Practical Advice for Job Posts and Applications

The hiring process has become a maze of inefficiencies. Employers filter candidates through overly specific requirements, while job seekers bend over backwards to match every keyword and skill. The result? Frustration, wasted effort, and mismatched outcomes for everyone involved.

It’s time for a reset. We need to move away from hyper-specific skills and embrace higher-level capabilities. By focusing on executive summaries for both job listings and applications, we can streamline the process, attract more diverse candidates, and make better matches.

The Problem: Hyper-Specificity and Its Costs

Most hiring systems prioritize precision in all the wrong ways. LinkedIn, for instance, allows job seekers to list 100 skills. But the skills I’ve added include “REST APIs,” “APIs,” and “REST” because different job postings use different phrasing. If a company searches for “RESTful APIs,” I’m suddenly unqualified.

This hyper-specificity creates unnecessary overhead for everyone:

• For Job Seekers: They scramble to tailor resumes and skill lists to every job, diluting their focus and losing sight of what truly makes them valuable.
• For Employers: They sift through an ocean of resumes, only to miss candidates who could be perfect because they didn’t use the “right” phrasing.

The result is hyperspecialization. Candidates chase narrow roles that fit precise criteria, while companies hire for overly specific skills rather than broader capabilities. This limits diversity of thought, fosters groupthink, and blinds teams to alternative solutions.

A Better Approach: Higher-Level Capabilities

Instead of listing an exhaustive set of narrowly defined skills, job listings should focus on what really matters and begin with an executive summary that highlights higher-level capabilities, team dynamics, and the role’s primary objectives.

This summary acts as a quick, digestible snapshot for candidates, helping them understand whether their experiences and proclivities align with the role. It encourages transparency and mutual respect, reducing wasted effort on both sides.

However, it’s important to note that the executive summary isn’t meant to replace a full job description (JD) or other necessary documentation. For regulatory, compliance, or legal purposes, companies may still need to include detailed information about responsibilities, required qualifications, and organizational policies. Think of the summary as the gateway to the JD—a focused and engaging introduction that sets the right tone and captures interest.

For employers, this means being honest and clear about what you’re looking for. Ditch the exhaustive wish list of skills and focus on the broader qualities and goals for the role.

For example, instead of:

Looking for a senior developer with 7+ years of experience in TypeScript, React, Redux, and Node.js, along with familiarity in GraphQL and PostgreSQL.

Try this:

We’re looking for an experienced developer who enjoys collaborating with teams to build scalable, maintainable systems. You’ll work with modern web frameworks to improve our customer platform. Experience with full-stack development is ideal, but above all, we value curiosity, adaptability, and a drive to learn.

This approach casts a wider net while still being specific enough to attract the right candidates.

For job seekers, this means crafting an executive summary that reflects your core strengths and aspirations. Here’s mine as an example:

I’m an accomplished software leader with a passion for building and leading teams that excel in high-stakes, dynamic environments. I specialize in designing and operating critical infrastructure—those "utility services" that must work flawlessly, like electricity or water. My teams deliver scalable, high-quality products with high availability and operational maturity. I enjoy solving complex challenges—whether in product, engineering, or people—and aligning team strengths with company goals to drive success. My ultimate aim is to help the company thrive.

This isn’t about cramming in every keyword imaginable. It’s about presenting a clear, authentic snapshot of who you are and what you offer.

The Overhead of Misaligned Incentives

Hyper-specific job filters aren’t just inconvenient—they’re actively harmful.

Consider the time wasted:

• Candidates spend hours tailoring applications for roles they’re perfectly capable of doing but don’t meet arbitrary criteria.
• Recruiters sift through resumes, missing great fits because they don’t check every box.
• Teams onboard new hires only to find they lack adaptability or complementary skills because the focus was on narrow expertise.

By stepping back and focusing on higher-level capabilities, we can reduce this overhead and create a system that works better for everyone.

The Case for Honesty and Trust

Building a better system requires both sides to play by the same rules.

Employers: Be honest about what you need. Focus on the broader qualities and values that make someone successful in the role. Avoid exaggerating requirements or listing aspirational traits you’re not committed to fostering.

Job Seekers: Be honest about who you are and what you can do. An executive summary is your chance to communicate your strengths authentically—not to shoehorn yourself into a role that isn’t right for you.

When both sides prioritize clarity and transparency, trust follows. And with trust comes better matches, less frustration, and stronger teams.

Conclusion: Simplify to Improve

The current hiring process is rife with inefficiencies and misplaced focus. Hyper-specific skills, boilerplate job descriptions, and keyword stuffing are holding us back.

By simplifying the process—starting with concise, clear executive summaries—we can create a hiring system that connects people with roles based on meaningful alignment, not arbitrary criteria.

If you’re an employer, consider revising your next job posting to focus on higher-level capabilities and dispositions. If you’re a job seeker, take a moment to craft a thoughtful executive summary.

Let’s build trust and clarity into the hiring process, one step at a time.

Call to Action

What’s your executive summary? Share it in the comments below! Employers, what would your ideal job listing look like if you stripped away the fluff? Let’s collaborate to make hiring better for everyone.