Most job descriptions today still read like corporate boilerplate—legalistic, jargon-heavy, and devoid of personality. The problem? That outdated content is costing companies millions.
A poorly written JD won’t just lead to fewer applicants—it actively deters the top candidates you want most. In today’s hiring landscape, where speed, clarity, and candidate experience matter more than ever, a stale job description can mean losing out on high-impact hires.
If your team wants to stay competitive, modernizing your job descriptions is no longer optional.
The pressure is building. Today’s top candidates expect job content that is clear, transparent, and inclusive. Meanwhile, companies face growing demands for pay transparency, skills-based hiring, and a consumer-grade candidate experience. Yet, too many organizations still rely on outdated, copy-and-paste job descriptions that actively undermine their hiring efforts.
Host Heather Fenty chats with Rob Kelly, CEO and co-founder of Ongig, to unpack this issue in this episode of The JD Fix podcast. We explored why job descriptions are often stuck in the past, how much they truly cost businesses, and how the smart use of AI can help teams finally break through.
The $30 Million Hire: How Bad JDs Undermine Your ROI
Rob opened our conversation with a story that shaped his thinking about hiring.
Years ago, he attended a rare joint appearance by Steve Jobs and Bill Gates. During the Q&A, Rob asked for their advice for entrepreneurs. Steve Jobs’ answer was simple, yet powerful:
“Be a great talent scout.”
That insight led Rob to develop what he now calls “The 80/20 of Hiring Superstars.” Here’s what he found:
Just 1 out of every 100 hires can deliver up to $30 million in value to your business.The next three top performers could each contribute $1.9 million in value.
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A poorly written JD won’t just lead to fewer applicants—it actively deters the top candidates you want most.
