Crafting Job Ads That Attract Superstars and Eliminate Time Wasters
Hiring isn’t just about filling a seat. It’s about attracting exceptional people—the kind who bring ideas, take ownership, and elevate your entire team. Yet most job ads read like every other: a list of tasks, a few nice perks, and a vague call to action. The result? An inbox full of resumes, most of which aren’t even close to what you’re looking for.
The key to hiring top talent lies in precision. A well-written job ad doesn’t just invite applicants—it filters them. It speaks directly to high-performers and politely discourages everyone else.
Why Most Job Ads Fail
The problem with standard job ads is simple: they’re generic. When your message tries to appeal to everyone, it resonates with no one. Top performers scan a sea of sameness and move on. Meanwhile, unqualified candidates apply anyway, cluttering your pipeline and wasting hours of your time.
A high-converting ad, on the other hand, does two things exceptionally well:
- Calls out to Superstars with clarity and challenge
- Filters out 40% or more of unqualified applicants upfront
Let’s explore how that’s done.
Speak Directly to Top Performers
Superstars are wired differently. They’re not looking for “just a job.” They want:
- Autonomy
- Challenge
- Purpose
- Growth
Your ad should reflect that. Use power phrases like:
- “This role is not for everyone.”
- “Only apply if you thrive under pressure.”
- “You will be expected to take full ownership.”
- “You’ll work with A-players—and be expected to perform like one.”
Don’t be afraid to set high expectations. The right person will feel called by that. They want to be held to a high standard—they find comfort in being among other high-caliber individuals.
Filter Out the Time Wasters
Want to eliminate 40% of low-fit applicants right away? Use disqualifying language on purpose. For example:
“If you’re just looking for a paycheck, this role isn’t for you.”
“If you need micromanagement, please do not apply.”
“If you can’t meet deadlines consistently, this won’t be a good fit.”
These statements act like repellents for the wrong people. But to the right candidate, they signal seriousness and structure. They’ll know they’re entering a workplace where standards matter.
Include a “Hidden Test”
Another powerful tactic? Add a short instruction at the bottom of the ad that screens for attention to detail. Example:
“To apply, include the word ‘Driven’ in your subject line.”
If someone can’t follow that simple direction, they won’t follow more complex ones on the job either. This eliminates sloppy applicants before they even reach the interview stage.
Sell the Mission, Not Just the Position
High-performers don’t get excited by checklists. They want a reason to care. So, go beyond tasks. Talk about:
- Why your company exists
- What impact this role has
- What success in this position looks like
- How their work will be recognized and rewarded
When the job feels meaningful, the right people don’t just apply—they pursue it.
Final Thoughts
A powerful job ad isn’t long or fancy. It’s strategic. It speaks to the top 20% of performers and makes it clear that mediocrity has no place here. It tells a story of excellence, challenge, and growth—and filters out the noise.
If you’re serious about hiring A-players, don’t just write job ads.
Engineer them.
Craft each word with the same care you’d expect your future hire to apply in their work. The right candidate will notice—and show up ready.