how to write a job to be done

[VanJanelle]

Writing a job to be done – using the Jobs to Be Done (JTBD) framework – means you stop listing duties and start defining the outcome the role must deliver. The first step is to identify the specific problem the hire will solve for the team or the business. For example, instead of writing “Manage social media accounts,” you say “Increase organic lead generation by 20% through targeted social campaigns within six months.” This shift attracts candidates who are motivated by the challenge, not just by a list of qualifications.

To put it into practice, I always start with a single question: What will be different about this team or company six months after this person starts? Then I write the description around that change. Below is a quick comparison to show how the traditional approach differs from the JTBD approach:

Traditional JD (Duty-Focused)	JTBD (Outcome-Focused)
“Manage the recruitment pipeline.”	“Reduce time-to-fill for critical roles from 45 days to 30 days without sacrificing quality of hire.”
“Create weekly reports.”	“Provide actionable hiring insights to the VP of Talent every Friday so we can adjust sourcing strategies in real time.”
“Attend job fairs.”	“Build a pipeline of high-potential early-career candidates by attending 2–3 targeted university events per quarter and following up within 48 hours.”

The key is to use measurable language and avoid vague verbs like “assist” or “support.” Instead, use “drive,” “achieve,” “ensure,” “deliver.” Also, be honest about the constraints – if the role requires working across time zones, say it. Candidates appreciate transparency. According to a 2024 LinkedIn survey, job descriptions that include clear performance outcomes receive 34% more qualified applications than those that only list responsibilities. So when you write a job to be done, you’re not just describing a role – you’re inviting someone to own a result.

[MacSteven]

I think the best way to write a job to be done is to imagine you’re explaining the role to a friend over coffee. Ditch the formal bullet points and write a mini-story about the challenge. For example: “We need someone who can figure out why our customer churn rate spiked last quarter and then fix it.” That’s the job. Candidates immediately know if that excites them or not. Keep it short, avoid jargon, and lead with the problem, not the requirements. You can always list the must-haves later, but the hook should be the outcome.

[McJustin]

From a strategic perspective, writing a job to be done requires aligning the role directly with the company’s quarterly or annual objectives. I always start by asking three questions: (1) What business outcome is currently missing? (2) What would change if this role were filled by an ideal person? (3) How will we measure success in 90 days? Then I craft the description around that change. For example, instead of “Lead a team of engineers,” I write “Deliver the new product feature by Q3, reducing customer support tickets by 15%.” This approach sets clear expectations from day one and filters out candidates who just want a job title.

[DeHeidi]

As someone who coaches job seekers, I’ve seen how powerful a well-written job to be done can be. When you focus on the problem the candidate will solve, you help them imagine themselves in the role. Use phrases like “You will be responsible for ensuring X happens” or “Your success will be measured by Y.” Avoid long lists of “nice-to-haves” – they discourage people who don’t tick every box. Instead, highlight the one big challenge that makes the role exciting. That clarity builds trust and reduces the number of unqualified applicants, saving everyone time.