Hiring the right candidate isn’t just about reviewing resumes and running interviews. It starts much earlier, with the job description. And too often, that’s where things go wrong.
We’ve seen how mismatches between employer expectations and candidate perceptions can stall hiring, push timelines, and leave everyone frustrated. In this article, we’ll focus on three common issues we’ve encountered, plus how we help our clients course-correct. If you’re interested in learning more about mistakes tech leaders make while engaging with a nearshore partner, check out this guide.
The "Perfect Candidate" Trap
Many job descriptions aim high. Too high. The intent is understandable, why not shoot for perfection? But in practice, overly rigid requirements tend to narrow the field unnecessarily. Talented candidates self-select out, assuming they’re underqualified, when in reality they might be exactly what the role needs.
Take years of experience, for example. We’ve seen clients insist on 10+ years for mid-level roles, only to realize later that what they needed was someone adaptable, not someone with a decade of doing the same thing. As we outlined in our analysis on experience, five dynamic years can outweigh fifteen stagnant ones.
What we do: When we see a job spec that’s too restrictive, we challenge it. We dig into what’s truly essential vs. what’s simply “nice to have.” This helps broaden the pool without compromising quality.
Vague or Loose Descriptions Waste Time
On the other side of the spectrum are job descriptions so loose that they tell candidates almost nothing. These tend to attract a flood of applicants, most of whom are unqualified or misaligned.
This happens when clients default to generic templates or rush to publish a role without clarifying the scope. The result is predictable: missed expectations, longer screening cycles, and delayed decisions.
What we do: We act as filters and translators. If a job brief is too open-ended, we ask targeted questions: What will this person do on day one? What does success look like in six months? This lets us co-write a description that aligns better with the team’s actual needs and filters candidates accordingly.
Misalignment Between Intent and Market
Even when job descriptions are technically accurate, they sometimes miss the mark because they don’t reflect how the role is perceived by the talent market. This is especially common in nearshoring, where cultural nuances and local norms matter.
For example, a title like “Engineering Manager” might signal different levels of seniority in Costa Rica than it does in Mexico. Or a role described as “flexible remote” might actually require consistent overlap with a U.S. timezone, which needs to be clearly stated.
What we do: We localize expectations. That means adapting the language, scope, and framing of a role to better fit the market we’re hiring in. We’ve learned—often the hard way—that the job description isn’t just a checklist. It’s a signal. And when it sends the wrong message, even strong searches fall flat.
Start with the Right Blueprint
Job descriptions shouldn’t be afterthoughts. They set the tone, frame the search, and shape the applicant pool. A strong one saves time. A weak one creates noise. A misaligned one derails hiring altogether.
We don’t just take job specs at face value. We treat them as working drafts—starting points for a deeper conversation. Because when the blueprint is clear, finding the right fit gets a whole lot easier.
Let’s stop wasting time. And start adding the right candidates to your team.
