Avoiding the “Frankenstein Role” Trap
Many job descriptions balloon over time, becoming long, unrealistic, and increasingly unattractive. These “Frankenstein roles” are patched together from multiple old job ads, past responsibilities, and random additional duties.
The result? A salary that no longer matches the expectations and candidates who don’t match the requirements.
Here’s how to fix it.
- Start From Scratch – Don’t Edit the Old JD
Old job descriptions are often:
- Outdated
- Overstuffed
- Unclear
- Not market-aligned
Write the role fresh:
- What does the business need now?
- What will the new hire do in their first 90 days?
- What’s realistic at the salary you can offer?
- Cut the Role Down to the Essentials
Break tasks into:
- Must have
- Nice to have
- Legacy tasks
- Team-shared responsibilities
Most “Frankenstein roles” shrink by 25-40% when properly reviewed.
- Avoid Combining Two Roles Into One
A major cause of salary misalignment is merged roles:
- Admin + Marketing
- Finance + HR
- Customer service + Sales
If a role feels like two jobs, it is and candidates will demand salary accordingly.
- Align the JD With the Market
Candidate expectations have changed.
Your JD must reflect:
- Realistic requirements
- Attractive responsibilities
- Flexibility
- Development opportunities
- Honest culture and workload
Your recruitment partner can sanity-check market alignment.
- Communicate the Real Challenges – Not Just the Highlights
Candidates value honesty far more than “perfection.”
Be upfront about:
- Busy periods
- Complex stakeholders
- Process improvements needed
- Current team structure
Realistic JDs lead to aligned expectations and better retention.
