(Disclaimer: I do interviewing for senior software engineer candidates at Uber) I'm gonna be blunt. Your pitch reads like a fresh-out-of-school student CV; all

(Disclaimer: I do interviewing for senior software engineer candidates at Uber) I'm gonna be blunt. Your pitch reads like a fresh-out-of-school student CV; all the stuff about soft skills and team growth can be omitted, a lot of it is frankly kinda corny. My recommendation is to read other job descriptions or look at how LinkedIn recruiters cold call. Generally speaking, be brief but clear about what the role is in terms of concrete business value (e.g. "you'll be working on product X"), don't get into too many minutiae. Say upfront what the role title actually is (it appears to be "frontend developer"). Also: what you write there doesn't matter nearly as much as where it's posted (other than having machine-readable keywords for search indexing). You didn't mention what your budget is, but generally the two main approaches are to either go for quantity (i.e. post on monster/indeed/etc) or go for curation (work w/ a recruiting firm). Just posting it on your website won't do anything. It doesn't sound like you have much in terms of differentiators as an employer, and the position doesn't seem all that senior, so my recommendation would be to go for quantity and be prepared to do a lot of sifting. Alternatively, settle for "less" and be prepared to invest in up-leveling your hire. In reality, at the lower end, a lot of candidates that would otherwise be acceptable fits get intimidated by years of experience requirements.