Most job descriptions in India are written once, in a hurry, by copying whatever the last one said. Then everyone wonders why the applications are irrelevant. We read and rewrite these for a living, and the pattern is consistent: the JDs that fill roles aren't better written, they're more specific — about what the job is, what's genuinely required, and what the company will actually pay.
So here are six templates for the roles Indian companies hire most, plus the structure underneath them. Copy one, replace the bracketed bits, delete what doesn't apply, post it.
How to use these
Every template below is deliberately short and written to be edited, not admired. Replace anything in [square brackets], cut any responsibility that isn't genuinely part of the job, and be honest in the must-have list — every extra "requirement" you add shrinks your applicant pool. These are starting structures, not legal documents; check anything contractual with your own advisor.
The structure that works
Before the templates, the skeleton they all share. A job description has exactly six jobs to do:
- A title people search for. "Software Engineer" gets found. "Code Ninja" and "Growth Rockstar" do not. Inflated or invented titles are the most common self-inflicted wound in Indian JDs.
- Two lines on why the role exists. Not the company history — the purpose of this seat. "We're a 30-person team and nobody currently owns X" is a better opening than three paragraphs about your vision.
- Four to six real responsibilities. What this person will actually do in a normal week. If you can't picture it happening on a Tuesday, cut it.
- Must-haves, kept brutally short — then nice-to-haves, separately. Three or four genuine non-negotiables. Everything else goes in the second list.
- The practical facts. Location, work model, shift (if any), and a salary range. This is where most Indian JDs go quiet, and it's exactly where candidates decide whether to bother.
- One clear next step. What to send, to whom, and roughly what happens next.
- Earns applications
- A plain, searchable title
- Costs you applications
- "Ninja", "Rockstar", or an inflated grade
- Earns applications
- A stated range, or an honest band
- Costs you applications
- "Salary as per industry standards"
- Earns applications
- 3–4 genuine must-haves
- Costs you applications
- A 12-item "required skills" wall
- Earns applications
- Concrete weekly work
- Costs you applications
- "Other duties as assigned"
- Earns applications
- Location, work model, shift stated upfront
- Costs you applications
- Left vague until the interview
- Earns applications
- Plain sentences a human wrote
- Costs you applications
- "Dynamic self-starter with a go-getter attitude"
| Earns applications | Costs you applications |
|---|---|
| A plain, searchable title | "Ninja", "Rockstar", or an inflated grade |
| A stated range, or an honest band | "Salary as per industry standards" |
| 3–4 genuine must-haves | A 12-item "required skills" wall |
| Concrete weekly work | "Other duties as assigned" |
| Location, work model, shift stated upfront | Left vague until the interview |
| Plain sentences a human wrote | "Dynamic self-starter with a go-getter attitude" |
1. Software Engineer
[Software Engineer / Senior Software Engineer] — [Company], [City]
We're a [team size]-person [product/services] team building [one line on what it does and who uses it]. You'd be [nth] engineer on [team/product], owning [specific area].
What you'll do
- Build and ship features across [stack, e.g. React + Node + Postgres]
- Own [specific service, module, or surface] end to end — design, code, deploy
- Review code and help set the standard as the team grows
- Work directly with [product/design/founders] on what to build, not just how
- Keep an eye on [performance / reliability / cost] for what you own
Must have
- [2–5] years building production software in [language/stack]
- Comfortable owning a feature from spec to deploy without hand-holding
- Solid fundamentals — data modelling, APIs, debugging what you didn't write
Nice to have
- Experience with [cloud/infra, e.g. AWS], [testing], or [domain, e.g. fintech]
- Open-source, side projects, or anything you can show and talk through
The practical bits
- Location / model: [City] — [on-site / hybrid X days / remote]
- Range: ₹[X]–[Y] LPA depending on depth
- Process: [intro call → technical discussion → team round]
To apply: send your CV and one thing you've built (repo, link, or a paragraph) to [email].
2. Business Development / Sales Executive
[Business Development Executive] — [Company], [City]
We sell [product/service] to [customer type]. You'd own [top of funnel / a territory / a segment] and work directly with [founder / sales head].
What you'll do
- Generate and qualify leads through [outbound / inbound / field / channel]
- Run discovery conversations and demos with [customer type]
- Manage your pipeline in [CRM] and keep it honest
- Close [deal size] deals, or hand off qualified opportunities to [role]
- Feed what you hear from the market back to [product / leadership]
Must have
- [1–4] years in B2B sales or business development, ideally in [industry]
- Genuinely comfortable on the phone and in first conversations
- Clear written and spoken [English / Hindi / Gujarati]
Nice to have
- Experience selling to [specific buyer], or in [industry]
- Familiarity with [CRM]
The practical bits
- Location / model: [City] — [on-site / field / hybrid]
- Range: ₹[X]–[Y] LPA fixed + [incentive structure, stated plainly]
- Travel: [how much, honestly]
To apply: send your CV and two lines on a deal you're proud of to [email].
3. Accountant / Finance Executive
[Accountant / Senior Accounts Executive] — [Company], [City]
You'd own day-to-day accounting for a [company size/type], working with [CA firm / finance head] on closing and compliance.
What you'll do
- Maintain books in [Tally / Zoho Books / SAP / other]
- Handle GST filings, TDS, and monthly reconciliations
- Manage accounts payable and receivable, and follow up on collections
- Support monthly and annual closing with [internal team / auditors]
- Keep documentation clean enough to survive an audit
Must have
- [2–5] years in accounting, [B.Com / M.Com / CA Inter]
- Hands-on with GST and TDS in practice, not just in theory
- Working knowledge of [accounting software]
Nice to have
- Exposure to [industry-specific compliance], or to audit support
- Advanced Excel
The practical bits
- Location / model: [City] — [on-site / hybrid]
- Range: ₹[X]–[Y] LPA
- Reports to: [role]
To apply: send your CV to [email], mentioning the software you've used most.
4. Operations Manager
[Operations Manager] — [Company], [City]
We're [scale/context], and [what's currently breaking or growing] needs an owner. You'd run day-to-day operations for [function/site] and the team that delivers it.
What you'll do
- Own daily operations for [function] — [throughput / SLAs / quality]
- Manage and roster a team of [N], including hiring and training
- Track the numbers that matter ([2–3 specific metrics]) and act on them
- Fix the process problems behind recurring issues, not just the issues
- Coordinate with [adjacent teams] to unblock delivery
Must have
- [3–7] years in operations, with at least [N] years managing people
- Comfortable with data — you can build and defend a simple ops dashboard
- Experience in [industry/setting, e.g. manufacturing / logistics / BPO]
Nice to have
- Exposure to [process methodology, e.g. Lean/Six Sigma] or [ERP/system]
The practical bits
- Location / model: [City / plant / site] — [on-site]
- Shift: [state it plainly if there are shifts]
- Range: ₹[X]–[Y] LPA
To apply: send your CV and one process you fixed to [email].
5. HR Executive / Recruiter
[HR Executive / Talent Acquisition Executive] — [Company], [City]
You'd own [hiring / HR operations / both] for a [size] team, working with [founder / HR head].
What you'll do
- Run end-to-end hiring for [role types] — sourcing, screening, scheduling, offers
- Manage onboarding and joining formalities
- Maintain employee records, attendance, and leave in [HRMS]
- Support payroll inputs and statutory compliance with [finance/consultant]
- Be the first point of contact for day-to-day employee questions
Must have
- [1–4] years in HR or recruitment
- Comfortable screening and speaking to candidates independently
- Discreet with confidential information — this one is non-negotiable
Nice to have
- Experience hiring [specific function], or with [HRMS/ATS]
The practical bits
- Location / model: [City] — [on-site / hybrid]
- Range: ₹[X]–[Y] LPA
To apply: send your CV to [email] with a line on the hardest role you've filled.
6. Customer Support Executive
[Customer Support Executive] — [Company], [City]
You'd be the person our [customers/users] actually talk to, across [channels].
What you'll do
- Handle customer queries over [chat / email / phone] within [SLA]
- Troubleshoot [common issue types] and escalate what you can't resolve
- Keep records clean in [helpdesk tool]
- Flag recurring problems to [product/ops] instead of just closing tickets
- Help improve [FAQs / macros / help docs] as you learn what people ask
Must have
- [0–3] years in customer support or a customer-facing role
- Clear written and spoken [English / Hindi / regional language]
- Patience, and the judgement to know when to escalate
Nice to have
- Experience with [helpdesk tool], or in [industry]
The practical bits
- Location / model: [City] — [on-site / hybrid / remote]
- Shift: [state hours plainly — including any night or rotational shift]
- Range: ₹[X]–[Y] LPA
To apply: send your CV to [email].
Before you post it
A 60-second JD audit
0 of 7 checkedA job description is the first thing a candidate ever reads about you, and most companies treat it as paperwork. Treated properly, it's the cheapest hiring improvement available — no budget, no tooling, just specificity and honesty. If yours are pulling the wrong people, that's usually a fixable writing problem before it's a sourcing problem. We've written more on the specific traps in the JD mistakes we see most often.
If you'd rather not do this alone — tell us what you're hiring for and we'll help you scope the role properly before it goes out. If you're a candidate reading these to understand what employers are really asking for, tell us what you're looking for.