Hey there! Welcome back to The JD Fix—the podcast where we dive into what’s broken in job descriptions and how to fix it. I’m your host, Heather Fenty.
Today’s episode is for every recruiter, HR pro, or comp partner who’s ever said:
“Why does my hiring manager keep rewriting the job description… after we already approved it?!”
No shade to hiring managers—I love y’all. Truly.
My mom is one.
But if you’ve ever had a JD rewritten the night before it goes live, you know the struggle. Let’s unpack what’s really happening—and how to fix it without starting a JD turf feud.
Real-World Setup: Been There, Fixed That
A few months ago, I was working with a mid-sized tech company. Their recruiting team had just rolled out clean, consistent, fully approved JD templates.
Then the head of engineering rewrote an entire JD the night before it went live.
She changed the title, added five “must-have” skills, and removed the salary information altogether.
Recruiting? Not thrilled.
Sound familiar?
Here’s what’s really going on—and what to do about it.
Why Hiring Managers Keep Rewriting JDs
Let’s give hiring managers some grace. They’re not trying to make life harder. Most of the time, it comes down to one of three things:
1. Lack of Trust in the JD Process
If they’ve seen poorly written JDs before, they might not trust the version you’re sending now.
2. Fear of Missing Something Critical
Especially for technical or senior roles, they’re worried the JD won’t attract the right people—so they try to “fix” it themselves.
3. Not Feeling Included Early On
If they weren’t part of the initial process, their edits are often their way of inserting their voice… just really late in the game.
It’s not sabotage. It’s a signal that your JD process might need more structure.
So, What Can You Do About It?
Here’s a 3-part fix that works in most situations:
✅ 1. Bring Them In Early (But Set Limits)
Invite them to co-create the JD at the intake stage—not post-approval.
“Let’s spend 15 minutes reviewing the JD now. After that, I’ll finalize and route it for approval.”
They’ll feel heard. You’ll stay on track.
✅ 2. Use a Smart Template
Templates aren’t just for speed—they’re boundaries on paper.
If hiring managers know which sections are fixed (like benefits or impact statements) and which are customizable (like responsibilities or salary range), they’re less likely to go rogue.
💡 Pro tip: Label sections as editable vs. locked. Clear = fewer rewrites.
✅ 3. Offer a Feedback Window
Still getting edits post-approval? Give them a deadline.
“We can make adjustments through Friday. After that, the posting goes live.”
That shows flexibility—but keeps you out of endless revision loops.
When It Becomes a Pattern…
If one manager is constantly rewriting JDs, it’s time for a deeper conversation.
Ask:
“What are you not seeing in the JD that you feel needs to be added?”
“What’s missing in our process that’s making this feel hard?”
Spoiler: It’s often not about the JD. It’s about control, clarity, or timing.
Boundaries Build Better JDs
So next time a last-minute JD rewrite lands in your inbox… pause. Breathe.
You’re not alone—and it is fixable.
Here’s your playbook:
✅ Bring them in early
✅ Use templates with structure
✅ Set clear editing windows
Collaboration + boundaries = JDs everyone can trust.
And again—I say this with love. Hi Mom!
Hiring managers are critical partners. They just need the right process.
📥 Want more JD tips delivered weekly?
🗓 Up next on The JD Fix:
We’re diving into red flags hiding inside your JDs, AI vs. human editing, and how job descriptions are evolving in 2025 and beyond.
Until next time—
I’m Heather Fenty. Keep those JD rewrites in check, and as always… happy hiring!
