How to write job descriptions that attract freelancers & contractors

Writing a job description that attracts freelancers and contractors isn’t about saying more. It’s about being clear, direct and specific.

Freelancers want to know what the job is, what’s expected and what’s on offer. Contractors need to understand if the role is worth their time. They scan quickly, compare briefs fast, and won’t waste time with vague, bloated or unrealistic ads.

In this blog, we break down what makes freelancer and contractor job descriptions actually work, and how you can improve yours to attract the right kind of applicants. 

If you're still shaping your overall approach, our freelance and contract recruitment guide covers the broader strategy.

Build a layout that works for freelancers

Before anything else, make sure your job description is easy to read. You’re writing for people who are scanning quickly to see if a project fits their skill set, rate, and availability. Layout and language play a huge role in whether they’ll bother reading on.

Use clear headings and bullet points

Freelancers and contractors don’t have time to read big blocks of text. Use headings, bullet points and short paragraphs to keep things readable. Break the job description down into logical sections: what the role is, what’s expected, what they’ll need to succeed, and how to apply.

Stick to a clear flow:

• A short project summary

• Day-to-day tasks

• Required skills and experience

• Duration and working arrangements

• Pay terms and scope

• Application steps
  
  

Avoid vague or unclear job titles

Job titles are one of the most important fields for searchability. A vague or generic title like "Developer Wanted" won’t show up in the right places and is unlikely to appeal to experienced contractors. 

Instead, use role titles that reflect the work clearly, like "Contract React Developer (3-month project)". Being specific helps freelancers immediately understand if the work suits their skills and availability.

This tells people exactly what they’re applying for and filters out poor-fit applicants early.

Open with a clear and relevant summary

The opening lines should explain what the role is, what kind of business it supports, and why it’s being offered. Think of this like the brief someone would give over the phone. Stick to two or three short lines that cover:

• The project or goal

• The impact or outcome

• Why you need support

This sets expectations early and builds trust. If you're focused on hiring contractors and freelancers, getting the brief right makes all the difference.

Explain the scope and delivery expectations

Freelancers and contractors aren’t looking for a long onboarding process or vague deliverables. They want clarity around the work. If you can clearly define what success looks like, you’ll get better applications.

Define the work and why it matters

Every job spec should answer: what does the business want this person to achieve? You don’t need to overcomplicate this. If the contractor is helping you launch a new app, say that. If they’re stepping in while someone is on leave, be upfront.

Even if it’s short-term, give a sense of the bigger picture.

List the deliverables, not just duties

Instead of listing tasks in generic terms, focus on outcomes. What does the person need to deliver? A rebuilt platform? A completed audit? A set number of campaigns?

Use bullet points to spell out what they’ll hand over by the end of the contract. This helps freelancers understand how to quote, and gives you a better chance of hitting deadlines.

Add duration, timelines and milestones

Tell candidates how long the contract will run for. If there are set project phases, note those too. Even if you’re flexible, you should at least offer a ballpark start and end date.

This is essential for freelancers managing multiple clients. Timelines help them assess availability and prioritise your work.

Include the details contractors care about

Freelancers want to know the practicalities before they apply. Hiding or skipping over payment, working style or client background won’t help. Good contractors expect transparency.

Be honest about rates and payment terms

You don’t need to disclose the exact rate, but a range helps. Let candidates know how they’ll be paid, when they’ll invoice, and whether it’s a day rate, hourly, or fixed fee. Confirm if it’s inside or outside IR35 where relevant.

Lack of clarity here causes delays and mistrust. It’s worth being upfront.

Highlight the work setup

Is this role fully remote? Hybrid? Site-based? Is the contractor expected to use their own equipment or log into your systems? Clarify tools, access, and availability. Even small details make a big difference.

Freelancers value flexibility, but they also need structure.

Share relevant client or team details

Where possible, describe the company or team they’ll be working with. You don’t need to name the business, but you can say "fast-growing healthtech startup" or "established B2B agency working with finance clients".

This helps the candidate assess cultural and technical fit.

Avoid common mistakes

Even well-meaning job descriptions can fall short if they’re too vague, too broad, or overly demanding. Here are a few mistakes that put good contractors off.

Asking for too much

Be realistic. Contractors aren’t full-time hires and shouldn’t be expected to handle everything. If you list every technical and soft skill under the sun, you’ll lose good people who could actually deliver what you need.

Focus on what’s essential. A short, clear brief always performs better.

Using generic or recycled copy

Freelancers spot generic job ads quickly. If it looks like a copy-paste from another role, they’re less likely to take it seriously. Avoid phrases like "fast-paced environment" or "must be a self-starter" unless you define what that actually means in the context of the project.

Over-selling the opportunity

Don’t make the role sound like more than it is. Contractors appreciate honesty. If it’s a two-month gap-fill while a perm hire is sourced, say so. If it’s a long-term project with scope to extend, that’s fine too. Just be clear.

A good job description is clear, honest, and practical. If you want to attract quality freelancers or contractors, you need to think like one. That means spelling out what the job involves, what they’ll deliver, and how it fits into the wider picture.

Looking for more detail on hiring freelancers or contractors? Read our ultimate guide to freelance and contract recruitment.