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Let’s be real—most job descriptions for a Technical Lead sound like they were written by a robot.
They’re stuffed with buzzwords, vague requirements, and laundry lists of frameworks—without actually telling great candidates why they should care.
And that’s a problem.
Because top-tier technical leads aren’t looking for just another job. They want to know what kind of team they’ll lead, what problems they’ll solve, and whether your company’s culture actually respects engineering excellence.
But what do they usually get?
Responsibilities.
Requirements.
Apply here.
That kind of post won’t attract the kind of leader you’re looking for—it’ll repel them.
That’s why in this article, we’re going beyond bullet points.
We’ll show you how to write a Technical Lead job post that’s clear, human, and built to connect with high-caliber candidates.
🧠 And if you haven’t read our full guide on how to write a job post that attracts top talent , Link https://workscreen.io/how-to-write-a-job-post/ , we recommend starting there. It breaks down why most job posts fail—and gives you a blueprint for doing it better.
Build a winning team—without the hiring headache. WorkScreen helps you hire fast, confidently, and without second-guessing.
What A Technical Lead Actually Does - Their Roles
A Technical Lead isn’t just your top engineer.
They’re the glue between the code and the people—the ones who make sure technical decisions align with business goals, and who coach the engineering team toward high-quality, scalable solutions.
Think of them as part engineer, part mentor, part strategist.
They write code, sure—but they also lead architecture discussions, unblock developers, manage technical risk, and ensure projects move forward without compromising quality.
In plain English?
A Technical Lead is the senior engineer responsible for guiding a development team—technically and strategically.
They help solve hard problems, review code, support team members, and make sure what gets built is robust, scalable, and aligned with the bigger picture.
This role isn’t just about writing the best code.
It’s about building the best environment for code to happen.
Two Great Technical Lead Job Description Templates
✅ Experienced Technical Lead Job Description Template (Culture-First Style)
📌 Job Title: Technical Lead at ClarityStack — Lead a Lean, High-Impact Engineering Team
📍 Location: Hybrid (London, UK) | 💼 Full-Time
💰 Salary: £70,000–£90,000 depending on experience
🎥 Meet Your Future Team
Before we dive in, here’s a quick intro from our Head of Engineering, James:
👉 [Insert Loom or YouTube link]
👋 Who We Are
ClarityStack is a fast-growing B2B intelligence platform used by over 1,200 sales teams across Europe.
Our mission? Help companies identify and close more deals with verified data, real-time insights, and zero fluff.
We’re a team of 40, including 12 in product and engineering, and we pride ourselves on staying lean, focused, and user-obsessed.
We move fast, avoid corporate bureaucracy, and genuinely care about building tools that people love using.
🔍 What You’ll Be Doing
As our new Technical Lead, you’ll guide a team of 4 engineers working on our lead enrichment and prospecting engine.
You’ll:
- Lead daily standups, sprint planning, and architecture decisions
- Review pull requests, mentor junior and mid-level engineers, and ensure high standards in code and delivery
- Collaborate with product on feature design and feasibility
- Own the scalability of our real-time data pipeline and integrations
- Keep shipping! You’ll stay hands-on with Python (Django), PostgreSQL, and AWS services
👤 What We’re Looking For
- 5+ years of backend engineering experience
- Proven ability to lead engineering projects or small teams
- Strong Python skills (or willing to ramp up fast)
- Comfortable designing systems with scale, performance, and maintainability in mind
- Able to give and receive constructive feedback—this is big for us
- Bonus: Experience in B2B SaaS, data enrichment tools, or real-time architecture
🌟 Why This Role Is a Great Fit
- You’ll join a company where engineering has a seat at the table—we don’t just execute, we help shape the roadmap
- You’ll work directly with the founding team and have a say in how the product evolves
- We value autonomy and trust—we don’t micromanage
- You’ll have room to grow as a leader, with support (not red tape)
🎁 Perks & Benefits
- Hybrid setup: Work remotely 3 days a week, with team days at our London office
- 25 days paid holiday + public holidays
- Health insurance through Vitality + mental wellness support
- £1,000 annual learning budget for courses, books, or conferences
- Regular off-sites, quarterly hack weeks, and a team that actually enjoys working together
- Top-spec laptop, your choice of tools, and a setup budget for home or office
💬 How We Hire
We believe great hiring starts with respect.
That’s why we use WorkScreen, a skill-based evaluation that helps us understand how you think—not just what’s on your CV.
Click here to apply and complete your structured evaluation:
👉 [Insert WorkScreen link]
We review every application and respond within a week. We don’t ghost.
🌱 Technical Lead (Growth Role) at ClarityStack — Step Into Leadership with Support
📍 Location: Hybrid (London, UK) | 💼 Full-Time
💰 Salary: £60,000–£75,000 depending on experience
🎥 Hear from Our CTO
Wondering what it’s like to lead at ClarityStack? Here’s a quick message from Alex, our CTO, about how we support first-time leads:
👉 [Insert Loom or YouTube link]
👋 Who We Are
ClarityStack helps B2B sales teams close deals faster by providing verified data, decision-maker contact info, and prospecting signals—all in one platform.
We’re a lean, fast-moving team with big goals and even bigger users (including some of Europe’s top SaaS companies). Our product is built in Python and React, with data pipelines powered by AWS.
We’re not just looking for great engineers—we’re looking for great teammates who want to grow into leadership with real support and real ownership.
🔍 What You’ll Be Doing
We’re hiring a Technical Lead-in-Training—a senior engineer who’s ready to step into a leadership role with mentorship from our CTO and Head of Engineering.
You’ll:
- Take the lead on feature delivery and backend development
- Shadow and gradually own sprint planning, standups, and team coordination
- Coach junior developers with code reviews and async feedback
- Help define technical priorities and flag architectural concerns
- Stay hands-on in the codebase (Python, Django, PostgreSQL, AWS)
You won’t be thrown into the deep end. We’ll work alongside you to develop your leadership skills and gradually increase your scope.
👤 What We’re Looking For
- 3+ years of backend development experience
- Familiarity with Python or a strong willingness to learn it fast
- Some experience mentoring or supporting junior developers
- Clear communication skills and a growth mindset
- A desire to lead—not just manage
🌟 Why This Role Is a Great Fit
- You’ll transition into a lead role with coaching—not pressure
- You’ll get real ownership over meaningful projects
- You’ll work in a small, high-trust team where your voice matters
- You’ll grow in both technical and people leadership—without office politics
🎁 Perks & Benefits
- Hybrid schedule: 3 remote days per week + 2 in-office days (London HQ)
- 25 days of annual leave + paid public holidays
- Health insurance through Vitality, including mental health resources
- Annual £1,000 learning and development budget
- Regular team retreats, hack weeks, and virtual game nights
- High-end equipment and flexible remote work budget
💬 How We Hire
We care about how you think—not just what you’ve done.
That’s why we use WorkScreen, a skill-first hiring platform that lets you demonstrate your strengths in a structured, fair process.
Start your application here:
👉 [Insert WorkScreen link]
We’ll review your submission promptly and get back to every applicant. No black hole applications 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 Technical Lead Job Posts Work
Here’s a breakdown of why these job descriptions connect with the kind of candidates you actually want to hire:
✅ 1. The Job Titles Are Clear, Specific, and Contextual
Instead of “Technical Lead” in isolation, we’ve used:
“Technical Lead at ClarityStack — Lead a Lean, High-Impact Engineering Team”
“Technical Lead (Growth Role) at ClarityStack — Step Into Leadership with Support”
These titles don’t just state the role—they set expectations, reflect company culture, and speak directly to who the role is for. A senior engineer? A new leader? Now they know.
✅ 2. Each Post Opens With a Video
The video intro from the CTO or Head of Engineering immediately humanizes the job post.
It gives candidates a sense of who they’ll work with, what kind of leadership to expect, and builds early trust before they even apply.
✅ 3. The Company Section Tells a Real Story
We don’t just say “we’re a fast-growing startup.”
We explain what the company does, who it serves, and how the product actually works—which is essential for a technical candidate evaluating whether the mission aligns with their interests.
No vague buzzwords. No placeholders. Just clarity.
✅ 4. The Responsibilities Connect to Bigger Impact
Instead of listing generic duties like “write code” or “manage developers,” the responsibilities show the why:
“Unblock teammates, guide architecture decisions”
“Ensure high standards in code and delivery”
“Own the scalability of our real-time data pipeline”
This kind of language appeals to senior candidates who care about systems, scale, and leadership—not just tasks.
✅ 5. The Entry-Level Version Encourages Growth
The second version doesn’t scare off candidates who are ready but haven’t led before. It says:
“You won’t be thrown into the deep end. We’ll work alongside you…”
That one sentence signals mentorship, psychological safety, and long-term thinking—all of which attract high-potential, loyal hires.
✅ 6. Salary Transparency Builds Trust
By stating the actual pay range upfront, we:
Save time
Build trust
Signal maturity as an employer
Experienced engineers especially expect this level of transparency.
✅ 7. “Why This Role Is a Great Fit” Makes the Pitch Personal
Most job posts jump from responsibilities straight to applying.
Here, we pause and sell the opportunity—without sounding salesy. We speak to ownership, growth, impact, and culture in plain English.
This is the emotional pitch that makes a good candidate think,
“That sounds like me.”
✅ 8. Perks & Benefits Are Clear and Competitive
Rather than throwing in a wall of buzzwords like “fast-paced environment,” we focus on tangible things candidates care about:
Flexibility
Wellness
Tools and equipment
Learning budgets
Team rituals
It reads like a real company that’s thought about what employees need—not just perks copied from a template.
✅ 9. The Hiring Process Is Respectful
By stating we use WorkScreen and explaining how it works, we show:
The process is fair and skills-based
Every application is reviewed
No ghosting
This alone helps us stand out from 90% of tech job posts today.
Bad Technical Lead Job Post Example – And Why It Doesn’t Work
Here’s a real-world inspired example of what not to do when writing a Technical Lead job description. Unfortunately, this kind of post is still way too common:
❌ Bad Job Description Example
Job Title: Technical Lead
Company: [Global Tech Group]
Location: Remote
Salary: Competitive
Job Summary
Global Tech Group is seeking a Technical Lead to oversee software engineering teams and manage end-to-end technical delivery. The ideal candidate will be responsible for planning, execution, and implementation of new software products and services.
Key Responsibilities
- Oversee engineering projects
- Manage development team
- Lead architectural planning
- Ensure product delivery timelines are met
Requirements
- Bachelor’s degree in Computer Science or related field
- 6+ years of experience in software engineering
- Experience in leadership roles
- Strong communication skills
How to Apply
Send your CV and cover letter to careers@globaltech.com.
Only shortlisted candidates will be contacted.
❌ Why This Job Post Fails
Let’s break it down:
🚫 1. Generic, Uninspired Title
“Technical Lead” alone doesn’t say anything about:
- The product they’ll work on
- The kind of team they’ll lead
- What makes the role exciting or different
It’s just a label—zero pull for top-tier talent.
🚫 2. No Human Connection
There’s no personality. No introduction to the company culture. No mission.
Just a vague summary that feels more like a formality than an opportunity.
🚫 3. No Video, No Faces
Candidates don’t know who they’ll report to or what the team looks like. That missing human element makes the post forgettable.
🚫 4. No Mention of Salary Range
“Competitive” is code for “we’ll pay you as little as we can get away with.”
It signals a lack of transparency—and makes top candidates swipe away.
🚫 5. The Responsibilities Are Too Broad
Phrases like “oversee engineering projects” or “lead planning” are so vague they could describe any tech job. There’s no real picture of what the day-to-day looks like.
🚫 6. Requirements Feel Like a Gate, Not a Guide
There’s no flexibility, no “nice-to-haves,” and nothing that encourages high-potential candidates who don’t tick every box to apply.
🚫 7. The Hiring Process Feels Cold
“Only shortlisted candidates will be contacted” is a huge red flag. It tells candidates:
“Don’t expect a response. Don’t expect respect.”
This alone could turn away your best applicants.
🚫 8. No Culture, No Perks, No Pitch
Nothing about how the team works, what the company values, or why someone would actually want to work there. No benefits. No reason to care.
Bonus Tips to Make Your Technical Lead Job Description Stand Out
Even with a great structure, a few small additions can make your job post significantly more appealing—and memorable.
Here are some advanced tips that top companies use to cut through the noise and build trust fast:
✅ Tip 1: Add an Important Security Notice
Candidates are increasingly wary of job scams and phishing attempts.
Adding a short security disclaimer signals professionalism and makes applicants feel safe.
Example:
🔒 Important Notice: We take the security and privacy of applicants seriously. We will never ask for payment, financial information, or sensitive personal data during the hiring process.
✅ Tip 2: Mention Flexibility or Leave Days
Work-life balance matters—especially for technical leaders managing stress and complexity.
Even a single sentence about time off can humanize your post.
Example:
Enjoy up to 25 paid days off per year, plus public holidays—so you can recharge without guilt.
Or:
We offer flexible working hours and remote-friendly policies to help you stay productive without burning out.
✅ Tip 3: Highlight Growth and Mentorship
Even experienced tech leads want to grow.
Whether it’s learning budgets, leadership coaching, or quarterly reviews—mentioning development opportunities shows that you invest in your people.
Example:
We invest in your leadership growth through 1:1 coaching, peer mentorship, and a £1,000 annual learning budget.
Or, for an entry-level lead:
You’ll work directly with our CTO and Head of Engineering to build your confidence as a new leader.
✅ Tip 4: Add a Video Element
This has already been done in your templates—but it’s worth emphasizing again:
Video intros from the hiring manager, CTO, or founder increase trust and engagement—especially in senior roles.
Even a short 60-second Loom video can help you stand out by showing who’s behind the job post.
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: Include a Quote or Testimonial From a Team Member
If possible, ask one of your current engineers or team leads to share why they enjoy working there—and include it right in the job post.
Example:
“What I love most about ClarityStack is how much trust we get. I’ve worked at big tech companies before, but here, I actually get to shape the product.”
— Tessa, Backend Engineer
It gives proof that your culture isn’t just buzzwords.
Should You Use AI to Write Your Job Description?
Short answer?
Yes—but only if you do it right.
⚠️ Why You Shouldn’t Rely on AI Alone
Tools like ChatGPT, Workable’s AI job writer, or Manatal’s auto-post generator might seem like a shortcut—but when used without thought, they lead to:
- Generic job posts that sound like everyone else’s
- No emotional connection with your ideal candidate
- Wasted time attracting low-effort applicants who don’t align with your values
Your job post is the first impression your company makes on potential team members. It reflects your culture, your standards, and your mission.
Why would you leave that up to a robot with no context?
✅ The Right Way to Use AI: Co-Write It with Purpose
AI is a great tool—if you treat it like a collaborator, not a crutch.
Here’s how to use it effectively:
🛠️ Step 1: Give AI the Raw Ingredients
Before prompting, prepare the real context:
- What your company does
- Who the role reports to
- Your tech stack
- The kind of leadership you value
- Your benefits, culture, and work style
- Your ideal candidate’s traits
✏️ Step 2: Use a Prompt Like This:
“Help me write a job post for our company, ClarityStack. We’re hiring a Technical Lead to guide a team of 4 engineers working on a real-time data enrichment engine. Our culture values autonomy, mentorship, and clean code. The ideal candidate has Python experience, leads by example, and wants to shape our architecture while growing into a broader leadership role. Here’s what we offer: £70k–£90k salary, 25 days leave, flexible work, £1k learning budget. Our tech stack is Python/Django/PostgreSQL/AWS. The post should be human, warm, and speak directly to technical people who care about impact, not just titles. Can you help me write a culture-first job post with a strong hook, mission, and clear application process? Here are a few notes I’ve written to get you started: [paste your notes] ”
💡 Pro Tip: Give AI a Starter Draft
Already written a rough job description? Great. Ask AI to polish the tone, structure the flow, or remove jargon. Don’t ask it to “generate from scratch”—ask it to improve what matters.
You can even paste in one of the good examples from earlier in this article and say:
“Write me something similar to this, but for a Senior Frontend Engineer.”
✅ Final Thought on AI
Don’t skip the human touch.
Candidates want to hear your voice, your values, and your vision—not just a list of tasks.
Use AI to accelerate the process, but you bring the soul.
Don’t let bad hires slow you down. WorkScreen helps you identify the right people—fast, easy, and stress-free.
Copy-Paste Job Description Templates for Quick Use
✅ Option 1: Conversational, Culture-First Template
📌 Job Title: Technical Lead at [Company Name] — Help Us Scale What Matters
📍 Location: [Remote / On-site / Hybrid — City]
💼 Job Type: Full-Time | 💰 Salary: [Insert Range]
🎥 Hear from Your Future Manager
[Insert Loom or YouTube link]
👋 Who We Are
At [Company Name], we’re building [insert your product/mission in a sentence or two].
We’re a tight-knit engineering team that values clean code, thoughtful communication, and building tools that make a real difference for our users.
🔍 What You’ll Do
- Lead a team of [X] engineers working on [product/feature]
- Own technical decision-making and unblock your team
- Collaborate with product and design on roadmap priorities
- Guide architecture, scalability, and performance tradeoffs
- Mentor junior devs, review code, and stay hands-on
👤 What You Bring
- [4–6]+ years of backend/full-stack development experience
- Experience leading projects or small teams
- Deep comfort with [insert tech stack]
- Strong communication and coaching skills
- Bonus: you’ve worked in a startup, SaaS, or data-driven environment
🌟 Why This Role Is a Great Fit
- You’ll have real ownership—not just tickets
- You’ll help shape our architecture and team culture
- You’ll work closely with the founders and see your impact daily
- You’ll grow into a broader leadership role, with support
🎁 Perks & Benefits
- days paid vacation + holidays
- Remote flexibility with [X] days in-office per week (or fully remote)
- Health/dental/vision coverage
- Annual L&D budget ([insert amount])
- Team retreats, hack weeks, and no-BS culture
- [Other perks you offer]
💬 How to Apply
We use WorkScreen to evaluate candidates fairly and efficiently.
Click below to complete your structured assessment—it’s short, respectful, and built to highlight your strengths:
👉 [Insert WorkScreen Link]
We review every application and respond to everyone—no ghosting here.
🧱 Option 2: Structured Format – “Job Brief + Responsibilities + Requirements”
📌 Job Title: Technical Lead
📍 Location: [City or Remote] | 💼 Full-Time | 💰 [Salary Range]
🎥 Hear from Your Future Manager
[Insert Loom or YouTube link]
Job Brief
We’re looking for a Technical Lead to guide a team of engineers working on [insert product/feature].
You’ll take ownership of technical execution, mentor developers, and contribute directly to key architectural decisions.
This role is ideal for someone with strong backend experience, leadership skills, and a desire to build meaningful products at scale.
Key Responsibilities
- Lead engineering projects from planning to deployment
- Mentor and support team members
- Review code and maintain high-quality standards
- Collaborate cross-functionally with product/design
- Guide system architecture and performance planning
- Stay hands-on with development in [insert stack]
Requirements
- Proven experience as a senior or lead developer
- Strong proficiency in [insert relevant languages or frameworks]
- Experience with cloud infrastructure ([e.g., AWS, GCP])
- Strong problem-solving and communication skills
- Experience working in agile environments
Preferred Qualifications
- Previous experience in a startup or fast-paced team
- Contributions to open-source or dev community
- Experience scaling backend systems
Perks & Benefits
- days paid vacation
- Flexible working hours
- Remote-friendly or hybrid setup
- Health/dental/vision insurance
- Equipment + learning budget
- Team off-sites or quarterly retreats
How to Apply
We use WorkScreen to evaluate candidates based on real-world skills.
Click below to complete your application in a fair, fast, and transparent way:
👉 [Insert WorkScreen Link]
Let WorkScreen Handle the Rest of the Hiring Process
Once your job post is written and published, your next challenge begins:
Identifying who’s actually qualified—and who just sounds good on paper.
That’s where WorkScreen.io comes in.
WorkScreen helps you:
✅ Quickly Identify Your Most Promising Candidates
WorkScreen automatically evaluates, scores, and ranks applicants on a performance-based leaderboard—making it easy to spot top talent, save time, and make smarter, data-driven hiring decisions.
✅ Easily Run One-Click Skill Assessments
With WorkScreen, you can administer one-click skill tests to assess candidates based on real-world ability—not just credentials like résumés and past experience. This helps you hire more confidently and holistically.
✅ Eliminate Low-Effort or AI-Generated Applications
WorkScreen automatically eliminates low-effort applicants who use AI Tools to apply, copy-paste answers, or rely on “one-click apply.” This way, you focus only on genuine, committed, and high-quality candidates—helping you avoid costly hiring mistakes.
WorkScreen makes it easy to go from a great job post → to great hires—without the stress or second-guessing.
FAQ
A technical lead focuses on the technical direction of the team: writing code, reviewing architecture, and guiding developers.
A manager, on the other hand, focuses more on people: performance reviews, career growth, hiring, and team dynamics.
In some companies, the roles overlap—but technical leads are usually expected to stay hands-on with the code.
A technical lead works closely with engineers, guiding the day-to-day technical work of a specific team.
A director of engineering typically oversees multiple teams or leads, sets broader engineering strategy, and is less involved in individual contributions.
In short: a lead guides the “how,” while a director shapes the “what” and “why” at a higher level.
Look for a mix of technical depth, communication, and leadership skills. Specifically:
- Strong software engineering fundamentals
- Experience mentoring or unblocking other developers
- Architectural decision-making ability
- Collaboration with cross-functional teams (e.g., product, design)
- A calm, solution-oriented attitude under pressure
Bonus: They should be able to give clear feedback—and take it well too.
In the UK, technical lead salaries typically range from £65,000 to £95,000, depending on location, experience, and company size.
In the US, the range is broader—$110,000 to $160,000+ is common, with some companies offering equity for senior roles.
Transparent pay ranges attract better candidates—don’t skip it in your job post.
