When a company needs to hire someone—a designer, a data analyst, a junior marketer, anyone—they do the obvious. They sit down to write a job description. And this, so quickly, is where things can start to go off the rails. Job descriptions are supposed to do a very simple thing. Attract the right people. Filter out the wrong ones. That’s it. That’s the job. But instead, a lot of them end up doing the opposite.
There’s research on this. Turns out 60% of potential applicants quit the application process. Why? Because the whole thing is either too complicated, too confusing, or just too vague. And the job description is often the first red flag.
But when companies get it right—when they make things clear, include a salary range, and use language that doesn’t sound like it came from a 1998 corporate memo—they see results. And we’re talking 30% more applications. More diversity. Better matches.
And then there’s this: a job title that makes perfect sense in Austin might sound like gibberish in Amsterdam. A cultural reference that’s charming in London might feel off in Lagos. The whole endeavor becomes a delicate balancing act—writing something that works everywhere and still sounds like it came from a human being.
So if you’re recruiting global talent, or just want to stop losing good people before they even click “apply,” you need to do better. You can do better. We’ve got some ideas.
1. Start with a clear, inclusive job title
Your job title is like a first impression at a networking event or online job listing website. You have about three seconds to communicate who you’re looking for before someone scrolls past. The problem is that “Growth Hacker” means something completely different in São Paulo than it does in San Francisco, and “Evangelist” might not translate at all in certain cultures.
Stick to titles that work everywhere. “Software Engineer – Frontend” tells someone in Tokyo exactly the same thing it tells someone in Toronto. “Marketing Manager” beats “Brand Wizard” every single time. Clear job titles also improve the search engine visibility of your listings, because nobody is searching “Programming Rockstar” on Indeed or ZipRecruiter.
Save the creativity for your company culture, not your job titles. The goal is to help qualified candidates find you, not to win points for originality.
2. Write a compelling, global-friendly job summary
Think of your job summary as an elevator pitch that works in any elevator, anywhere in the world. You have two or three sentences to explain why someone should want this job and what they’ll actually accomplish. Skip the corporate speak and cultural catchphrases that don’t translate.
A talent acquisition manager crafting a global job summary should focus on universal motivators: impact, growth, and clear purpose. Instead of “You’ll be a game-changer in our fast-paced environment,” try “You’ll lead product development initiatives that directly influence our user experience for 2 million customers worldwide.” The second version tells candidates exactly what they’ll do and why it matters, regardless of where they’re reading it.
3. Clearly outline key responsibilities
Bullet points are your best friend when writing for a global audience. They’re scannable, easy to translate, and force you to be specific about what someone will actually do every day. Start each point with an action verb and be honest about the scope of decision-making involved.
Don’t just list tasks. Explain the context and collaboration level for each responsibility.
“Manage social media accounts” could mean anything from scheduling posts to developing entire digital strategies. “Develop and execute social media strategy for European markets, working directly with regional marketing teams” gives candidates a clear picture of both the work and the team dynamic. Specify whether the role requires independent judgment, cross-functional collaboration, or leadership responsibilities.
4. Define required vs. preferred skills
The difference between “required” and “preferred” can make or break your candidate pool. Research indicates that men apply for jobs when they meet 60% of qualifications, while women typically wait until they meet 100%. When you’re recruiting globally, these barriers get even higher because candidates may doubt whether their international experience counts.
“Evaluating employees and new hires based on their skill sets instead of their work history can help level the playing field—and help companies realize the talent they already have,” says LinkedIn CEO Ryan Roslansky, at HBR. “It also makes talent pools more diverse and often makes hiring more effective,” he adds.
Separate your absolute must-haves from your nice-to-haves. Put language requirements, specific technical skills, and non-negotiable experience in the required section. Everything else goes in preferred.
Also consider global equivalents for education and certifications. “Bachelor’s degree or equivalent international qualification” opens doors that “Bachelor’s degree required” might close. The goal is to attract qualified candidates, not to create an impossible standard that scares away great people.
5. Specify location flexibility and work model
Here’s where many companies lose great candidates without realizing it. You post a job as “remote” but then bury time zone requirements three paragraphs down. Or you say “flexible location” but actually need someone within driving distance of an office twice a month.
Be upfront about what remote work actually means for your role. “Fully remote with quarterly team meetups in Berlin” is different from “remote with weekly office collaboration required.”
If you need time zone alignment, spell it out clearly: “Working hours overlap with GMT+1 ±3 hours” or “Available for U.S. East Coast business hours.” This clarity helps both your recruitment funnel and candidate experience. The difference between global versus domestic hiring often comes down to these logistics, so address them head-on.
6. Share compensation transparency where possible
Salary transparency isn’t just nice to have when recruiting globally. It’s essential. Candidates in different markets have wildly different expectations, and nobody wants to waste time on a process that was never going to work financially.
State your approach clearly, even if you can’t share exact numbers. “Salary range: US$80,000-$120,000 annually, adjusted for local market rates” gives candidates enough information to self-select. If you use location-based compensation, explain the methodology. If you pay the same globally, say that too.
Include currency, payment frequency, and whether equity is part of the package. An employer branding specialist recruiting in multiple countries will tell you that compensation confusion kills more promising applications than any other single factor.
7. Highlight benefits that appeal globally
Not all benefits translate across borders. Your amazing health insurance package means nothing to candidates in countries with universal healthcare. Your 401k matching doesn’t help someone in Germany. Focus on benefits that work everywhere.
Learning stipends, flexible working hours, and mental health support resonate universally. Professional development budgets matter whether someone is in Mumbai or Montreal.
Parental leave policies show values that translate across cultures. Be honest about what varies by location and explain how you handle it.
8. Emphasize company mission, culture, and DEI commitments
People don’t just want jobs anymore. They want to work for companies that stand for something beyond quarterly profits. This is especially true when sourcing global talent who often have multiple options across different markets and cultures.
So, how do you define culture fit? According to Karen Weeks, Global Chief People Officer at Obviously, “it’s about reflecting your company values, adding to the conversation, and bringing a perspective that gets to the best answer, not cookie-cutter candidates.”
Tell candidates why your company exists and who benefits from your work. Skip the generic “we’re changing the world” statements and get specific about your impact. “We help small businesses in emerging markets access financial services” is infinitely more compelling than “we’re disrupting fintech.”
Show how your remote-first culture actually works in practice, not just in theory. Be concrete about your diversity commitments, too. “Our leadership team represents six countries and four continents,” tells a story that “we value diversity” simply doesn’t.
9. Use clear, inclusive language
Language bias creeps into job descriptions in ways most people never notice.
Terms like “digital native” exclude older workers. “Aggressive salesperson” can feel unwelcoming to many cultures and genders. “Rockstar” and “ninja,” aside from being overused, can alienate professionals who prefer straightforward communication.
Run your job description through inclusive language tools or have a recruitment marketing specialist review it with fresh eyes. Look for words that carry unintended cultural baggage or assumptions.
“Self-starter” works better than “entrepreneurial spirit.” “Results-focused” beats “competitive go-getter.”
The goal is crafting language that welcomes qualified candidates regardless of their background, age, or communication style. When in doubt, choose the clearer, simpler option.
10. Include the application and hiring process
Nothing frustrates global candidates more than unclear hiring processes. They’re already navigating time zones, potential visa questions, and cultural differences. The last thing they need is confusion about what happens next.
Outline exactly what candidates can expect: number of interview rounds, typical timeline, and how you accommodate different time zones. Be specific about any take-home assignments or portfolio requirements upfront.
“Our process includes a 30-minute phone screen, a technical assessment you can complete anytime within 48 hours, and a final interview with the hiring manager” removes guesswork and shows respect for candidates’ time.
If you offer async interview options or accommodate scheduling across multiple continents, say that too. Transparency in your process reflects the transparency candidates can expect if they join your team.
Attract and retain global talent—the Pebl way
So you wrote a great job description. And it worked. You found the perfect candidate—maybe in Berlin, Bogotá, or Bangalore. But now what? You still have to hire them legally and pay them correctly.
That’s where Pebl comes in. Our integrated Employer of Record (EOR) services handle hiring, compliance, and payroll in over 185 countries. So you can focus on what actually matters: finding great people, where they happen to live, and keeping them.
Get in touch to learn more.
This information does not, and is not intended to, constitute legal or tax advice and is for general informational purposes only. The intent of this document is solely to provide general and preliminary information for private use. Do not rely on it as an alternative to legal, financial, taxation, or accountancy advice from an appropriately qualified professional. The content in this guide is provided “as is,” and no representations are made that the content is error-free.
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