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If you’ve ever Googled “software quality assurance job description,” you’ve probably run into the same problem.
Every article says the same thing:
Bullet points. Buzzwords. Boilerplate.
They list generic tasks like “write test plans” or “identify bugs,” but they completely miss the point—a great job post isn’t just a list of tasks. It’s a chance to attract the right SQA professional—someone who cares about quality, communicates clearly, and fits your company’s culture.
The truth is, top QA candidates aren’t just looking for any testing role. They want to know what they’re building, who they’ll be working with, and why it matters. If your job post doesn’t speak to that, they’ll scroll past it—and you’ll end up with weak applicants or no applicants at all.
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.
This article builds on that approach.
We’ll show you:
- What the SQA role actually is (in plain English)
- Two modern, human job description examples (experienced + entry-level)
- A teardown of why they work
- A breakdown of a bad job post and how to fix it
- Bonus tips that build trust and set you apart
- Smart ways to use AI responsibly (without sounding robotic)
- A quick-start copy-paste version you can tailor fast
Whether you’re hiring your first QA analyst or building a scalable testing team, this guide will help you write a post that actually works—one that attracts thoughtful, skilled, and reliable candidates.
Let’s start by understanding what this role really is—beyond the buzzwords.
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.
What Does A Software Quality Assurance Actually Do
Let’s break this down simply.
A Software Quality Assurance (SQA) specialist is not just someone who “finds bugs.” They’re your last line of defense before something broken hits production.
In plain English, an SQA professional makes sure that the software your team builds actually works—consistently, reliably, and as expected. That means catching issues early, thinking like the end-user, and helping engineers build with confidence.
But here’s the nuance most job posts miss:
Great QA isn’t just technical. It’s strategic.
A strong SQA hire will:
- Ask the right questions before code is even written
- Build repeatable testing processes that scale
- Communicate clearly with product and engineering teams
- Flag not just what’s broken—but why it matters to the user
- Advocate for quality across the entire development lifecycle
It’s part detective, part project manager, part product guardian.
And depending on your company’s stage, that role might look different:
- In a startup, they might wear many hats—manual testing, automation, documentation, and bug triage.
- In a scaling team, they may specialize—focusing on test automation, performance testing, or building out your CI/CD QA strategy.
So before you copy-paste a standard job description, take a second to think:
What does “quality” mean in your product?
What does success look like in this role, beyond “no bugs”?
What kind of SQA professional do you actually need?
The clearer you are on that, the easier it’ll be to write a job post that attracts the right people—and repels the wrong ones.
Two Great Software Quality Assurance Job Description Templates
✅ Option 1: Job Description For an Experienced SQA Professional
📌 Job Title: QA Engineer for Finovo’s Mission-Critical SaaS Platform (Remote, Full-Time)
💼 Full-Time | Remote | $70,000–$90,000/year (Based on Experience)
🕒 Core hours: 10AM–6PM EST | Tech Stack: JavaScript, Cypress, Postman, GitHub
🎥 A quick word from our Head of Engineering
[Insert Loom or YouTube link here — e.g., “Why Finovo prioritizes quality from day one”]
Who We Are
At Finovo, we help small accounting firms across the U.S. automate bookkeeping and payroll for over 10,000 clients. Our platform processes millions in transactions weekly, and our users rely on us for stability, speed, and trust.
We’re a fully remote team of 45, backed by top-tier investors, and growing fast. Our culture is focused on thoughtful execution, transparent communication, and shipping great work without unnecessary meetings.
What You’ll Be Doing
This isn’t a checkbox QA role. You’ll help shape our product quality strategy as we scale—and own testing across multiple high-impact features.
You’ll:
- Build and maintain end-to-end test suites in Cypress
- Collaborate with product and engineering to write smart test plans
- Manually test edge cases in complex user flows
- Log detailed bug reports and track regressions
- Help create systems that catch issues early and automate releases confidently
What We’re Looking For
- 2+ years of QA or SDET experience (manual + automation)
- Solid experience with test frameworks like Cypress, Selenium, or Playwright
- Able to write thoughtful bug reports and reproduce issues clearly
- Familiarity with REST APIs, Postman, and basic Git workflows
- Strong ownership mindset—you catch things others miss
Perks & Benefits
- Fully remote with flexible working hours
- Health, dental, and vision insurance (U.S. only)
- 20 days paid time off + 10 company holidays
- $1,000/year learning stipend
- New MacBook and home office setup stipend
Why This Role Is a Great Fit
- You’ll play a key role in making Finovo’s product more stable and trusted
- We treat QA as a core function, not an afterthought
- You’ll have room to grow, own entire feature areas, and influence product quality long-term
- You’ll work in a culture that values precision, speed, and autonomy
How to Apply
We use WorkScreen to evaluate candidates fairly—based on ability, not just resumes. To apply, complete this short assessment:
👉 [Insert WorkScreen link]
We review every application within 7 days. Thanks for considering Finovo!
✅ Option 2: Job Description For Entry-Level / Willing to Train Candidate
📌 Job Title: Junior QA Tester at Brightly (No Experience Needed – We’ll Train You)
💼 Entry-Level | Hybrid or Remote | $16–$20/hour (Contract to Hire)
📍 Location: Denver, CO or Remote | Type: Contract to Full-Time
🎥 Meet your future manager
[Insert Loom or YouTube link — e.g., “What it’s like to grow your tech career at Brightly”]
Who We Are
Brightly is a community-focused EdTech platform helping schools run better—from attendance tracking to digital classrooms. We support over 2,000 K–12 schools across the U.S. and are on a mission to make education tools more human, flexible, and effective.
We’re a team of 30 designers, developers, and educators who care deeply about quality, impact, and clarity. This is your chance to join a product-led company that treats learning and collaboration as core values.
What You’ll Be Doing
This is an entry-level role for someone curious, detail-oriented, and ready to learn.
You’ll:
- Test features before they go live and give clear, written feedback
- File bugs with steps, screenshots, and expected results
- Support the product team with exploratory and regression testing
- Use tools like Trello, Notion, and BrowserStack (we’ll train you)
- Join daily standups and learn Agile processes in a real-world team
What We’re Looking For
- No formal QA experience needed—we’ll train you
- Detail-oriented and good at spotting inconsistencies
- Comfortable typing, using the internet, and describing what you see
- Great communicator—especially in writing
- Excited about tech, learning, and growth
Perks & Benefits
- Paid training & mentorship
- Flexible working hours (10–30 hours/week)
- Remote-friendly or hybrid (Denver HQ)
- Opportunity for full-time conversion after 3 months
- Weekly learning sessions & real team integration
Why This Role Is a Great Fit
- You’ll break into the tech world without needing a CS degree
- You’ll be supported every step of the way as you learn QA fundamentals
- You’ll get real exposure to product development at a fast-moving company
- You’ll be part of a mission-focused team that cares about your growth
How to Apply
We use WorkScreen to make the hiring process fair and focused. No resumes needed—just complete our short, skill-based assessment:
👉 [Insert WorkScreen link]
We review every application and respond within a week. Can’t wait to hear from you!
Don’t let bad hires slow you down. WorkScreen helps you find the right people—fast, easy, and stress-free.
Breakdown of Why These Software Quality Assurance Job Posts Work
So why do these two job descriptions stand out compared to every generic SQA post you see online?
Let’s break it down:
🔹 1. The Job Titles Are Clear, Specific, and Purpose-Driven
Instead of vague titles like “QA Engineer” or “Software Tester”, each post uses titles that reflect the real scope and context:
- “QA Engineer for Finovo’s Mission-Critical SaaS Platform”
- “Junior QA Tester at Brightly (No Experience Needed – We’ll Train You)”
This helps candidates self-select and instantly understand the opportunity. Titles like these attract more qualified and motivated applicants.
🔹 2. The Video Adds a Human Touch
Before diving into the “About Us,” each post includes a short Loom or YouTube link from the hiring manager.
Why? Because people connect with people—not logos.
A video builds trust, shows transparency, and gives applicants a feel for your culture and leadership. That alone can drastically improve response quality.
🔹 3. The Company Introductions Are Warm, Not Corporate
Each “Who We Are” section paints a picture—not just of what the company does, but why it exists and who’s behind it.
Instead of boilerplate mission statements, we tell a story:
- Finovo processes millions in transactions to support small accounting firms.
- Brightly is helping schools operate better with flexible, human EdTech.
This builds emotional context, which is key for mission-driven and high-ownership hires.
🔹 4. Responsibilities Are Described With Clarity and Impact
We avoid robotic bullet points and instead explain the role in plain, outcome-driven language:
“You’ll help shape our product quality strategy…”
“You’ll test features before they go live and give clear, written feedback…”
This shows the why behind the work—not just the what. That gives more purpose to each responsibility and helps candidates imagine themselves succeeding in the role.
🔹 5. Qualifications Are Inclusive Yet Targeted
We make it clear what’s essential and what’s a “nice to have.”
In the junior role, we explicitly invite people with no experience to apply. In the senior role, we target specific skills like Cypress and bug triage.
This balance helps expand the talent pool without compromising on standards.
🔹 6. Perks & Benefits Are Transparent and Competitive
Rather than hiding compensation or making benefits a footnote, we give them space:
- Salary range or hourly rate is listed
- PTO, insurance, stipends, and growth support are clearly outlined
- Remote flexibility is called out
Top candidates value transparency. Including this info builds trust and reduces unqualified or misaligned applicants.
🔹 7. The “Why This Role Is a Great Fit” Section Sells the Opportunity
This section is your pitch—and it’s where most job posts fail.
We highlight:
- Career growth
- Team culture
- Strategic importance of the role
- Autonomy and support
This part helps candidates feel excited—and that matters just as much as the title or salary.
🔹 8. The Application Process Is Respectful and Modern
We emphasize that we:
- Use WorkScreen to ensure fairness
- Avoid resume overload
- Respect the candidate’s time
- Respond to every applicant
That stands out in a world full of ghost jobs, no-reply forms, and black hole inboxes.
Example of a Bad SQA Job Post (And What’s Wrong With It)
Let’s take a look at what a typical SQA job post looks like—and why it misses the mark.
❌ Bad Job Post Example
Job Title: Software Tester
Company: GlobalSoft Technologies
Job Type: Full-Time
Location: Remote
Salary: Not Disclosed
Job Summary:
GlobalSoft Technologies is seeking a detail-oriented software tester to join our QA team. The ideal candidate will be responsible for executing test cases, identifying defects, and working with developers to resolve issues.
Responsibilities:
- Execute test plans and test cases
- Identify, document, and track defects
- Collaborate with the development team to troubleshoot and resolve bugs
- Maintain QA documentation
- Ensure product quality before release
Requirements:
- Bachelor’s degree in Computer Science or related field
- 2+ years of experience in software testing
- Knowledge of SDLC and testing methodologies
- Familiarity with defect tracking tools
- Strong attention to detail
How to Apply:
Submit your CV and cover letter to hr@globalsoft.com. Only shortlisted candidates will be contacted.
❌ Why This Job Post Falls Flat
🔻 1. The Job Title Is Too Generic
“Software Tester” doesn’t speak to level, mission, or product. It could be any job, anywhere, for anything—and that’s exactly the problem.
🔻 2. The Introduction Feels Cold and Robotic
There’s no personality, no context, and no sense of what the company actually does. It reads like it was copied from a job board in 2009.
🔻 3. There’s No Mention of Culture, Team, or Impact
Candidates don’t just want a job—they want to know why the role matters, what the product is, and who they’ll work with. This job post says none of that.
🔻 4. Salary Is Omitted
Hiding compensation is a red flag for top candidates. It creates mistrust and reduces qualified applicants, especially in competitive tech roles.
🔻 5. The Responsibilities Are Vague and Redundant
All the bullets are just buzzword tasks with no clarity on how the role supports the team or why it’s important. There’s no sense of ownership or outcomes.
🔻 6. No Benefits, Perks, or Work-Life Details
Today’s candidates expect to see clear information on time off, remote setup, learning opportunities, and flexibility. This post offers none.
🔻 7. The Hiring Process Feels Cold and One-Sided
“Only shortlisted candidates will be contacted” is outdated language. It signals indifference, not professionalism. No timeline. No transparency. No respect for the applicant’s time.
🔻 8. The Call to Action Is Passive and Weak
Just “submit your CV and cover letter”? That’s it? There’s no motivation, no humanity, and no sign that the company values the person on the other side.
This kind of post might fill an inbox—but it won’t fill your team with the kind of thoughtful, detail-oriented QA professionals who actually care about quality.
Bonus Tips to Make Your SQA Job Description Stand Out
Once you’ve written a solid job post, it’s easy to stop there. But if you want to attract the best candidates—not just any candidates—these bonus elements will take your post from good to outstanding.
These are the little touches that build trust, ease candidate anxiety, and show that your company respects the hiring process as much as the person applying.
Tip 1: Add a Security & Privacy Notice
Let applicants know their personal data is safe—and that your process is legitimate. This is especially important in remote roles, where scams are common.
Example:
We take your privacy seriously. We will never ask for payment, bank details, or sensitive personal information during any stage of the hiring process.
This helps build instant credibility and reassures thoughtful applicants.
Tip 2: Mention Leave Days or Flex Time
Yes, candidates care about work—but they also care about rest. Including time-off details can boost trust and increase your response rate.
Example:
We offer 20 paid vacation days, plus 10 company holidays—because we believe great work starts with balance.
Or for part-time/flexible roles:
Need flexible hours? No problem. We offer part-time options and core-hour flexibility to help you stay grounded.
Tip 3: Highlight Training & Growth Opportunities
Show that you’re not just hiring a task-doer—you’re investing in a long-term teammate.
Example:
We offer a $1,000 annual learning stipend, mentorship sessions, and opportunities to grow into QA automation or product ownership roles.
This helps ambitious candidates see a future with your company—not just a job.
Tip 4: Include a Loom or YouTube Video
Adding a short video from the hiring manager or founder makes your post 10x more engaging. It personalizes the experience and humanizes your brand.
Suggestions:
- “Why this role matters to our team”
- “What we’re building and why it’s exciting”
- “What success looks like in this role”
Even a 60-second Loom can dramatically increase engagement and conversions.
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
Tip 5: Set Expectations for Communication
Tell applicants when they’ll hear back—and how. This builds respect and prevents ghosting on both sides.
Example:
We review every application and respond within 7 business days. If you’re shortlisted, we’ll invite you to complete a short skill-based evaluation. Regardless of outcome, you’ll hear from us either way.
These small touches don’t take long to add—but they make a big difference in how your company is perceived.
In short: treat your job post like marketing copy, not a formality. Because your best candidates are judging you just as much as you’re judging them.
Should You Use AI to Write Job Descriptions?
It’s tempting, right?
You’re short on time. You’ve got a dozen roles to fill. So you open ChatGPT or click “Generate Job Description” on your ATS, and boom—there it is.
But here’s the truth:
AI can help—but only if you do the thinking first.
Used blindly, AI will churn out the same bland, corporate-sounding descriptions that already flood job boards. The kind that attract resume-blasters, not serious candidates. The kind that look clean, but feel fake.
And candidates can tell.
❌ Why You Shouldn’t Rely on AI Alone
When you let AI write your job post without input, you risk:
- ❌ Generic language that sounds like everyone else
- ❌ Misaligned tone that doesn’t reflect your real culture
- ❌ Attracting the wrong type of candidates
- ❌ Losing trust from top talent who want authenticity
Remember: your job description is your first impression. It reflects your brand, your team, and your values. Don’t outsource that responsibility entirely to a robot.
✅ The Smart Way to Use AI
AI is a fantastic assistant—but a terrible decision-maker. Use it to enhance your post, not write it from scratch.
Here’s how:
🧠 Step 1: Give It Real Inputs
Before prompting AI, write down the essentials:
- What your company does (in plain English)
- What the role actually entails
- Your company culture and values
- Who your ideal candidate is
- Salary range, benefits, and career growth
✍️ Step 2: Prompt AI the Right Way
Don’t say:
“Write me a job description for a software QA tester.”
Instead, say:
“Help me write a job post for our company, Brightly. We’re hiring a Junior QA Tester to help test education tools used by 2,000+ K–12 schools. We’re a mission-driven EdTech startup with a supportive culture, and we value clear communication, growth, and quality. We offer paid training, mentorship, and a flexible remote schedule. Here’s a rough outline of what I’ve written [paste notes here]…”
Then paste your notes or bullet points. Let AI shape, refine, and polish—not create from nothing.
🛠 Pro Tip: Use AI to:
- Improve clarity and flow
- Adjust tone (formal, casual, human)
- Spot missing elements
- Reformat or condense content for different platforms
AI is a tool—not a shortcut.
If your job post doesn’t sound like it came from a real human, it won’t attract real humans.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
Need a Quick Copy-Paste Job Description?
✅ Option 1: Culture-First Job Description Template (Conversational Style)
📌 Job Title: QA Engineer for [Company Name]’s Core Product Platform
💼 [Full-Time] | [Remote] | [$XX,XXX–$XX,XXX/year]
🕒 Core Hours: [Insert working hours]
🎥 A short message from our Head of Engineering
[Insert Loom or YouTube link here]
Who We Are
At [Company Name], we build [brief description of product or service in plain English]. We help [target audience] solve [specific problem]—and our users rely on us for fast, stable, high-quality software.
We’re a growing team of [X] with a culture rooted in ownership, transparency, and thoughtful execution. We move quickly, care about quality, and build with empathy.
What You’ll Be Doing
As our QA Engineer, you’ll own product quality across the software lifecycle. You’ll work closely with engineering and product teams to write tests, find bugs, prevent regressions, and build systems that keep things running smoothly.
Responsibilities
- Write and maintain automated test suites
- Run exploratory, regression, and smoke tests
- File clear bug reports and collaborate during release cycles
- Advocate for quality early in the development process
- Contribute to process and tooling improvements
What We’re Looking For
- 2+ years of experience in software testing or QA
- Familiarity with automation tools like Cypress, Playwright, or Selenium
- Excellent written communication and strong attention to detail
- Experience with bug tracking tools and version control (e.g., Git)
- Comfortable working in agile, cross-functional teams
Perks & Benefits
- Remote-friendly work environment
- [Insert PTO policy] + [company holidays]
- Health, dental, and vision insurance
- [Insert any learning or wellness stipend]
- New laptop and home office setup support
Why This Role Is a Great Fit
- You’ll have real ownership over quality in a product that matters
- You’ll work alongside product and engineering—not in a silo
- You’ll join a team that values clean releases, clear feedback, and thoughtful work
- We promote from within and invest in your long-term growth
How to Apply
We use WorkScreen to evaluate candidates fairly—based on real ability, not just resumes.
Click the link below to take a short skills-based assessment:
👉 [Insert WorkScreen link]
We review every application and respond within 7 days.
✅ Option 2: Structured Format (Job Brief + Responsibilities + Requirements)
📌 Job Title: Software Quality Assurance Engineer
Location: [Remote or City, State]
Job Type: [Full-Time or Contract]
Salary: [$XX,XXX–$XX,XXX/year or hourly rate]
🎥 Hear from our Hiring Manager:
[Insert Loom or YouTube link here]
About the Role
We’re looking for a Software QA Engineer to help test new features, report bugs, and improve the reliability of our platform. You’ll be part of a collaborative product team working to build software that’s fast, stable, and user-friendly.
Key Responsibilities
- Build and maintain test plans and scripts
- Perform automated and manual testing across browsers and devices
- Report, document, and help prioritize bugs
- Support release testing and regression cycles
- Collaborate with engineers to improve testing coverage and workflow
Requirements
- 1–3 years of experience in QA or software testing
- Familiarity with automation frameworks like Cypress or Selenium
- Ability to write detailed bug reports and reproduce issues
- Experience with tools like Postman, Jira, GitHub
- Strong written communication and problem-solving mindset
Preferred (Nice to Have)
- Experience in a SaaS or Agile environment
- Familiarity with REST APIs and performance testing
- Basic scripting knowledge (JavaScript, Python, etc.)
Perks & Benefits
- Flexible remote work
- [Insert PTO and holiday policy]
- [Health / dental / vision insurance if applicable]
- [Learning stipends, team offsites, wellness programs]
How to Apply
To apply, complete our quick WorkScreen evaluation here:
👉 [Insert WorkScreen link]
No resumes needed—we evaluate based on your thinking, not just your formatting. You’ll hear from us within 7 business days.
What Happens After You Post the Job? (Let WorkScreen Handle the Next Step)
You’ve written a job post that actually stands out. It’s clear. It’s human. It’s built to attract serious candidates.
Now what?
This is where most hiring processes break.
You start getting dozens—or hundreds—of applications. Some candidates look great on paper, but flake during interviews. Others pass the phone screen, but can’t do the work. You waste time. You second-guess your decisions. You risk making a costly bad hire.
That’s where WorkScreen.io comes in.
✅ WorkScreen helps you:
🔍 1. Spot top performers instantly
Instead of sifting through resumes, WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—so you know who can actually do the job, before you interview them.
You see who takes initiative. Who communicates clearly. Who follows through.
It’s smart filtering—without the guesswork.
🛠 2. Test for real-world skills (in just one click)
With WorkScreen, every candidate completes a short, role-specific task that mirrors the work they’d do on the job. It’s fast, relevant, and easy to review.
No puzzles. No fluff. Just work that reveals how they think, write, or solve problems—so you’re not relying on resumes or gut feel alone.
🧠 3. Avoid low-effort and AI-generated applications
Let’s face it: many candidates now use AI to apply.
From ChatGPT-written resumes to copy-pasted cover letters, it’s getting harder to tell who’s real. WorkScreen helps you cut through the noise by requiring effort—and rewarding authenticity.
If someone’s not serious, they self-select out.
If someone’s qualified, you’ll see it fast.
⏱ 4. Save hours while making smarter decisions
Most hiring tools still rely on keyword matching and resume scanning. WorkScreen flips that.
You get data-backed rankings, video intros, and qualitative insights—all in one place.
You move faster, feel more confident, and avoid costly hiring mistakes.
💡 Final Thought
Free job boards attract noise.
Keyword filters miss nuance.
Gut instinct leads to inconsistency.
WorkScreen gives you a smarter, faster, and more human way to hire—based on performance, not polish.
If you’re tired of guessing who’s good, try WorkScreen. 👉 [Insert WorkScreen signup ]
FAQ
Great SQA professionals are more than just bug hunters. Look for a mix of technical ability, communication skills, and strategic thinking.
Here’s what to prioritize:
- Attention to detail – to spot subtle edge-case issues
- Clear written communication – for writing effective bug reports and test plans
- Test automation experience – using tools like Cypress, Selenium, or Playwright
- Understanding of SDLC and Agile workflows
- Curiosity and product mindset – great QA people ask, “Why does this matter to the user?”
Bonus: If you’re hiring for a junior role, prioritize coachability and ownership over deep technical experience.
Salaries vary depending on experience, location, and specialization. That said, here are rough benchmarks for 2024–2025 in the U.S.:
- Junior QA Tester: $50,000–$65,000/year
- Mid-Level QA Engineer: $70,000–$90,000/year
- Senior/Lead QA Engineer: $95,000–$120,000+/year
- QA Automation Specialist or SDET: $90,000–$130,000+
Remote roles tend to align with these figures, though some may offer geographic adjustments. Offering a clear salary range in your job post increases applicant trust and improves response quality.
While some teams rely on developers to write tests, a dedicated QA professional brings focus and specialization.
Here’s why it matters:
- Developers often test for what should work—QA tests for what might break
- QA owns the user experience under stress, not just code coverage
- Dedicated QA frees engineers to build faster and more confidently
If you’re building a high-trust product or scaling your team, having a QA specialist is no longer optional—it’s strategic.
