible schedule, real ownership, team culture, salary, equity, benefits, mentorship, etc.]
- You’ll grow with us—there’s space to lead, learn, and build something meaningful
How to Apply
We use WorkScreen.io to evaluate applicants fairly and efficiently—no resumes needed.
[Insert custom WorkScreen apply link]
We’re excited to learn about you—let’s build something great together.
Option 2: Structured Format (Great for Job Boards)
Job Title: Backend Developer (Tech Stack)
Location: Remote or [City, Country]
Job Type: Full-Time
Salary Range: [Include salary range]
Job Brief
We’re looking for a backend developer to join our growing team and help us scale [product/service]. You’ll be responsible for maintaining backend systems, building APIs, and improving our infrastructure as we grow.
Responsibilities
- Design and implement APIs and backend logic
- Work with databases, caching, and cloud infrastructure
- Monitor system health and troubleshoot issues
- Collaborate with other developers and product teams
- Write tests and contribute to engineering best practices
Requirements
- Proven experience with [language/framework]
- Familiarity with cloud platforms (AWS, GCP, etc.)
- Strong understanding of relational databases and/or NoSQL
- Experience with Git, CI/CD, and testing
- Excellent written and verbal communication skills
Nice to Have
- Experience working in a startup or agile team
- Interest in [insert specific domain: fintech, civic tech, edtech, etc.]
Benefits
- Competitive salary + equity
- Remote-friendly culture
- Health & dental insurance
- Paid learning time + conference budget
- Paid time off and holidays
How to Apply
Apply through WorkScreen so we can understand your skills beyond the resume.
[Insert custom WorkScreen apply link]
We review every application and respond within [X] days.
Let WorkScreen.io Handle the Next Step
You’ve written a thoughtful job post. You’ve added the right context, personality, and expectations. Now it’s time to move from attracting the right candidates… to identifying the best ones.
That’s where WorkScreen.io comes in.
Why Use WorkScreen.io After Publishing Your Job Post
Most job posts—even the great ones—attract a mix of applicants:
- Some are serious, motivated, and capable
- Others apply to everything with a résumé and generic cover letter
- Some use AI tools to fill out applications with zero effort
WorkScreen helps you cut through the noise—automatically.
Here’s What WorkScreen Helps You Do:
1. Quickly Identify Your Top Candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard. You’ll instantly see who actually knows their stuff—not just who writes a good résumé.
2. Assess Real Skills, Not Just Experience
Easily send skill tests that reflect the real job (coding tasks, logic questions, writing samples—whatever matters most).
This helps you:
- Avoid over-reliance on credentials
- Discover under-the-radar talent
- Make confident, data-driven hiring decisions
3. Eliminate Low-Effort or AI-Generated Applications
WorkScreen detects and filters out:
- Copy-paste applicants
- One-click apply spam
- AI-written answers with no original thought
This protects your time and ensures only genuine, qualified, and thoughtful candidates make it through.
Plug WorkScreen Directly Into Your Job Post
Once you’ve created your job post using this guide:
- Sign in to WorkScreen.io
- Create your role and customize a short evaluation (or use a pre-built one)
- Share your WorkScreen application link in the “How to Apply” section of your post
Done. Candidates apply through a simple, structured process—and you get clear, ranked results.
You’ve done the hard work of crafting a great job description. Let WorkScreen handle the next phase—so you hire the right person, faster.
FAQ
A great backend developer combines technical expertise with strong communication and problem-solving ability. Key skills include:
- Proficiency in one or more backend languages like Node.js, Python, Go, Ruby, or Java
- Experience with databases such as PostgreSQL, MySQL, or MongoDB
- Ability to build and maintain APIs (REST or GraphQL)
- Familiarity with cloud platforms like AWS or GCP
- Understanding of version control (Git), CI/CD pipelines, and testing
Soft skills matter too—especially the ability to communicate clearly with other team members, think in systems, and take ownership of their work.
Salaries vary depending on experience, location, and the size of your company.
In the U.S., junior backend developers typically earn between $60,000 and $85,000, while mid-level to senior developers often earn $100,000 to $160,000+ per year.
In Europe, average ranges fall between €35,000 and €100,000+, depending on country, seniority, and company type.
Companies offering remote roles or early-stage equity often balance slightly lower salaries with flexibility, ownership, and career growth.
No—but you do need a clear understanding of what outcomes you expect from the role.
You can make a great hire even if you’re non-technical by:
- Focusing your job post on real goals and expectations
- Using a tool like WorkScreen to assess skills through short, role-relevant evaluations
- Involving a technical advisor or developer to review test results or join interviews (especially for senior roles)
Resumes don’t tell the full story. Look for:
- Skill-based assessments (like a real-world task or small project)
- Past projects that show problem-solving, not just completion
- An ability to explain their work clearly
- Signs of accountability—what did they own or improve in their last role?
Even if you’re not technical, you can still assess critical thinking, clarity, and consistency.
Top backend developers are often off the market in less than three weeks.
Aim to keep your hiring process within 10 to 20 days from job post to offer. That means:
- Clear communication from day one
- Fast, skill-based filtering
- Fewer interviews with better-prepared candidates
- A strong, timely offer that reflects market standards
