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If you’ve Googled “technical director job description,” you’ve probably seen the same template repeated across a dozen websites—bland bullet points, vague jargon, and zero real insight into what makes a great hire.
But here’s the problem: generic job posts don’t attract top talent. They attract volume. They attract keyword hunters. They attract people applying to 100 jobs with one click.
If you’re serious about hiring a Technical Director who can actually lead, innovate, and align with your company’s mission—you need more than a list of tasks. You need a post that speaks to the right person.
This guide will show you how to do exactly that.
Before we dive in, we recommend checking 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/. (if you haven’t already). It breaks down the exact format top companies use to stand out—and why most job posts fail to convert serious candidates.
Build a winning team—without the hiring headache.
WorkScreen helps you hire fast, confidently, and without second-guessing.
What Does a Technical Director Actually Do?
Think of a Technical Director as the bridge between strategy and execution. They lead the engineering or technical team, ensure the right systems are in place, and make critical decisions about architecture, tools, infrastructure, and timelines. But their job isn’t just technical—it’s also deeply human.
A great Technical Director doesn’t just ship code. They build teams. They coach developers. They keep projects aligned with business goals. And they know how to balance speed with stability, innovation with practicality.
In short: they’re the person you trust to lead your tech function without having to micromanage every decision.
That’s why when writing your job post, you shouldn’t just list programming languages or years of experience. You want to attract someone who:
- Understands the “why” behind the build.
- Can lead people as well as platforms.
- And sees their work as mission-critical—not just a task list.
If that’s who you’re looking for, the next section gives you two job description templates you can customize and use.
Two Great Technical Director 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: Technical Director – Experienced Hire
📌 Job Title: Technical Director – Scale the Engineering Function at NexaCore
💼 Type: Full-Time | Remote-First (HQ in Austin, TX)
💰 Salary Range: $140,000–$180,000/year + Equity Options
📹 A Quick Hello from Our Team:
Before we go any further, meet your future collaborators 👉 loom.com/nexacore-team-intro
Who We Are
NexaCore is a B2B SaaS company helping mid-sized logistics firms modernize their operations through workflow automation and predictive analytics. We’re growing fast—ARR is up 300% in the last 18 months—and we’re expanding our engineering leadership to support that scale.
Our customers rely on us for real-time data, uptime-sensitive operations, and clear insights across teams. That means our tech foundation matters—and so does the person steering it.
What You’ll Be Doing
As our Technical Director, you’ll report directly to our CTO and work cross-functionally with Product and Ops. Your focus? Building a strong, scalable tech org—both in terms of infrastructure and people.
Your responsibilities will include:
- Leading architectural decisions across our backend and infrastructure stack
- Mentoring and unblocking a team of 7 engineers (and growing)
- Driving sprint planning, retros, and delivery timelines
- Partnering with Product to align on technical feasibility and velocity
- Hiring and onboarding new engineers as we scale
- Championing best practices, from CI/CD to documentation
Our Stack
- Backend: Node.js, TypeScript, Postgres, Redis
- Frontend: React, Vite
- Infra: AWS, Docker, Kubernetes
- Tools: GitHub, Linear, Slack, Vercel
What We’re Looking For
- 7+ years of software engineering experience
- 2–3+ years in technical leadership or management roles
- Experience scaling applications and teams
- Strong systems thinking and architectural planning
- Clear communication—especially in async and remote contexts
- Bonus: experience in B2B SaaS, logistics tech, or real-time data platforms
Perks & Benefits
- 💻 Remote-first setup with a home office stipend ($1,500/year)
- 🏖️ Unlimited PTO + 10 company-wide recharge days per year
- 🩺 Fully covered health, dental & vision insurance (US only)
- 📈 Equity options for every full-time team member
- 💬 Annual retreat + quarterly team onsites in Austin or Miami
- 📚 $2,000 annual learning budget + leadership coaching stipend
- 👶 Paid parental leave (12 weeks min, inclusive policy)
Why This Role Is Worth Your Time
This isn’t just an engineering role—it’s a company-shaping role. You’ll help NexaCore evolve from “scrappy startup” to “scalable engine” and have real influence over both product direction and team culture. If you’re ready to own outcomes—not just code—this is your moment.
How to Apply
We use WorkScreen to evaluate applicants based on real-world skills, not just resumes. Click the link below to complete a short technical evaluation. It’s fast, fair, and helps us spot top performers (like you).
👉 [insert application link]
✅ Option 2: Technical Director – Internal Promotion Track
📌 Job Title: Technical Director (Growth Track) – Leadership Role for a Rising Engineer
💼 Type: Full-Time | Hybrid – Austin, TX (2–3 days/week)
💰 Salary Range: $95,000–$120,000/year + Equity Path
📹 Meet Your Future Team Lead:
Here’s a quick video from our CTO, Lauren, walking through what success in this role looks like 👉 loom.com/nexacore-cto-welcome
Who We Are
NexaCore builds powerful backend systems for mid-sized logistics firms—think freight schedulers, warehouse teams, and dispatch operators who’ve been stuck with outdated tools.
We’re 28 people today—lean, mission-driven, and obsessed with solving real-world problems. We’re also growing fast, and that’s where you come in. This role is built for someone who’s ready to step into technical leadership, not just stay in the code trenches forever.
What You’ll Be Doing
This is a step-up role. You’ll still write code and ship features, but you’ll also start managing technical priorities, mentoring peers, and contributing to our roadmap.
Your day-to-day will include:
- Taking ownership of mid-sized feature builds and architecture decisions
- Reviewing code and mentoring more junior engineers
- Leading sprints and retros with guidance from the CTO
- Suggesting process improvements and team workflows
- Co-owning incident response, monitoring, and QA strategies
- Growing toward full technical leadership over time
What We’re Looking For
- 3–5 years of hands-on engineering experience (Node.js preferred)
- Clear communicator who enjoys working cross-functionally
- Growth mindset: eager to learn leadership through doing
- Bonus: you’ve mentored someone before or led a small project
Perks & Benefits
- 🏠 Hybrid setup with full flexibility (we don’t track hours)
- 💡 Dedicated leadership coaching and mentorship sessions
- 📚 $1,500 annual education & conference budget
- 🩺 Health & dental fully covered after 60 days
- 📈 Equity option eligibility after 12 months
- 🍼 Paid parental leave (inclusive for all caregivers)
- 🍕 Lunches on in-office days, plus quarterly team dinners
Why This Role Is Worth Your Time
If you’ve been waiting for a role where you can move up without having to “wait your turn,” this is it. We’ve promoted two engineers into leadership roles in the past year—and we’re ready to do it again. You’ll be trusted, coached, and supported to grow fast and do your best work.
How to Apply
We respect your time and effort. To make the process fair and skills-based, we use WorkScreen. Complete a short coding & reasoning challenge here 👉
[insert application link]
Smart Hiring Starts Here
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
Breakdown of Why These Job Posts Work
Let’s break down exactly why both of the job descriptions above are effective—and how you can apply the same principles to your own roles.
🔹 1. The Job Titles Are Clear, Specific, and Mission-Driven
Instead of just saying “Technical Director,” each title communicates something about the role’s purpose or growth track.
- ✅ “Technical Director – Scale the Engineering Function at NexaCore” speaks to senior leaders looking for impact.
- ✅ “Technical Director (Growth Track) – Leadership Role for a Rising Engineer” directly appeals to ambitious mid-level developers looking for a promotion.
These titles instantly filter for intent and mindset—not just skill level.
🔹 2. The Intros Are Warm and Contextual
No cold, one-paragraph summaries here. Each post opens with:
- A brief company mission
- Why the role exists now
- What kind of team the candidate would be joining
This helps candidates understand where the company is in its journey—and how they might fit into the bigger picture.
🔹 3. There’s a Video From the Team
Including a Loom video from the team (especially the hiring manager or CTO) adds trust and personality instantly. It helps candidates feel like there are real humans behind the post—and makes your company stand out from the dozens of faceless job ads they scroll past.
🔹 4. Salary, Stack, and Perks Are Transparent
Each post includes:
- A salary range
- The company’s tech stack
- Specific benefits like remote stipends, parental leave, and education budgets
This signals that the company values transparency and respects applicants’ time. No guessing. No ghosting. Just clear terms and mutual respect.
🔹 5. The Language Is Human, Not Robotic
These aren’t written like legal contracts or internal HR docs. They sound like they’re written by a person, for a person—which makes the tone feel more trustworthy, engaging, and aligned with modern hiring standards.
🔹 6. The Responsibilities Show Impact, Not Just Tasks
Instead of saying “manage engineers” or “write code,” the posts explain how the role connects to business goals and team success. For example:
“You’ll help NexaCore evolve from scrappy startup to scalable engine.”
This gives purpose to the work, not just a to-do list—and purpose is what attracts top performers.
🔹 7. The Application Process Is Clear, Fair, and Respectful
Both posts use WorkScreen for evaluation and explain why: to assess skills, not just resumes.
They also:
- Set realistic expectations about the process
- Reassure candidates that they’ll hear back
- Emphasize fairness and efficiency
This kind of transparency builds trust—and filters out low-effort, copy-paste applicants.
Bad Job Description Example (And Why It Fails)
To really drive the point home, let’s take a look at what a typical job description might look like when it follows the outdated format. You’ve likely come across posts like this:
❌ Bad Job Post Example: Technical Director
📌 Job Title: Technical Director
🏢 Company: GlobalTech Systems
🕒 Job Type: Full-Time
📍 Location: Hybrid – New York, NY
Job Summary:
We are seeking a Technical Director to oversee our development team and manage technical operations. The ideal candidate will possess strong leadership abilities, deep technical knowledge, and the ability to deliver projects on time and within budget.
Key Responsibilities:
- Lead technical strategy and operations
- Manage software development lifecycle
- Collaborate with cross-functional teams
- Ensure quality and performance standards
- Report on KPIs and project timelines
Requirements:
- Bachelor’s degree in Computer Science or related field
- 5–7 years of technical experience
- Familiarity with Agile and DevOps practices
- Excellent communication and leadership skills
How to Apply:
Please submit your CV and cover letter to careers@globaltech.com. Only shortlisted applicants will be contacted.
🚨 Why This Job Post Falls Short
Let’s break down what went wrong—and why this post would likely fail to attract serious, high-quality applicants:
🔹 1. The Job Title Is Generic and Uninspiring
“Technical Director” gives no indication of what type of company it is, what kind of team they’re leading, or what the mission is. A good title should speak to the role and the bigger picture.
🔹 2. The Introduction Feels Cold and Corporate
There’s no mention of the company’s mission, size, growth stage, or why the role exists. It reads like it was copied from a job board template—and lacks any emotional or human connection.
🔹 3. The Responsibilities Are Too Vague
Every bullet point is something that could apply to any company hiring for a tech lead. There’s no specificity, no mention of real challenges, and no sense of what the day-to-day actually looks like.
🔹 4. No Salary, Benefits, or Culture Information
This omission sends the wrong message—it suggests the company may be hiding something, isn’t confident in its offering, or doesn’t value transparency. Top candidates will scroll past.
🔹 5. The Application Process Feels Dismissive
The phrase “Only shortlisted applicants will be contacted” tells candidates: “We might ghost you.” That instantly damages the employer brand and drives away thoughtful, experienced applicants.
🔹 6. The Language Is Stiff and Impersonal
Phrases like “the ideal candidate will possess…” create emotional distance. Nothing in this post sounds like it came from a real human—and that’s a missed opportunity to connect.
🔹 7. No Visuals, No Video, No Personality
There’s no team intro, no Loom video, and no sign that there are real people behind this listing. In a world where video builds trust and personality drives applications, this post feels outdated and forgettable.
✅ Bottom line: This post checks boxes—but doesn’t spark interest. It assumes the candidate is lucky to apply, when in reality, great candidates have options—and your post should reflect that.
Bonus Tips to Make Your Job Post Stand Out
Even if your job post already covers the essentials—title, responsibilities, salary, and company story—there are a few small extras you can include to take it from “good enough” to genuinely memorable.
These are the kinds of subtle signals that show you’re thoughtful, transparent, and people-first—exactly the kind of employer top candidates are looking for.
🛡️ 1. Add an Applicant Safety & Privacy Notice
Let candidates know you take their security seriously—especially important in an age of rising hiring scams. It builds instant trust.
You can include a short message like this at the bottom of your post:
⚠️ IMPORTANT NOTICE:
We take the privacy and security of all applicants seriously. We will never ask for bank details, payment, or personal financial information at any stage of the hiring process. If you encounter a suspicious message claiming to be from NexaCore, please reach out to us at hiring@nexacore.io.
🏖️ 2. Mention Leave and Recharge Policies
Candidates aren’t just looking for a paycheck—they’re looking for a life-friendly workplace. Even a single line can make your company feel more human.
Example:
“Enjoy 10 company-wide recharge days per year, on top of unlimited PTO—because we know rest fuels great work.”
📈 3. Highlight Learning, Growth, or Internal Promotions
If you offer mentorship, a coaching budget, or clear career paths—say so. Many talented candidates leave their jobs simply because they feel stuck.
Example:
“We’ve promoted 2 engineers into leadership roles in the last 12 months—and we’re just getting started. You’ll have access to $2,000/year for courses, events, and coaching.”
🎥 4. Add a Loom or Video From the Hiring Manager
A quick 30–60 second video from the team goes a long way. It shows authenticity, builds connection, and instantly helps your job post stand out.
Not sure what to say? Just have the hiring manager introduce themselves, explain the role in plain English, and share what they’re excited to build with the new hire.
Example intro script:
“Hi, I’m Lauren, CTO here at NexaCore. We’re hiring a Technical Director to help us scale responsibly as our customer base grows. If you’re passionate about clean systems, mentorship, and doing meaningful work in a fast-moving startup, I’d love to hear from you.”
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
📌 Bonus Tip: Add a Clear Timeline
Let candidates know when they can expect to hear back—and what happens next. This small step reduces application anxiety and sets you apart from companies that leave people hanging.
Example:
“We aim to review all applications within 5 business days and will follow up with next steps shortly after.”
These small details may seem minor—but they send a powerful message:
💡 We respect you.
💡 We’ve thought this through.
💡 You won’t be ghosted.
Should You Use AI to Write Job Descriptions?
Let’s be honest—AI-generated job descriptions are everywhere right now. From ChatGPT to tools built into ATS platforms like Workable and Manatal, it’s tempting to one-click your way to a “complete” job post.
But here’s the truth:
🤖 The Fast Way Is Usually the Wrong Way
If you prompt an AI tool with something vague like:
“Write a Technical Director job post for my company,”
You’ll probably get a generic, buzzword-stuffed block of text that sounds like it was written by a robot for a robot. It won’t reflect your voice, your values, or your actual role—and it certainly won’t attract thoughtful, high-performing candidates.
✅ The Smarter Way to Use AI
You can use AI to save time—but only if you give it thoughtful, detailed input.
Here’s how to do it right:
🧠 Step 1: Feed It Your Raw Materials
Give AI the same context you’d give a copywriter. Include:
- Your company’s mission and what you actually do
- A description of your team and culture
- Who the ideal candidate is
- What challenges they’ll help solve
- Salary range, perks, location, and remote flexibility
- Your tone (e.g., “friendly and direct” or “mission-driven and thoughtful”)
🛠 Example Prompt to Use:
“Act as a conversational copywriter. Help me write a job post for our company, NexaCore. We’re hiring a Technical Director to lead our engineering strategy and support a growing team of developers. Our mission is to simplify logistics for mid-sized businesses through automation. We value clarity, speed, and kindness in how we work. The ideal candidate is an experienced tech leader who knows how to balance scale with mentorship. This is a remote-first role with a $140K–$180K salary range, equity options, and great perks. Here’s a rough draft I’ve started with…”
Then paste in your draft notes or bullet points.
✏️ Let AI Assist—Don’t Let It Lead
Use it to:
- Polish rough sentences
- Rewrite long paragraphs for clarity
- Catch tone mismatches
- Format your content more cleanly
But don’t let it define the core message for you—because only you know what your company actually needs.
🧭 Final Takeaway:
AI is a great assistant. But it’s not a substitute for clarity, intent, or authenticity.
You wouldn’t let it interview candidates for you. Don’t let it write the message that invites them in.
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 Template?
We get it—sometimes you’re tight on time. Maybe you already understand what makes a great job post, but you just need a solid starting point to edit, share, and go.
That’s exactly 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, Culture-First Template
📌 Job Title: Technical Director – Help Us Scale Engineering at [Company Name]
💼 Type: Full-Time | Remote-First
💰 Salary Range: $XX–$XX + Equity
Who We Are
[Company Name] is a fast-growing SaaS company helping logistics businesses simplify complex workflows. Our customers rely on us to keep freight moving, warehouses operating smoothly, and teams aligned.
We’re currently 28 people, and we’re growing—fast. That’s why we’re hiring a Technical Director to scale our engineering team, improve systems, and support our mission-driven product roadmap.
What You’ll Be Doing
You’ll be the go-to technical leader, responsible for guiding infrastructure decisions, growing the team, and helping us deliver a best-in-class platform.
Your day-to-day will include:
- Leading architectural decisions with long-term thinking
- Mentoring a team of full-stack developers
- Optimizing performance, scalability, and internal workflows
- Working cross-functionally with Product and Operations
- Hiring, onboarding, and enabling new engineers
What We’re Looking For
- 7+ years in software engineering, ideally in SaaS
- 2+ years in a leadership or team lead role
- Strong understanding of system design and infrastructure
- Excellent communicator with remote collaboration experience
- Bonus: experience with our stack (Node.js, React, AWS)
Benefits & Perks
- 🏖️ Unlimited PTO + 10 recharge days
- 🩺 Fully covered medical, dental & vision
- 💻 Home office stipend ($1,500/year)
- 📈 Equity for every full-time hire
- 📚 $2K annual learning budget
- 👶 Inclusive paid parental leave
- 🧳 Quarterly team onsites & annual retreats
How to Apply
We use WorkScreen to evaluate skills—not just resumes. Click below to apply and complete a quick, fair assessment.
👉 [Insert WorkScreen application link]
✅ Option 2: Structured “Brief + Responsibilities + Requirements” Format
Job Title: Technical Director
Company: [Company Name]
Location: Remote (HQ: [Enter Location])
Type: Full-Time
Salary: $XX–$XX + equity
Job Brief
[Company Name]is looking for a seasoned Technical Director to lead our engineering team and scale our infrastructure as we continue rapid growth. This is a critical leadership role where you’ll shape technology direction, mentor talent, and ensure delivery across key initiatives.
Key Responsibilities
- Lead engineering roadmap, system architecture, and performance
- Manage and grow a distributed team of developers
- Work closely with Product and Design teams to ship high-impact features
- Establish and maintain development best practices
- Own uptime, deployment, and QA strategies
- Drive hiring and technical onboarding for new engineers
Requirements
- 7+ years of software engineering experience
- 2+ years in a senior technical leadership role
- Proven experience scaling B2B SaaS infrastructure
- Strong communicator with experience in remote-first companies
- Bonus: hands-on experience with Node.js, TypeScript, React, and AWS
What We Offer
- Competitive salary & equity
- Remote-first with flexible hours
- Unlimited vacation policy
- Full health, dental & vision coverage
- Learning & development budget
- Paid parental leave
- Company retreats & quarterly onsites
How to Apply
We use WorkScreen to help us assess candidates fairly. Apply via the link below to complete a short technical assessment.
👉 [Insert WorkScreen application link]
Let WorkScreen Handle the Hard Part of Hiring
Writing a great job description is only the first step. Once the applications start coming in, the real question becomes:
How do you separate strong, serious candidates from the ones who just look good on paper—or worse, rely on AI tools to game the process?
That’s where WorkScreen.io comes in.
✅ WorkScreen helps you:
🎯 Spot top talent fast
WorkScreen automatically evaluates, scores, and ranks every applicant on a performance-based leaderboard, making it easy to see who’s genuinely qualified—and who just polished their resume.
🧪 Assess real-world skills
Instead of relying on guesswork or gut feeling, use role-specific tests that simulate the actual challenges your new hire will face. You can evaluate technical ability, decision-making, and communication—all in a structured, fair way.
🚫 Eliminate low-effort applicants
WorkScreen filters out candidates who rely on ChatGPT, Parakeet AI, or “one-click apply” spam tools—so you only invest time in high-quality, motivated people who want to be part of your team.
📉 Save time. Avoid bad hires. Hire smarter.
Let’s face it: hiring mistakes are expensive.
WorkScreen helps you avoid them upfront—by showing you who can actually do the job, before you even schedule an interview.
📌 Ready to hire smarter?
Start by creating your job post on WorkScreen.io, get your custom link, and share it anywhere—your website, LinkedIn, job boards, or direct referrals. From there, WorkScreen does the heavy lifting.
Technical Director Job Description -Frequently Asked Questions
While both roles involve technical leadership, the Technical Director typically operates at a higher strategic level than a Technical Manager.
- A Technical Director sets the overall technical vision, architecture strategy, and long-term roadmap. They usually manage multiple teams or team leads and report directly to the CTO or CEO.
- A Technical Manager is more focused on day-to-day team execution—managing engineers, sprint planning, task delegation, and performance reviews within a specific team or function.
In short:
Directors lead the “what and why.”
Managers lead the “how and when.”
In the U.S., the average salary for a Technical Director ranges between $135,000 to $190,000 per year, depending on experience, location, and company size.
Here’s a quick breakdown:
- Startups / Early-stage SaaS: $120K–$150K + equity
- Mid-sized tech companies: $140K–$170K + performance bonuses
- Large tech enterprises: $160K–$200K+
Remote-first companies may offer location-adjusted pay or equity-heavy compensation packages.
Some of the most important skills include:
- System architecture and scalability planning
- Team leadership and mentorship
- Cross-functional collaboration with product, design, and ops
- Technical decision-making and tradeoff analysis
- Strong communication (especially in remote-first teams)
- Deep knowledge of modern stacks (e.g., Node.js, AWS, containers)
Soft skills like emotional intelligence, conflict resolution, and big-picture thinking are also crucial.
That depends on the company stage.
- In early-stage startups, Technical Directors often write code regularly alongside their team.
- In scaling companies, they may write less code and focus more on architecture, hiring, mentoring, and strategic planning.
The key is to stay technically sharp enough to lead—but not so buried in code that you’re a bottleneck.
Use a mix of:
- Real-world challenges or async project reviews (via platforms like WorkScreen)
- Architecture walkthroughs during interviews
- Behavioral interviews focused on leadership, decision-making, and conflict resolution
- Team-fit assessments that evaluate communication style and cultural alignment
The goal is to assess both technical depth and leadership maturity—not just years of experience.
