Generic job titles attract generic candidates.

That’s fine for a lot of companies (and people) but if you don’t want to build a generic company, you might need to try something different.

For example, at PostHog, we struggled with hiring a product marketer for months. We got hundreds of applications from people who had been product marketers at other companies, but their experience was a bit too corporate for us.

It wasn’t until we changed the title to Developer Marketer that we started getting the right kind of candidates. Developers who could write, marketers who could code, the weird generalists we were looking for.

We do something similar for lots of roles now:

• Docs writer → Developer who loves teaching

• Events marketer → Developer who organizes events

• Paid ads copywriter → Propagandist

• Social media manager → Social poster in chief (hiring btw: posthog.com/careers/soc…)

• ClickHouse Operations Engineer → ClickHouse Rizzler (ok, I made this one up but we’re hiring here too: posthog.com/careers/cli…)

Weirder job titles attracts people who want less traditional jobs. It gets the M- and T-shaped people we want more excited and likely to apply.

For more details on how to write 10x job posts that attract 10x talent, check out the latest from Product for Engineers →