13 September 2026
How to write a job brief that attracts senior candidates
Senior people ignore vague job ads. Here is what they look for, and a simple structure that gets replies.
Experienced candidates are rarely looking at job boards. When a recruiter or a friend sends them a role, they decide in under a minute whether it's worth a conversation. The brief is what they read.
Lead with the problem, not the perks
Senior people want to know what they'll be responsible for fixing or building. "Scale payments from 3 to 12 markets in 18 months" is far more attractive than a list of office benefits.
Be honest about the salary range
A clear range saves everyone time and signals that you're serious. Candidates who would never accept your budget drop out early, and the right ones reply faster.
A structure that works
- One sentence about the company and where it is today.
- The main outcome this person owns in the first year.
- Who they report to and who reports to them.
- Three to five must-have experiences. Keep the list short.
- Salary range, location or remote policy, and start date.
- How the interview process works and how long it takes.
Remove what doesn't matter
Long lists of "nice to have" skills scare away good candidates, especially women and people changing industries. If it isn't needed to succeed in the first year, leave it out.
Keep the process short
The best candidates usually have several options. A process with more than four stages, or longer than three weeks, loses people. Tell candidates the timeline upfront and stick to it.
If you'd like us to review or write a brief for you, send us a free enquiry.