How to Write a VP of Engineering Job Description That Attracts A-Players

# How to Write a VP of Engineering Job Description That Attracts A-Players

Your VP Engineering job description is often a candidate's first impression of your company. Most are forgettable at best, off-putting at worst.

Why Most JDs Fail

### Common Problems - Generic copy-paste language - Unrealistic requirements - No compelling narrative - All demands, no offer - Buzzword soup

The Framework

Great JDs have five components: 1. **The Hook**: Why this opportunity is special 2. **The Context**: Company stage, team, and situation 3. **The Role**: What they'll actually do 4. **The Requirements**: What you genuinely need 5. **The Offer**: What they'll get

The Hook

Open with something compelling:

**Bad:** "We're looking for a VP of Engineering to lead our team."

**Good:** "We're at $10M ARR, growing 3x year-over-year, and our 15-person engineering team is about to become 40. We need a leader who's done this before."

The Context

Help candidates understand your situation: - Company stage (funding, revenue, headcount) - Team composition - Technical landscape - Why this role exists now

The Role

Be specific about what they'll do: - Team leadership responsibilities - Technical oversight scope - Cross-functional partnerships - Decision-making authority

The Requirements

Be honest about what you need:

**Must-haves** (non-negotiable): - Led engineering teams of X+ people - Experience scaling teams 2-3x - Built and managed engineering managers

**Nice-to-haves** (preferences, not requirements): - Industry experience - Specific technical background - Stage experience

The Offer

What do they get? - Compensation range (be transparent) - Equity details - Growth opportunity - Team and culture - Impact potential

The Bottom Line

A great JD is a sales document. Make the right candidates excited and help the wrong candidates self-select out. Be specific, be honest, and compete on what makes your opportunity unique.