When you support hiring across countries and time zones, the idea of “standardized job descriptions” often feels like a recipe for delays. Our clients told us they pictured long legal reviews, messy translations, and version-control chaos. Many had been burned before.
But working with our team at Ongig, they discovered something different: standardizing their JDs didn’t slow hiring down, it sped it up. And it made the process more fair, clear, and easy to scale.

Here’s how we’ve helped global talent teams improve their job description process, without losing momentum.
1. Built a Reusable Job Description Template
One of the first things we’ve helped clients do is build a flexible JD template they could use again and again. We worked with their teams to design a clear structure:
“Role Purpose,” “Key Responsibilities,” “Must-Haves,” and “Nice-to-Haves.”
Hiring managers no longer had to start from scratch. They just filled in the parts that were unique to their role.
This also helped reduce bias. Studies show that inconsistent or unclear language in job ads can create bias. By standardizing the structure and wording, our clients gave every candidate a more equal experience, and saved time for their teams in the process.
2. Created a Shared Job Description Library with Tags
Next, we helped clients centralize their job descriptions in one place. We have used Ongig’s platform to pull job posts in from systems like Google Drive, an ATS/HRIS, or shared drive, and we built out a searchable library tagged by things like department, req ID, location, etc.
This gave everyone, from HR to hiring managers, one easy place to find and update job descriptions. If the comp team made a change or a new legal requirement popped up, updates could be made once (in a custom template) and shared across jobs instantly. Tagging systems like this reduce duplication and keep everything aligned, even across continents.
3. Added Local Flex Areas to Handle Country-Specific Rules
Standardization doesn’t mean ignoring local needs. We helped clients build “flex zones” into their templates, areas where teams could add region-specific information, such as salary ranges, legal disclaimers, “about the team,” or required certifications.
For example, states like California and New York now require pay ranges in job ads. SHRM outlines those laws here. Our clients use local flex areas to stay compliant without needing separate templates for every country. This ensured their global brand consistency while meeting local legal requirements.
4. Shifted to Parallel Reviews
Many clients were stuck in review loops. A hiring manager would draft a JD, then it would go to legal…then compensation…then HR…and back again. It took weeks. We helped them shift to a “parallel review” approach. With Ongig, legal, compensation, and talent ops could all review the JD in a much quicker and more standardized way.
That simple shift sped up approvals from two weeks to two days in some cases. Even small changes to hiring workflows can make a big difference in time-to-fill.
5. Shared Quick-Start Guides and Mini Trainings
We know that even the best templates won’t stick unless people know how to use them. So for many clients, we helped roll out a one-pager training guide, something like “How to Write a JD in 10 Minutes.” It walked teams through each section of the template with tips and real examples.
Some clients also added short training sessions or videos that were part of their hiring toolkit. These resources made it easier for hiring managers to get it right on the first try, leading to fewer revisions and faster job postings.
6. Measured What Was Working (and Fixed What Wasn’t)
Finally, we helped clients track the right data: things like “how long does it take to get from draft to post?”, “how many words did we swap out?”, or “how many rounds of edits happen per JD?” In one case, a team went from 4 days to 2 on average. That’s a 50% improvement in speed.
When we saw certain sections (like “Nice-to-Haves”) caused slowdowns, we updated the template or added clearer guidance. LinkedIn has also shown that improving job posts helps you hire better and faster. Our clients’ results backed that up.
What Results Looked Like
- 40% faster JD turnaround: One client cut their average time from kickoff to job post from 4 days to just under 2.
- More fairness and clarity: Every candidate saw the same clean, inclusive structure, making it easier to compare and evaluate them fairly.
- Consistent global voice, local compliance: Jobs looked and sounded the same worldwide, while still meeting country-specific rules like salary transparency.
Standardized Job Descriptions — How You Can Try This Now
Here’s a simple version of what we guide clients to do:
- Create one JD template with standard sections and a space for local details
- Store all JDs in one spot (in a platform like Ongig)
- Tag jobs by role, location, or level to make them easy to find
- Ask legal, comp, and recruiting to review JDs while working together
- Share a cheat sheet or short video to train your hiring managers
- Track how long JD creation takes and aim to cut it in half
You don’t need to overhaul everything overnight. Start with one or two roles. Improve from there.
Why I Wrote This
I’ve seen global HR teams, from tech companies to healthcare staffing, waste days trying to fix job descriptions that don’t align with their needs. I wrote this because I want more teams to know: you can create standardized job descriptions without slowing hiring down. And it doesn’t have to be painful.
If you want help building templates, organizing your JD library, or speeding up approvals, that’s exactly what we do at Ongig. We’d be happy to show you how it works.
Standardized Job Descriptions — FAQs
Can small teams do this?
Yes. Start with one good template and a job repository. Then scale as you grow.
What belongs in a local flex area?
Things like pay ranges, legal notes, required certifications, or language requirements. Anything that changes by region or location.
How do you manage different languages?
Most of our clients finalize the English version first, then use their localization team or translation partner to create versions in other languages. Ongig’s platform also allows for translated exports to various languages. The structure remains the same across languages for consistency and fairness.
What if hiring managers push back?
Bring them in early. Show them how it saves time and cuts down edits. One short training usually wins them over.
How often should we review templates?
We recommend every 3–6 months. Look at edit history, team feedback, and any new legal rules. Update the template based on what’s slowing people down.