How to Write an iOS Developer Job Description That Attracts Top Talent
Carl Bailey
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Posted Jul 6, 2025
Tired of generic applications? Learn how to craft a compelling job post for iOS developers that highlights the right skills, showcases your project, and attracts A-list talent.
How to Write an iOS Developer Job Description That Attracts Top Talent
Beyond the Basics: What A-List Developers Look For
Selling the 'Why': Your Project's Vision and Impact
Detailing the Tech Stack: Be Specific and Honest
Highlighting Growth and Learning Opportunities
The Anatomy of an Irresistible iOS Developer Job Post
Job Title: Clarity and Specificity Are Key
Company Introduction: Your Elevator Pitch
Role Explained: Responsibilities and Daily Tasks
Skills & Qualifications: Must-Haves vs. Nice-to-Haves
Red Flags: What to Avoid in Your Job Description
Vague Language and Corporate Jargon
The 'Unicorn' Job Post
Lack of Transparency on Compensation
Conclusion
References
How to Write an iOS Developer Job Description That Attracts Top Talent
Finding top-tier iOS developers in a competitive market is a significant challenge. Your job description is the first, and most critical, touchpoint to attract the right talent. This guide will break down how to write a job post that not only lists requirements but also sells the opportunity to A-list developers. We'll cover how to detail the role, what to emphasize about your company, and how to define the essential iOS developer skills that matter today.
When you're ready to hire top iOS developers, your job description becomes your most powerful recruiting tool. It's not just about listing what you need – it's about creating a compelling narrative that makes talented developers want to be part of your team. Let's dive into what really matters when crafting that perfect job post.
Beyond the Basics: What A-List Developers Look For
Experienced iOS developers are looking for more than just a list of responsibilities; they want a compelling reason to join your team. Think about it from their perspective. They're probably already employed, getting regular recruiter messages, and have their pick of opportunities. What's going to make them stop scrolling and actually apply to your position?
The best developers are driven by purpose. They want to know that their code will make a real difference. They're looking for technical challenges that will push their skills forward. And yes, they want to grow – both professionally and personally.
Selling the 'Why': Your Project's Vision and Impact
Start with the problem you're solving. Don't just say "we're building an iOS app." Instead, paint a picture of the impact. Are you revolutionizing how people manage their health? Making financial services accessible to underserved communities? Creating the next big thing in social connectivity?
Here's what works: "Our app helps 2 million small business owners save 10 hours per week on inventory management. As our iOS developer, you'll directly impact how entrepreneurs run their businesses more efficiently."
Compare that to: "We need an iOS developer to build features for our business app." Which one would make you more excited?
Share specific wins your product has achieved. Talk about user testimonials. Mention press coverage or industry recognition. Show developers that joining your team means joining something meaningful.
Detailing the Tech Stack: Be Specific and Honest
Top developers want to work with modern technologies. But here's the thing – they also appreciate honesty. If you're using Swift 5.5 with SwiftUI for new features but still have some Objective-C legacy code, say so. Transparency builds trust.
List your core technologies clearly:
Primary language: Swift 5.5
UI framework: SwiftUI for new features, UIKit for existing screens
Architecture: MVVM with Combine
Backend integration: GraphQL with Apollo
CI/CD: Fastlane with GitHub Actions
Don't forget to mention the exciting stuff. Are you experimenting with AR capabilities? Building custom Metal shaders? Implementing machine learning models on-device? These technical challenges are what get senior developers excited.
If you're planning to modernize your stack, mention that too. "We're currently migrating from UIKit to SwiftUI" shows you're investing in staying current. Just be realistic about timelines.
Highlighting Growth and Learning Opportunities
Senior developers still want to grow. They're looking for roles where they can expand their expertise, not just maintain existing code. Be specific about growth opportunities in your organization.
Will they have the chance to:
Lead architectural decisions for new features?
Mentor junior developers and shape team practices?
Attend conferences like WWDC or speak at local meetups?
Work directly with product and design to influence app direction?
Explore new iOS technologies as they're released?
Talk about your learning culture. Do you have dedicated time for experimentation? A conference budget? Regular tech talks or lunch-and-learns? These details matter more than you might think.
Also mention career progression. Can they grow into a tech lead role? Transition to architecture? Move into management if they're interested? Show them a future, not just a job.
The Anatomy of an Irresistible iOS Developer Job Post
A well-structured job description is easy to read and helps candidates quickly assess if the role is a good fit. You've got about 30 seconds to capture their attention before they move on. Make those seconds count.
The best job posts follow a clear structure that guides candidates through the opportunity. They answer questions in the order candidates typically ask them. And they make it incredibly easy for the right person to see themselves in the role.
Job Title: Clarity and Specificity Are Key
Your job title is your first impression. Generic titles like "iOS Developer" get lost in the noise. Instead, use clear and specific titles that immediately communicate what you're looking for.
Good examples:
"Senior iOS Engineer (SwiftUI & Combine)"
"iOS Developer - FinTech Startup (Swift, MVVM)"
"Lead iOS Engineer - AR/VR Focus"
Avoid titles like:
"iOS Ninja" (unless your company culture truly embraces this)
"Mobile Developer" (too vague)
"iOS Rockstar" (outdated and cringey)
Include the seniority level in the title. There's a big difference between what a junior and senior developer expects from a role. Adding key technologies or focus areas helps candidates self-select before even clicking.
Company Introduction: Your Elevator Pitch
You've got three sentences to make them care about your company. Make them count. Skip the corporate speak and tell them what actually matters.
Instead of: "We are a leading provider of innovative solutions in the mobile space with a commitment to excellence and customer satisfaction."
Try: "We're a Series B startup that's helped 500,000 people learn new languages through our AI-powered iOS app. Backed by top VCs and growing 20% month-over-month, we're building the future of mobile education."
Include:
What you do (in plain English)
Your traction or impact
What makes you different
Your stage and trajectory
Keep it conversational. Imagine you're at a party explaining your company to a friend. That's the tone you want.
Role Explained: Responsibilities and Daily Tasks
Don't just list duties. Paint a picture of what success looks like in this role. Help candidates visualize their first day, first month, and first year.
Start with the big picture: "As our Senior iOS Engineer, you'll own the entire mobile experience for our 2 million users. You'll work directly with our product team to ship features that users actually request in our forums."
Then get specific about daily work:
"Mornings usually start with a quick standup with your pod (2 other engineers, 1 designer, 1 PM)"
"You'll spend about 70% of your time coding, 20% in collaborative planning, and 10% mentoring"
"Every two weeks, you'll demo new features to the entire company"
Mention key projects they'll tackle: "In your first quarter, you'll lead the rebuild of our onboarding flow, implement our new design system, and help architect our offline-first sync strategy."
This approach helps candidates assess fit much better than a bullet list of responsibilities ever could.
Skills & Qualifications: Must-Haves vs. Nice-to-Haves
Here's where most job descriptions go wrong. They list 20+ requirements that would make even Apple's best engineers feel unqualified. Be realistic and clear about what's actually essential.
Must-haves (keep this short):
3+ years of iOS development experience
Strong Swift skills with production app experience
Experience with either UIKit or SwiftUI
Ability to work independently and ship features end-to-end
Nice-to-haves (this can be longer):
Experience with Combine or RxSwift
Published apps on the App Store
Contributions to open-source iOS projects
Experience with CI/CD for mobile apps
Background in our industry (fintech, health, etc.)
The key is making it clear that the nice-to-haves are truly optional. Use language like "Bonus points for" or "We'd be excited if you also had" to signal these aren't requirements.
Red Flags: What to Avoid in Your Job Description
Certain common practices in job descriptions can actively discourage high-quality candidates from applying. These red flags signal to experienced developers that your company might not be the professional environment they're seeking.
The best developers have options. When they see these warning signs, they don't waste time applying. They move on to companies that present themselves more professionally.
Vague Language and Corporate Jargon
Nothing turns off developers faster than meaningless corporate speak. They're analytical thinkers who appreciate clarity and directness.
Avoid phrases like:
"Seeking a passionate self-starter" (everyone says this)
"Must be a team player" (obviously)
"Looking for someone who thinks outside the box" (what does this even mean?)
"Synergize with cross-functional stakeholders" (just say "work with other teams")
Instead, be specific:
"You'll collaborate with our design team weekly to refine UI interactions"
"We value developers who can explain technical concepts to non-technical teammates"
"You'll have autonomy to choose the best technical approach for each feature"
Real talk beats corporate talk every time.
The 'Unicorn' Job Post
We've all seen them. Job posts that want someone with 10 years of SwiftUI experience (it was released in 2019), expert-level knowledge in 15 different technologies, plus project management skills, design abilities, and probably the ability to make great coffee.
These "unicorn" posts signal that you don't understand the role you're hiring for. Or worse, that you're trying to hire one person to do three jobs.
Instead of listing every technology your company has ever used, focus on what the person will actually work with daily. If they'll spend 90% of their time in Swift and SwiftUI, those are your core requirements. Everything else can be learned.
Be realistic about experience levels too. You don't need someone who's built 50 apps. Someone who's built 3-5 quality apps probably has the experience you need.
Lack of Transparency on Compensation
Top candidates expect transparency. They're not going to go through three interviews just to find out you're paying 40% below market rate. Respect their time by being upfront about compensation.
You don't need to list an exact number, but provide a range: "Compensation: $130,000 - $170,000 based on experience, plus equity and benefits."
If you can't provide a range, at least indicate your philosophy: "We pay at the 75th percentile of market rates for your location" or "Compensation is competitive with top-tier tech companies."
Also mention other compensation elements:
Equity (be specific about the type and vesting schedule if possible)
Benefits (especially unique ones)
Flexible work arrangements
Professional development budget
Remember, transparency builds trust. And trust is the foundation of attracting top talent.
Conclusion
Writing an iOS developer job description that attracts top talent isn't about following a template. It's about understanding what great developers actually want and communicating that clearly.
Focus on the impact they'll make. Be specific about the technologies and challenges. Show them a path for growth. Structure your post for easy scanning. And above all, be honest and transparent.
The best job descriptions don't just list requirements – they tell a story. They help talented developers see themselves as part of your team, building something meaningful together.
Take the time to craft your job description thoughtfully. Run it by your current iOS developers. Would they apply to this job? If not, keep refining until you've created something that would make even your best developers excited to join your team all over again.