Published: 6 November 2026 · Last updated: 6 November 2026 · By Ameer Hamza
Most job ads are not written; they are copied. Someone finds last year's version, changes the date and posts it. Then the business wonders why 200 people applied and none of them fit. Below is a typical ad of that kind (made up for this example, but every line is one we see all the time), torn apart and rebuilt.
What this teardown shows: a job ad works when it reads like an answer to the candidate's questions (what will I do, what will I earn, can I succeed here), not like a wish list. Clear pay, real outcomes and fewer, honest requirements bring fewer but better applicants.
The Original Ad
Rockstar Customer Ninja wanted! Fast-paced, dynamic company seeks a young, energetic self-starter. Must have 5+ years' experience, a degree, and be a team player who can work under pressure. Duties include handling customers, admin and other duties as assigned. Competitive salary. Apply now!
Line-by-Line Fixes
"Rockstar Customer Ninja" → "Customer Support Specialist (Remote, US hours)"
Nobody searches for "ninja". Candidates and job boards search for real titles. Put the location or work pattern in the title too, because it is the first filter people apply.
"Young, energetic" → removed
This is not just bad style. The U.S. Equal Employment Opportunity Commission says job ads must not show a preference based on protected traits such as age (40 or older); its own example is that asking for "recent college graduates" may discourage people over 40 and may break the law. Describe the work, not the person you imagine doing it.
"5+ years' experience and a degree" → "2+ years in a customer-facing role"
Ask yourself: would you reject a great candidate with three years and no degree? If yes, keep it. If not, it is a wish, and wishes put off good applicants who read requirements literally.
"Fast-paced, dynamic, works under pressure" → the real numbers
Replace adjectives with facts: "You'll handle about 40 chats and emails a day, with a 4-hour reply target." Candidates can now judge whether they'd thrive.
"Other duties as assigned" → three outcomes
Write what success looks like: "In your first 90 days you'll (1) learn our product and help desk, (2) resolve 80% of tickets without escalation, (3) write five help articles from common questions." Outcomes attract people who like being measured.
"Competitive salary" → the actual range
Ads with a pay range attract applicants who already accept it and save everyone a wasted interview. A growing number of US states and other places now require a range in postings, so check the rules where the job is based.
Want us to rewrite one of your live ads? Paste it into an email to info@vortexiantech.com and we'll send back a tightened version.
The Rewritten Ad
Customer Support Specialist (Remote, US Central hours)
$42,000–$48,000 a year · Full time · Starts JanuaryYou'll be the first person our customers talk to. Each day you'll answer about 40 chats and emails, solve billing and account questions, and flag product issues to our team.
In your first 90 days you will: learn our product and help desk; resolve 80% of tickets without escalation; write five help articles.
You'll do well here if you have: 2+ years in a customer-facing role; clear written English; comfort with help desk software.
Nice to have: experience in a software company.
How to apply: send your CV and a short note about a customer problem you solved. We reply to every applicant within a week.
Note: company details, pay and targets in this example are illustrative.
Why the Rewrite Wins
Searchable: a real title matches what candidates type.
Self-selecting: pay, hours and targets filter people before they apply.
Fairer and safer: no age or personality coding; requirements are tied to the work.
Shorter: about 150 words, readable on a phone.
A clear ad also makes screening faster, because you have a yardstick. Pair it with a structured process like the one in how to choose a recruitment agency, or test candidates on real tasks through candidate screening.
Common Questions
How long should a job description be?
Long enough to answer what the job is, what it pays, what success looks like and who will do well. For most roles that is 150 to 400 words.
Should I include the salary in a job ad?
Yes, where you can. It improves applicant fit, and some places now require it by law.
What words should I avoid in a job description?
Anything that signals a preference for age, sex or other protected traits (such as "young" or "recent graduate"), plus vague jargon like "ninja" or "rockstar".
What is the difference between a job description and a job ad?
A job description is the internal record of the role. A job ad is the short, persuasive version written for candidates.
The Rules Behind the Edits
Prohibited employment policies and practices: job advertisements (U.S. Equal Employment Opportunity Commission)
Let Us Write and Fill the Role
Vortexian Tech writes the role brief and the ad, then sources and screens the people who answer it. Permanent recruitment packages run from 50% to 100% of one month's gross salary, with a replacement within one month; hiring several at once? See bulk hiring.
Send the role you're struggling to fill to info@vortexiantech.com or book a short call.
