How to Write Job Descriptions That Attract Top Biotech IT Leaders

I remember the first time I had to write a job description for a biotech IT leadership role. I stared at my screen, cursor blinking, and felt completely stuck. I had a list of technical requirements from the hiring manager, a vague company overview,
and a gut feeling that if I posted it as it was, the best candidates would scroll right past it.

I was right.

The first time we put that description out into the world, the response was underwhelming. We got applicants, sure—but not the high-caliber biotech IT leaders we were hoping for. We received applications from people who clearly hadn’t read the posting carefully, from those who didn’t have the right experience, and from candidates who weren’t even in the same industry.

That was when I realized something important: a job description isn’t just a list of qualifications. It’s a story. It’s a pitch. It’s a chance to inspire someone to imagine themselves in a role that could define the next chapter of their career. And if you don’t take that opportunity seriously, you’ll miss out on the best talent.

The Common Mistake That Keeps the Best Candidates Away

Most job descriptions make one crucial mistake: they’re written for the company, not for the candidate.

I’ve seen this time and time again—long, dry lists of responsibilities, requirements that seem pulled straight from a corporate handbook, and absolutely no mention of why someone would actually want the job.

Imagine going to a car dealership. The salesperson hands you a sheet of paper that lists everything about the car—engine specs, fuel efficiency, warranty details—but never once asks what you’re looking for. Never once tells you what makes this car different from the others on the lot. Never once tries to paint a picture of what it would feel like to drive it.

That’s how most biotech IT job descriptions read.

If you’re hiring a top IT leader, you’re not looking for someone who just wants a job. You’re looking for someone who wants to make an impact. Someone who wants to lead, to innovate, to shape the future of technology in the biotech industry. If your job description doesn’t reflect that, you’re already losing.

Start with the Why

When I first started refining job descriptions, I learned something important: the best candidates don’t just want to know “what” they’ll be doing—they want to know “why” it matters.

Instead of jumping straight into qualifications, the job description should start by answering the question: “Why should someone want this job?”

The best biotech IT leaders want to be part of something bigger than themselves. They want to know that their work will have an impact—on the company, on the industry, and maybe even on the future of medicine.

I once worked with a company that was struggling to fill a high-level IT role. They had all the right perks—competitive salary, great benefits, an impressive company mission—but their job description was a wall of text that read like it had
been copied from a textbook.

We rewrote it. Instead of starting with “We are seeking a Director of IT with 10+ years of experience in cloud computing,” we opened with a statement that painted a picture:

“Imagine leading the IT infrastructure for a company that’s developing life-saving treatments for rare diseases. Imagine building a secure, scalable system that supports groundbreaking research and accelerates the path from discovery to cure. That’s the opportunity we’re offering.”

The result? A drastic improvement in the quality of applicants.

What Makes Your Company Different?

Another mistake companies make is assuming that candidates already know why they should be interested.

Let’s face it—if you’re hiring for a biotech IT leadership role, your ideal candidate is probably already employed. They’re not desperate for a job; they’re looking for the “right” job. That means you need to convince them that your company is worth their time.

This doesn’t mean writing a generic paragraph about how you’re an “industry-leading biotech firm with a commitment to innovation.” That’s meaningless unless you provide specifics.

Instead, tell a story.

Talk about where your company is in its journey. Are you a fast-growing startup where an IT leader will have the chance to build systems from the ground up? Are you an established biotech firm tackling complex challenges that require cutting-edge technology?

I once helped a mid-sized biotech company rewrite a job posting for their VP of IT. Their original version said:

“We are a biotech company focused on developing new treatments for autoimmune diseases. We are looking for an IT leader to manage our infrastructure and ensure data security.”

That wasn’t enough. It didn’t capture the uniqueness of the company or the
excitement of the role.

We rewrote it to say:

“We are a biotech company on a mission to revolutionize treatments for autoimmune diseases. Our researchers are developing groundbreaking therapies, and we need an IT leader who can create the infrastructure to support them. From implementing advanced cloud security to ensuring seamless data management, you’ll play a critical role in bringing life-changing treatments to market.”

Now, that tells a story.

It’s Not Just About Technical Skills

One of the biggest misconceptions in biotech IT hiring is that the most important thing is technical expertise. Yes, a biotech IT leader needs to understand cloud security, data compliance, and enterprise architecture—but the best candidates bring more than just technical know-how.

They bring leadership. Vision. Strategic thinking.

A job description that focuses only on hard skills will attract candidates who are technically qualified but may not be the right fit for a leadership role. I always tell hiring managers: “Think about the qualities that make someone successful in this role beyond their resume.” Are they proactive problem-solvers? Do they thrive in fast-paced environments? Do they have experience leading
cross-functional teams?

Instead of writing:

“Must have experience with IT compliance, cybersecurity, and cloud computing.”

Try:

“We’re looking for a leader who can anticipate challenges before they arise. Someone who understands that in biotech, IT isn’t just about managing systems—it’s about enabling scientific breakthroughs. If you thrive in environments where innovation and security must go hand in hand, we’d love to talk.”

The Worst Offenders: What to Avoid

Over the years, I’ve seen job descriptions that make me cringe. Here are some of
the worst offenders:

● Laundry lists of requirements. When you list 25 different qualifications, you don’t attract better candidates—you drive them away. Keep it focused on what truly matters.
● Buzzword overload. If your job posting is stuffed with phrases like “synergistic collaboration” and “leveraging enterprise-level solutions,” take a step back. Speak like a human.
● Ignoring culture and values. The best candidates care about where they work. If your job description doesn’t give them insight into your company’s culture, you’re missing a huge opportunity.

Make It Easy to Apply

Finally, the best job description in the world won’t work if the application process is a nightmare.

I’ve seen too many companies lose top candidates because their application process was too long, too complicated, or too impersonal. If you’re hiring for a leadership role, don’t make candidates fill out redundant forms or answer unnecessary screening questions.

Give them a clear way to express interest. Whether it’s a direct email to the hiring manager or a simple one-click application, make it as easy as possible for the right people to take the next step.

Final Thoughts

Writing a job description that attracts top biotech IT leaders isn’t about listing qualifications—it’s about telling a story. It’s about painting a picture of the role, the company, and the impact the right candidate will have.

If you’re struggling to find the right person, take a look at your job descriptions. Are they inspiring? Are they clear? Are they focused on what truly matters?

The best candidates aren’t looking for just another job. They’re looking for the “right opportunity”. Your job is to show them that this is it.

About The Author:

Steve Swan is a seasoned biotech and IT recruitment expert with a deep understanding of what it takes to attract top leadership talent in the industry. With years of experience helping biotech companies scale their IT teams, he knows that a great job description is more than just a list of qualifications—it’s a story that engages and excites the right candidates. Steve is passionate about bridging the gap between technology and life sciences, ensuring that companies find leaders who can drive innovation. When he’s not advising on hiring strategies, he enjoys discussing industry trends with top IT executives and exploring the latest advancements in biotech.

Are you looking for top IT talent in the pharmaceutical or biotech industry?

Contact us to discuss how we can bring top-tier IT talent to your organization. The Swan Group are executive leaders with extensive IT recruiting expertise in the biotech and pharmaceutical space. Our goal is to ensure that each professional we place and each client we work with achieves a competitive advantage based upon our services.

Are you a professional looking for a new opportunity?

Contact us to discuss your career options or browse our opportunities. As a small boutique firm, we are in the business of building careers, not just filling positions.

ABOUT THE SWAN GROUP

Our goal is to ensure that each professional we place and each client we work with achieves a competitive advantage based upon our services. Our specialty is high-level INFORMATION TECHNOLOGY placement within the Pharmaceutical, Bio-Pharmaceutical, and Consumer Products industries. Thoughts, comments, or would like to discuss further, please contact us.