How to Write a Remote Job Description (With Template)
A clear job description attracts better remote candidates and makes onboarding easier. Use this simple structure and copy-and-paste template.
By the Zenstack team · · 2 min read
A vague job description produces vague applicants. For a remote role, where you cannot rely on office context, the written brief matters even more. Here is a structure that works for any role.
The six parts of a good remote job description
1. A plain job title
Use the title candidates search for: "Sales Development Representative", not "Growth Ninja".
2. A two-sentence summary
What the company does and why this role exists. Example: "We sell scheduling software to dental clinics. We need an SDR to book demos with clinic owners."
3. Responsibilities
Five to seven bullets, starting with verbs, in order of importance. Describe real tasks, not traits.
4. Working hours and location
State the exact hours, the time zone, and whether the role is fully remote. Say how the team communicates, such as Slack and a daily call.
5. Requirements
Split into must have and nice to have. Keep the must-have list short and honest. Every extra requirement removes good candidates.
6. What success looks like
Two or three outcomes after 30 and 90 days. This helps candidates judge themselves and gives you a review checklist.
Template
Copy and adapt:
Title: [Role]
About us: [One sentence on what you sell and to whom.]
About the role: [One sentence on why the role exists.]
What you will do:
- [Task 1]
- [Task 2]
- [Task 3]
- [Task 4]
- [Task 5]
Hours: [Days and hours, time zone]. Fully remote.
Tools: [CRM, chat, other tools]
Must have: [3 to 4 items]
Nice to have: [2 to 3 items]
Success after 30 days: [Outcome]
Success after 90 days: [Outcome]
How to apply: [Instructions, plus one small task]
Add a small application task
Ask for something specific, such as "start your message with the word blue" or "include a two-line cold email to our ideal customer". It filters out people who did not read the description and shows attention to detail.
Mistakes to avoid
- A wish list of 20 requirements. Nobody matches it, and strong candidates do not apply.
- No hours stated. You discover the mismatch after the interview.
- Traits instead of tasks. "Self-starter" tells a candidate nothing.
- Hiding the pay. Clear pay ranges attract more relevant applicants.
- Jargon. Write the way you would explain the job to a friend.
Use it after hiring too
The same document becomes the first page of onboarding. The "success after 30 days" section is your first review. See the 30-day onboarding checklist.
Hiring without posting a job
Writing the brief is still worth doing even if you never post it. When you hire through Zenstack, you share the role, tools and hours on one call, and we shortlist vetted candidates from our pool within days. Learn what remote staffing is, or see guides for specific roles: hiring a virtual assistant and hiring a media buyer.
Frequently asked questions
How long should a job description be?
About one page. Long enough to describe the tasks, hours and requirements clearly, short enough to read in two minutes.
Should I include salary in a remote job description?
Yes, where you can. A clear pay range saves time for both sides and attracts candidates who fit.
What is the difference between a job description and a role brief?
A job description is written to attract applicants. A role brief is the internal version, with more detail on tasks, tools and goals. One document can serve both.