As companies expand globally and hire talent across borders, a job description is no longer just a formality—it’s your first impression in a new market. But what resonates in New York might confuse or alienate candidates in Taipei, Manila, or Tokyo.
To truly connect with top talent, companies need to move beyond a one-size-fits-all hiring message. That starts with how you frame the role, describe your culture, and choose your tone.
Principle 1: Clarity Over Cleverness
In some cultures, job titles like “Rockstar Developer” or “Marketing Ninja” might seem fun and casual. But in many parts of Asia, candidates may interpret those titles as vague, unserious, or confusing.
Do:
- Use straightforward, recognizable job titles (e.g., “Senior Backend Engineer”)
- Clearly state level, function, and department
Avoid:
- Metaphors or slang (e.g., “wizard,” “guru”)
- Overly abstract titles (“Happiness Hero,” “Chief Evangelist”)
Principle 2: Adjust Tone for Local Norms
Tone can make or break a job post. While a laid-back voice works in some Western countries, many Asian professionals still expect a level of formality and professionalism.
Tailor your tone:
- In Taiwan, Philippines, or Japan → balance warmth with respect
- In the U.S. or Australia → friendly and direct tone often works best
- Use culturally appropriate greetings and sign-offs if localized
Principle 3: Make Responsibilities Culturally Comprehensible
Words like “own this project” or “wear multiple hats” might suggest autonomy and versatility in one culture—but could imply unclear boundaries or lack of support elsewhere.
Rephrase for clarity:
- “You will take ownership of…” → “You will be responsible for leading and delivering…”
- “You’ll need to hustle” → “You’ll work in a fast-paced, dynamic environment”
Use bullet points, not long paragraphs—this improves scannability in all cultures.
Principle 4: Highlight Values That Translate
Culture isn’t just national—it’s generational and professional too. While your startup’s “flat structure” might excite Silicon Valley candidates, it might raise questions for candidates used to hierarchical systems.
Be specific:
- Instead of: “We have a flat culture”
- Say: “Everyone is encouraged to share ideas, regardless of title or role”
Focus on values that cross borders:
- Learning and growth opportunities
- Psychological safety
- Work-life balance (and explain what this means operationally)
Principle 5: Localize Expectations Without Stereotyping
Including expectations around working hours, language fluency, or tool familiarity? Be clear—but avoid assumptions.
Good example:
“This role requires collaboration with U.S.-based teams, so some flexibility with time zones is expected (approx. 1-2 overlap days/week).”
Poor example:
“Must be willing to work overtime regularly” (without justification)
Also avoid phrases like:
- “Must have perfect English” → instead: “Strong written and spoken English for internal communication”
A Culturally-Aware Job Description Template
Here’s a simplified format you can adapt:
[Job Title] – [Location or Remote]
About Us Brief intro about your company, tailored for international readers.
What You’ll Do
- Bullet-pointed responsibilities with action verbs and context
- Clarify reporting structure or team dynamics
What You’ll Bring
- Skills and qualifications
- Soft skills that matter in this role
- Language or location expectations (if any)
Why You’ll Love Working Here
- Cultural values
- Work flexibility
- Career growth, mentorship, and inclusion
Common Mistakes to Avoid
| Mistake | Why It Fails | Better Approach |
|---|---|---|
| Using slang job titles | Confuses international candidates | Use standard industry titles |
| Assuming cultural context | ”Fast-paced” means different things | Be specific about expectations |
| Listing only hard skills | Misses culture fit signals | Include soft skills and values |
| One-size-fits-all posting | Doesn’t resonate locally | Adapt tone and examples |
| Vague benefits | Candidates can’t compare offers | Be specific about what’s included |
The Bottom Line
Cultural intelligence isn’t just a buzzword—it’s the foundation of successful global hiring. By making your job descriptions more inclusive, understandable, and locally relevant, you’re not just attracting more candidates—you’re attracting the right ones.
The best job descriptions don’t just list requirements. They communicate who you are, what you value, and why someone across the world should want to join your team.