How to Write Clear and Inclusive Job Descriptions for Tech Roles
Designed for Senior technical recruiters and HR business partners designing job descriptions for specialized software engineering roles in scale-up tech companies to spark real collaboration and high-energy learning.
A 90-minute hybrid workshop hosted in a company’s innovation lab and via Zoom for remote staff. Participants frequently struggle to translate complex technical requirements into accessible, bias-free language, leading to narrow applicant pools and repeated feedback from hiring managers that descriptions are confusing or exclusionary.
Headline Hunt Challenge
Kick off with a rapid-fire scavenger hunt: participants are shown 4 real tech job headlines (e.g., 'Ninja Backend Engineer', 'Senior Software Architect', 'Cloud Guru', 'Software Engineer II') and asked to guess which role received the most diverse applications. They discuss their initial guesses before the reveal.
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Why this works
Curiosity and surprise increase engagement and prime participants for learning. Real data anchors the activity and frames the session with a practical puzzle.
De-bias Bingo
Display snippets from real job descriptions (“rockstar coder,” “must have perfect English,” “young and energetic team”) and have participants mark off common bias phrases on a Bingo card. Each square has a short explanation of why it’s problematic.
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Why this works
Revealing misconceptions makes hidden issues visible and sparks discussion. Bingo creates a playful competition and social proof around bias awareness.
Inclusive Language Quick-Fix
Invite everyone to edit a single sentence from a tech job listing (“He will lead the team to build robust APIs”) using a shared Jamboard or Post-it. Low-pressure: everyone submits anonymously. Review 3-4 improved versions together and highlight inclusive language.
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Why this works
Anonymous, easy participation helps hesitant voices join in. Seeing collective edits makes skill practice accessible and non-intimidating.
Job Description Remix Relay
Split into small teams. Each team gets a short, jargon-heavy tech job snippet and has 3 minutes to rewrite for clarity. Then, teams exchange their drafts and try to spot remaining jargon or exclusion. Relay format keeps energy high, with friendly competition to see whose version is clearest.
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Why this works
High-energy, time-limited peer editing taps into social learning and gamifies the skill. Seeing multiple takes drives deeper learning.
Hiring Dilemma Live Poll
Pose a real-world dilemma: ‘You’re hiring for a DevOps role. You need deep AWS knowledge, but want to attract career changers and diverse backgrounds. Which of these two descriptions would you post?’ Show two options, let everyone vote instantly, then discuss the results and trade-offs.
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Why this works
Anchoring learning in an authentic dilemma surfaces practical tensions and elicits real stakes, making outcomes memorable.
Personal Rewrite Commitment
Wrap up with a silent reflection: ask each person to jot down the one phrase they will commit to changing in their next tech job description, based on today’s learning. Encourage them to pair up and share their commitment, then set a reminder to follow through.
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Why this works
Active reflection cements learning, and personal commitment boosts follow-through. Peer sharing adds accountability and connection.
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