If your job description reads like a wish list, you’re shrinking your talent pool and raising legal risk. A good JD does three things: states measurable outcomes, lists only true essentials, and tells candidates exactly how they’ll be assessed. Everything else is noise—or worse, a barrier. Start from outcomes, not adjectives Open with the mission and the 3–5 outputs the role is accountable for this year. Then name the capabilities that directly drive those outputs. Keep the l

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What neurodivergent candidates actually look for in recruitment: clarity, adjustment routes, predictable stages, job-relevant assessment and evidence of real inclusion.

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