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If you’ve Googled “software engineer job description template,” you’ve probably seen the same thing over and over again—dry bullet points, copy-paste responsibilities, and zero personality.
But here’s the problem: generic job posts don’t attract great engineers. They attract everyone—especially the ones skimming for keywords and clicking “Apply All.”
And if you’re building a serious engineering team, that’s not who you want.
Great engineers are thoughtful, curious, and selective. They care about what they’ll build, who they’ll work with, and whether your company values quality over quick fixes.
Most templates don’t help you communicate any of that.
That’s why this guide exists—not just to give you a fill-in-the-blanks template, but to help you write a post that actually attracts the right people.
Before we get into examples, if you haven’t already, check out our full guide on how to write a job post that attracts top talent: Link https://workscreen.io/how-to-write-a-job-post/ It walks through everything you need to know—from structure to tone to candidate psychology.
Now, let’s talk about what a software engineer really does—and how to describe that role in a way that makes the right candidates say, “That’s the kind of team I want to join.”
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
What a Software Engineer Actually Does
A software engineer isn’t just someone who “writes code.” That’s part of it—but great engineers are problem solvers, builders, and collaborators.
At the core, a software engineer helps turn ideas into working systems. They write, test, and maintain code—but more importantly, they figure out how to build things that are scalable, reliable, and valuable to users.
In practical terms, this might mean:
- Turning product requirements into technical designs
- Collaborating with designers, PMs, and other engineers
- Writing clean, efficient, and well-documented code
- Reviewing peers’ code and improving systems together
- Thinking ahead to prevent bugs, bottlenecks, or user pain
But technical skills alone aren’t enough.
The best engineers:
- Ask thoughtful questions
- Think in systems, not just features
- Care about the why behind what they build
- Communicate clearly with both technical and non-technical teammates
- Take ownership—and bring solutions, not just problems
So when you write your job description, don’t just list programming languages. Help candidates understand the mission behind the work, the quality of the team, and the impact they’ll have if they join.
Because talented engineers aren’t just looking for work—they’re looking for purpose, challenge, and good people to build with.
Great Software Engineer Job Description Templates
We’ll provide two tailored job description options:
1.✅ Option 1: For employers looking to hire an experienced Line Cook with prior experience.
2.Option 2: For employers open to hiring entry-level candidates or those willing to train someone with potential
✅ Option 1: Experienced Software Engineer
📌 Job Title: Senior Backend Software Engineer – Help Build Tools Used by 50,000+ Small Businesses
💼 Type: Full-Time | Remote (Global) | Salary: $100K–$130K USD
👋 A Quick Hello From Our CTO
A personal welcome goes a long way. Watch this short video from our CTO to learn what we’re building and why it matters.
📹 [Insert Loom link]
Who We Are
We’re [Your Company Name], a growing SaaS startup building simple, powerful tools for small businesses. Every feature we ship is used by real customers daily—from storefronts in Kansas to solopreneurs in Nairobi. We believe great software shouldn’t be bloated or overly complex—it should just work. That’s where you come in.
What You’ll Do
As our next Senior Backend Engineer, you’ll work closely with product and design to ship high-impact features, refactor aging systems, and help scale our platform. You’ll own projects end-to-end and shape the technical direction of our backend infrastructure.
Your day-to-day will include:
- Architecting and building new APIs and services (Node.js + PostgreSQL)
- Improving system performance and reliability as we scale
- Reviewing code, mentoring junior devs, and raising the bar for engineering excellence
- Working closely with product to scope features and deliver real value
What We’re Looking For
- 5+ years of experience in backend development
- Strong skills in Node.js (or a similar backend stack), PostgreSQL, and cloud platforms (AWS, GCP, etc.)
- Comfortable owning systems from design to deployment
- Strong communicator—especially async (we’re remote-first)
- Bonus: You’ve worked at a startup or shipped products end-to-end
Why Join Us
- We’re small, so your impact is massive.
- You’ll work with a team that values autonomy, candor, and craftsmanship.
- Remote-first culture (with quarterly in-person retreats)
- Health + dental + 401(k)
- 15 paid vacation days + local public holidays
- $2,000/year learning stipend
Our Hiring Process
- Submit application → Technical test (async, real-world) → Team interview → Offer
- We respond to every application
- We aim to complete the process in under 2 weeks
Apply Now
We use [WorkScreen.io] to evaluate applicants based on skills, not just résumés. You’ll go through a quick skills assessment to show us how you think and code.
👉 [Insert WorkScreen.io application link]
✅ Option 2: Entry-Level Software Engineer / Open to Juniors
📌 Job Title: Junior Software Engineer – We’ll Train You (Must Love Learning)
💼 Type: Full-Time | Hybrid (Austin, TX) | $60K–$75K USD
👋 Meet Your Future Manager
Before you apply, watch this quick Loom video from your future manager. It’ll give you a sense of what we’re like to work with and what we’re building together.
📹 [Insert Loom link]
Start Your Engineering Career With Us
You don’t need to have years of experience to apply. We’re looking for curious, motivated, and growth-minded engineers who want to build cool things and learn fast.
About Us
At [Your Company Name], we build internal tools that power HR, finance, and operations teams across the U.S. We’ve doubled in size in the last year and are growing our engineering team. Our mission? Make boring business software disappear behind seamless, intuitive tools. You’ll join a tight-knit product team that loves learning, shipping, and moving fast.
What You’ll Be Doing
- Collaborate with engineers and designers to build product features
- Write clean, testable code (JavaScript, React, Node.js)
- Participate in code reviews and weekly learning sessions
- Ask lots of questions, bring new ideas, and keep improving
What We’re Looking For
- A portfolio, GitHub link, or any code you’re proud of
- Strong grasp of programming fundamentals (any language)
- Eagerness to learn, take feedback, and grow
- Bonus: You’ve taken part in a bootcamp or side project
No CS degree required. We hire for potential.
What You’ll Get
- On-the-job training + weekly mentorship sessions
- Work alongside senior engineers who actually enjoy teaching
- Flexible hours, hybrid work
- Paid time off + full benefits + $1K tech setup budget
How to Apply
We use [WorkScreen.io] to make hiring fair and fast. No long cover letters. Just show us what you can do.
👉 [Insert WorkScreen.io application link]
Breakdown of Why These Posts Work
You’ve just seen two examples of software engineering job posts—one for experienced hires and one for entry-level. Now let’s break down why they’re effective:
✅ 1. The Job Title Is Clear, Descriptive, and Human
Instead of a generic “Software Engineer,” we use:
- “Senior Backend Software Engineer – Help Build Tools Used by 50,000+ Small Businesses”
- “Junior Software Engineer – We’ll Train You (Must Love Learning)”
These job titles don’t just say what the role is—they sell the opportunity. They speak directly to the kind of person you’re looking for and communicate what the job actually means.
✅ 2. The Introduction Builds Interest and Context
We open with a warm, plain-English intro that answers the question every great engineer silently asks:
“Why should I care about this role?”
By highlighting the mission, team size, and real-world use cases, we draw the candidate into a story—not a checklist.
✅ 3. Salary Is Clearly Listed
No games.
We list salary ranges early and explicitly in both posts. Why? Because transparency builds trust. And serious candidates expect to see compensation details before investing time in an application.
✅ 4. Culture and Values Are Shown, Not Told
We don’t just say, “We value collaboration.”
We show it through:
- Loom videos from managers and CTOs
- Clear descriptions of how the team works
- A focus on mentorship and learning
This helps candidates picture what it’s like to be part of your company.
✅ 5. Responsibilities Focus on Outcomes, Not Just Tasks
The responsibilities are written in a way that shows impact:
- “Architecting and building new APIs and services”
- “You’ll help everything stay on track so the field team can focus on getting the job done right”
This framing makes the work feel meaningful—not just mechanical.
✅ 6. The Hiring Process Is Transparent and Respectful
We clearly state:
- What steps to expect
- How long the process takes
- That every applicant gets a response
Most job posts don’t do this—and that’s a huge missed opportunity. Just being transparent here sets you apart and makes top candidates feel respected.
✅ 7. The Loom Video Makes It Personal
This one’s powerful.
By embedding a short video from the hiring manager or CTO, you create emotional connection. Candidates get to see the people behind the company. It builds trust and makes your post stand out in a sea of text.
✅ 8. The CTA Feels Inviting, Not Cold
Instead of “Submit your resume to careers@example.com,” the CTA:
- Tells the applicant how to apply
- Reassures them that WorkScreen makes it fair and skills-first
- Reinforces the idea that their time is valued
This kind of CTA speaks to real people, not resume bots.
Example of a Bad Software Engineer Job Description( And Why It Fails)
❌ Bad Example: Generic, Outdated, and Ineffective
📌 Job Title: Software Engineer
📍 Location: Remote
💼 Type: Full-Time
Company Overview
XYZ Technologies is a fast-growing tech company delivering innovative solutions to global clients. We are committed to excellence, innovation, and professionalism.
Job Summary
The Software Engineer will be responsible for designing, coding, and testing software applications. The ideal candidate is expected to collaborate with cross-functional teams to deliver high-quality solutions that meet business requirements.
Key Responsibilities
- Write clean and efficient code
- Conduct code reviews
- Collaborate with other teams
- Troubleshoot issues and debug
- Maintain documentation
Qualifications
- Bachelor’s degree in Computer Science or related field
- 3+ years of experience in software development
- Proficient in Java, Python, or C++
- Strong communication and analytical skills
Compensation
Competitive salary and benefits.
How to Apply
Please send your resume and cover letter to hr@xyztech.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
1. The Job Title Is Generic
Just “Software Engineer”? For who? For what? Is it backend, frontend, full-stack? Is it entry-level or senior? This tells the reader nothing useful or compelling.
2. The Introduction Lacks Meaning
“We are committed to excellence” doesn’t say anything. There’s no mission, no human voice, no reason to care. It reads like corporate boilerplate that could be pasted into any job post, for any company.
3. Responsibilities Are Vague
“Write clean and efficient code”? That’s table stakes. The bullet points are flat and uninspiring. There’s no hint of the team dynamic, project scope, or what success looks like in this role.
4. No Insight Into Culture
There’s nothing that tells the candidate what it’s like to work at XYZ Technologies. No values, no team vibe, no human touch. Just generic corporate-speak.
5. No Salary Transparency
“Competitive salary” is a red flag in 2025. Candidates want clarity. Omitting salary often signals inflexibility or under-compensation—and it filters out high-quality applicants who don’t want to waste time.
6. Cold, Dismissive Application Instructions
“Only shortlisted candidates will be contacted” makes your company sound unapproachable. Great candidates want to work with respectful employers. This kind of language turns them away.
7. Zero Personality in the CTA
There’s no warmth, no excitement, and no modern hiring tools. It’s just: “Email us and wait.” Not exactly inspiring.
🧠 Bottom Line:
This job post checks the “basic” boxes—but it fails to connect with the people you actually want to hire. It’s vague, outdated, and forgettable—and that’s exactly why the best candidates will scroll past it.
Bonus Tips to Make Your Job Post Stand Out
Even a well-written job post can fall flat if it misses a few key details that matter to top candidates. Here are some simple but powerful additions you can include to make your post more trustworthy, human, and compelling.
✨ Tip 1: Add an “IMPORTANT NOTICE” to Build Trust
Online job scams are on the rise. Adding a short security message shows that you respect candidates and value transparency.
Example:
🔒 IMPORTANT NOTICE: We take the security and privacy of all job applicants seriously. We will never ask for payment, bank details, or sensitive personal information during the hiring process.
This tiny addition instantly builds credibility and peace of mind.
✨ Tip 2: Mention Leave Days or Flex Time
Candidates value flexibility and rest just as much as salary—especially developers who know the cost of burnout.
Example:
Enjoy up to 20 flex days off per year, plus all major holidays. We believe recharging leads to better code and healthier teams.
It’s a simple way to signal that your company respects work-life balance.
✨ Tip 3: Highlight Training & Growth Opportunities
Talented candidates want to know they won’t be stuck. They want to learn, grow, and advance. Even entry-level roles benefit from this detail.
Example:
We invest in your growth. You’ll get access to senior mentorship, monthly learning stipends, and clear pathways to grow into team lead roles.
This is especially important when hiring junior engineers, career switchers, or bootcamp grads.
✨ Tip 4: Add a Loom or Video Message
We’ve said this before, but it’s worth repeating: a short Loom from the hiring manager or team lead can dramatically increase candidate engagement.
It makes your company feel more real, more human, and more approachable. It also creates a stronger emotional connection before someone even applies.
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.
A Word of Caution About Using AI for Job Descriptions
With one click, AI can generate an entire job post in seconds.
Tempting, right?
But here’s the thing: AI-written job descriptions with no human input usually end up sounding like… every other bland, forgettable post online.
They’re filled with generic phrases like:
- “We are a fast-growing company seeking a highly motivated individual…”
- “Must be a team player with strong communication skills…”
And that’s a problem—because great candidates don’t respond to generic. They scroll right past it.
❌ Why You Shouldn’t Rely on AI Alone
Here’s what happens when you ask AI to “Write a job description for a software engineer” with no context:
- You get a generic outline with no personality, mission, or insight into your team.
- It attracts the wrong kind of applicants—those applying in bulk with no interest in your role.
- It reflects poorly on your brand. Your job post is often a candidate’s first impression of your company. Don’t waste it.
✅ The Right Way to Use AI (With Your Input)
AI is a fantastic tool—but only if you feed it the right ingredients. Think of it as your writing partner, not your replacement.
Here’s how to prompt it correctly:
“Help me write a job description for our company, BuilderTech. We’re hiring a Senior Backend Engineer to work on scalable tools for small businesses. Our culture is remote-first, async, and focused on quality over speed. We want to attract candidates who are thoughtful, autonomous, and care deeply about clean code and user experience.
We offer the following benefits: fully remote, 401(k), $2K learning budget, 15 vacation days, transparent salary range ($100K–$130K).
Here are a few draft notes I’ve written to get you started: [insert bullet points or examples]. Please help me refine this into a clear, engaging job post with a human tone.”
That kind of prompt gives you custom, on-brand, and human-sounding content that you can edit and publish confidently.
💡 Pro Tip: You can also point AI to a strong job post you love (like the examples above) and say,
“Make something like this, but for [insert your role here].”
AI is most powerful when it builds on your ideas—not when it replaces them.
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?
We get it—sometimes you just need something fast.
Maybe you’ve already read this guide and understand what a great job post looks like… but right now, you just need a solid starting point you can copy, paste, and tailor in minutes.
That’s what this section is for.
✏️ Important Reminder:
Don’t copy this word-for-word and expect magic.
This is a foundation, not a final draft.
Add a Loom video, inject your team culture, and edit the details to reflect your actual kitchen.
In this section, you’ll find two ready-to-use job description templates for quick copy-paste use — but please remember, like we mentioned above, don’t just copy them word-for-word and expect results.
Think of these as starting points, not final drafts.
- Option 1: A more conversational, culture-first job description that highlights personality and team fit.
- Option 2: A more structured format, including a Job Brief, Responsibilities, and Requirements for a traditional approach.
✅ Option 1: Conversational Job Description Template (Culture-First Style)
📌 Job Title: [Insert Role Title] – Help Build [Insert Mission or Outcome]
💼 Type: [Full-Time / Part-Time] | [Remote / Hybrid / On-Site] | Salary: [$XX,XXX–$XX,XXX]
👋 Before you read further, here’s a short video from your future manager about what we’re building, how we work, and who we’re looking for.
📹 [Insert Loom video link here]
Who We Are
We’re [Insert Your Company Name], a [describe type of company] building [describe product or service]. Our team is small, fast, and focused. Every line of code you write will have a direct impact on our users.
What You’ll Do
- Build and maintain [insert systems, APIs, or platforms]
- Collaborate with product and design to deliver features that matter
- Write clean, scalable, testable code
- Participate in code reviews and help shape technical direction
What We’re Looking For
- [Insert years] of backend experience (e.g., Node.js, Python, Ruby)
- Confident with databases (e.g., PostgreSQL, MySQL)
- Comfortable working independently and with a remote team
- Bonus: Experience in [insert optional tech or domain]
Why You’ll Love Working With Us
- Remote-first with async communication
- [Insert number] paid vacation days + holidays
- [Insert perk: e.g., learning stipend, team retreats, equity]
- [Optional] Opportunities to grow into a leadership role
How We Hire
We use WorkScreen.io to fairly and quickly evaluate candidates based on real-world skills—not just résumés. You’ll complete a short, relevant skills test to show us what you can do.
👉 [Insert WorkScreen.io application link]
✅ Option 2: Structured Job Description Template
📌 Job Title: [Insert Role Title]
📍 Location: [Remote / Hybrid / On-Site at City, State]
💼 Type: [Full-Time / Part-Time]
💲 Salary Range: [$XX,XXX – $XX,XXX]
Job Overview:
We’re hiring a [Insert Role Title] to join our team at [Insert Company Name]. You’ll help build, maintain, and scale the systems that power our [insert what the team or product supports]. This is a hands-on role with meaningful autonomy and clear ownership.
Key Responsibilities:
- Design and implement [insert system types or features]
- Maintain code quality, performance, and documentation
- Collaborate with cross-functional teams across [departments or tools]
- Troubleshoot and debug technical issues as they arise
Qualifications:
- [Insert #] years of experience in software engineering
- Proficiency with [insert languages, frameworks, tools]
- Strong communication and time management skills
- [Optional] Familiarity with [insert industry or platform] is a plus
What You’ll Get:
- Remote flexibility (or in-office if applicable)
- [Insert #] vacation days, paid holidays, and mental health days
- [Insert perks: healthcare, stipends, equity, parental leave]
- Mentorship and career growth support
How to Apply:
We use WorkScreen.io to streamline the process and ensure a fair evaluation. No long applications or ghosting—just a clean process focused on what matters.
👉 [Insert WorkScreen.io link]
Let WorkScreen.io Handle the Next Step
You’ve put in the work to write a great job post—now make sure your hiring process lives up to it.
Once your job post is out in the world, WorkScreen.io helps you take it from “live” to “hired” without wasting time on unqualified applicants or getting buried in résumés.
Here’s how:
✅ Quickly identify your most promising candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—so you can spot your top talent at a glance, save hours of manual screening, and make faster, smarter decisions.
✅ Easily administer one-click skill tests
No more guessing based on résumés. With just one click, send skill assessments tailored to the role—so you’re hiring based on what candidates can actually do, not just what they claim.
✅ Eliminate low-effort applicants
WorkScreen filters out applicants who use AI tools to spam applications, copy-paste answers, or game the system—so you’re left with genuinely motivated, high-quality candidates who are serious about your role.
💡 Whether you’re hiring your first engineer or your 50th, WorkScreen makes it easier, fairer, and faster to find the right person.
👉 Start your next hire the smart way—Sign up at WorkScreen.io and launch your first skills-based job post today.
Software Engineer Job Description Frequently Asked Questions (FAQ)
To succeed as a software engineer, candidates typically need a mix of technical and soft skills. These often include:
- Proficiency in programming languages (e.g., JavaScript, Python, Java, C++, etc.)
- Understanding of data structures and algorithms
- Version control using tools like Git/GitHub
- Database knowledge (e.g., PostgreSQL, MongoDB, MySQL)
- Problem-solving and debugging skills
- Collaboration and communication, especially in cross-functional teams
- Familiarity with software development practices, such as Agile, TDD, or CI/CD pipelines
Bonus skills like cloud infrastructure (AWS, GCP), containerization (Docker), and DevOps knowledge can give candidates a strong edge—especially for senior roles.
As of 2025, average salaries vary based on location, experience, and specialization:
- United States (Remote or Onsite):
- Entry-level: $70,000–$90,000/year
- Mid-level: $95,000–$120,000/year
- Senior: $120,000–$160,000/year
- Entry-level: $70,000–$90,000/year
- Global (Remote roles):
- Latin America: $30,000–$60,000/year
- Eastern Europe: $40,000–$80,000/year
- Africa & Southeast Asia: $25,000–$50,000/year
- Latin America: $30,000–$60,000/year
Niche roles like machine learning engineers or cloud architects may exceed these ranges.
