Checklist
How to remove jargon from a job description
Most jargon in a job ad isn't there for a reason — it's there because it was in the last ad. This guide gives you a fast 7-step pass and a 30-phrase swap list to use today.
7 min read · Updated 3 May 2026
The 7-Step Pass
- Read the ad out loud to someone outside your industry. Every time they ask "what does that mean?", mark the sentence. That's your jargon list.
- Cut every word ending in "-ic" or "-ive" you can't picture. Strategic, dynamic, proactive, innovative, holistic, synergistic. If you can't picture someone doing it, the candidate can't either.
- Replace adjectives with examples. "Fast-paced" → "we release every Tuesday and Thursday". "Resilient" → "you'll handle two on-call weekends per quarter".
- Cut every metaphor. Wear many hats. Hit the ground running. Roll up your sleeves. Move the needle. Drink from the fire hose. All of these parse literally and confusingly. Just describe the work.
- Cap the must-have list at five real requirements. Anything else goes in "nice to have" or gets cut. Long lists shrink your applicant pool more than they raise quality.
- State what the role is not. "No on-call shifts." "No client travel." "We don't expect you to know our stack on day one." Removing hidden expectations is as powerful as listing real ones.
- Name the working pattern. Hours, days in office (which days), location, manager, team size. If you wouldn't tell a candidate verbally on day one, don't hide it on day zero.
30 Phrases to Ban — and What to Use Instead
| Drop this | Use this instead |
|---|---|
| Rockstar / ninja / guru | Senior [role title] |
| Wear many hats | List the actual responsibilities |
| Hit the ground running | What you'll do in your first week / month |
| Roll up your sleeves | Hands-on with [specific task] |
| Thrives in ambiguity | Comfortable making decisions with [type of] incomplete information |
| Fast-paced environment | We ship / release / deliver [X] per [week/sprint] |
| Self-starter | Sets own weekly priorities with [manager] in 1:1s |
| Passionate | Interested in [specific subject] |
| Dynamic | Cut entirely |
| Synergy | How the role works with [named teams] |
| Culture fit | Alignment with our values: [list 3 values with examples] |
| Team player | Works closely with [named roles] on [task] |
| Go-getter | Cut entirely |
| Strong communicator | Will write / present / explain [specific deliverable] to [audience] |
| Excellent attention to detail | Will check [specific thing] for [specific errors] |
| Hacker mindset | Comfortable building MVPs in [language/tool] |
| Disruptive | Cut entirely |
| World-class | Cut entirely |
| Ninja-level skills | [N] years' experience with [specific tool] |
| Wears many hats and isn't afraid to… | Just describe the work |
| Above and beyond | Cut — implies unpaid overtime |
| Family / tribe / squad | Team |
| Work hard, play hard | Cut — implies after-hours socialising is expected |
| Resilient | Describe what's actually difficult about the role |
| Flexible | Specify what flexibility means (hours? location? task?) |
| Proactive | Describe what you want them to initiate |
| Strategic thinker | Will own [decision] and present to [audience] [how often] |
| Drive results | Owns [metric], reports on it [how often] |
| Stakeholder management | Works with [list of teams or external partners] |
| Bandwidth | Time / capacity |
A Worked Example
Before (38 words, 6 jargon phrases):
"We're looking for a passionate self-starter who thrives in ambiguity, isn't afraid to wear many hats and can hit the ground running in our fast-paced, dynamic environment. Excellent communicator and culture fit essential."
After (52 words, 0 jargon phrases):
"You'll join a team of six. In your first month you'll: shadow two senior colleagues for one week, ship one small piece of work in week two, and own a project end-to-end by week four. We release on Tuesdays and Thursdays. Your manager will hold weekly 1:1s and set quarterly priorities with you."
It's slightly longer. It's also infinitely clearer — and far more likely to attract the candidate you actually want.
Run Your Ad Through a Scorer
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