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How to Write a Digital Banking Job Description, A Guide to Simple, Direct Language to Get The Best Applicants
Recruiting top-tier talent in digital banking is tough because most job descriptions (JDs) are just filled with vague corporate fluff and jargon – what we call weasel words.
This ambiguity wastes your time in writing them, attracts unqualified candidates, and also overall fails to communicate the actual, exciting challenge of the role you are trying to fill.
What’s worse is that a lack of clarity then means you are not just missing out on the best Mobile Engineers or RegTech Specialists; you are actively driving them towards competitors who speak clearly about specific problems to solve and what they are after.
Your hiring process slows down, and your projects then stall as a result.
Well, in this guide, we will provide you with a simple, direct framework for writing the best JDs in clear English.
We will systematically help you to banish the weasel words and replace them with actionable, quantifiable responsibilities that showcase exactly how the successful candidate, and more, all to help you build the future of finance.
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Why Clarity in the Role is Actually Your Competitive Advantage
igital banking roles are highly specialised.
Unlike traditional banking, which relies on established processes, the digital space demands individuals who can navigate fintech innovation, complex regulatory technology (RegTech), and fast-paced mobile development.
So when you advertise for a Digital Product Manager or a Financial Crime Data Scientist, the ambiguity of a standard corporate JD simply will not suffice any more.
As a result, when JDs are vague, they actually repel the highly skilled specialists you need and, conversely, attract generic applicants, wasting both your time and theirs and slowing your speed to market as an end result.
| ✅ Must-Have, The Blueprint for Clarity | ❌ Must-Avoid, Banishing the Weasel Words |
|---|---|
| Direct Title: Use market-recognised roles (e.g., Lead Mobile Banking Engineer, Digital Banking Specialist, Digital Banking Manager, Digital Banking Operations Manager, over roles such as Senior Associate, or Digital Banking Transformation Officer). | Vague Titles: Avoid internal corporate levels or ambiguous terms like “Global Strategy Facilitator.” |
| Measurable Outcomes: Quantify responsibilities (e.g., “Reduce onboarding time from 8 to 5 minutes,” not “Optimise efficiency”). | Abstract Verbs: Phrases like “Drive,” “Leverage,” “Optimise,” “Strategise,” or “Facilitate.” |
| Technology Specificity: Name exact tools, languages, and platforms (e.g., “Terraform on AWS,” “PostgreSQL,” “Java/Kotlin”). | Generic Technology: Phrases like “Experience with cloud platforms,” or “Familiar with databases.” |
| Organisational Context: Define reporting lines and key partners (e.g., “Liaise with IT Teams and Marketing for product roll-out”). | Siloed Tasks: Responsibilities that don’t mention collaboration or impact beyond the immediate team. |
| Full Compensation Disclosure: Include the competitive salary range, performance-based bonuses, and specific benefits (e.g., pension matching, health plans). | Hidden Rewards: Failing to mention specific compensation, benefits, or detailed remote/hybrid work policies. |
| Actionable Verbs: Use definitive verbs for direct ownership (e.g., “Develop,” “Design,” “Lead,” “File,” not “Support” or “Assist”). | Weak or Passive Language: Verbs that imply supporting rather than owning the action. |
| The Rhythm (Day-to-Day): Describe the balance between strategic planning and operational tasks (e.g., “Participate in 1-in-6 on-call rotation”). | Ambiguous Work Style: Describing the environment as simply “Dynamic and fast-paced” without concrete examples. |
The Problem with Weasel Words
Weasel words are phrases that sound impressive but actually lack any concrete meaning.
For instance, they attempt to convey substance without stating anything specific. Consequently, in recruitment, they signal a lack of internal clarity about the role’s actual day-to-day work.
This lack of clarity is then perceived by what you would deem as your top candidates as either a failure of the hiring organisation to understand its own needs or a poorly defined role, leading them to quickly dismiss the opportunity.
Examples of Weasel words that we must remove:
“Drive strategic initiatives.”
“Provide thought leadership.”
“Optimise stakeholder engagement.”
“Work in a dynamic environment.”
Why?
These phrases tell a candidate nothing about what they will actually do in their first six months.
As a result, by removing them, you achieve two vital goals:
Attraction
You appeal directly to more highly skilled professionals who are actually looking for concrete problems to solve, not abstract tasks.
Screening
You naturally filter out generalists and those lacking the specific, technical skills required for a modern digital bank.
Our goal is to write Job Descriptions that act as precise blueprints for the role at hand, using simple, declarative sentences after all.
The Anatomy of an Effective Digital Banking JD
A high-performing digital banking job description is actually a structured document, not a meandering essay.
As a result, it should contain five core, distinct sections, written in a clear, straightforward manner.
- – The Title
– The Summary, The Hook, The “Why” - – The Role’s Context and Impact, The “Where”
- – Key Responsibilities, The Core, The “How”
- – The Day to Day, The Role
– Required Skills and Experience, The Hard Facts, The “Who” - – Culture and Compensation, The Offer, The “Value”
1. The Title, Direct and Honest (The "What")
Here, you really want to avoid internal corporate language or grand titles.
Use the title the industry recognises.
| Vague/Internal Title (Bad) | Specific/Market-Relevant Title (Good) |
|---|---|
| Senior Associate, Global Digital Transformation (Level 4) | Lead Mobile Banking Engineer (iOS/Swift) or VP of Digital Payments Strategy |
2. The Summary, The Hook, The "Why"
This should be a short paragraph (3-4 sentences), and it must sell the bank and the specific challenge the role is looking to solve.
For instance, it must be specific to digital finance.
Example:
“Join our innovative challenger bank to fundamentally re-design how our 1 million customers manage their savings. You will be responsible for defining, building, and launching the next generation of our mobile app’s wealth management features, directly impacting customer retention, product revenue & more.”
3. The Role's Context and Impact, The "Where"
Top digital talent doesn’t just want a job; they want to know the strategic planning of where they will fit and who they will work with.
As a result, this short section should then clearly define the role’s position by making sure that the candidates understand the scope of influence and necessary collaboration that they will have to work with.
For instance, here you should include a brief section that includes:
Reporting & Alignment
This role reports directly to the VP of Digital Banking Management and is one of three key hires this quarter to strengthen our digital platforms strategy.
Key Cross-Functional Partners
You will be the primary link between the IT Teams (e.g., Core Banking and Security) and the Marketing Teams (for launch campaigns).
As a result, success requires high-level project management and coordination with Operations to ensure system integrity.
Customer-Centric Goal
The core challenge is to translate our customer-centric culture into tangible improvements, specifically by building features that reduce customer service calls by 20% in the first year and enhance the overall customer experience.
4. Key Responsibilities, The Core, The "How"
This is where the majority of your word count and attention must go.
For instance, here you want to list 6-8 bullet points detailing the actions the person will take.
This is the section where we eliminate any weasel words and replace them with specific verbs and measurable outcomes.
Overall, this section should be built around direct contribution, clearly answering the candidate’s primary question: “What will I actually be doing all day?”
5. The Day-to-Day, The Role
While your Key Responsibilities (Section 4) list the outcomes you expect from your candidate, the highest calibre candidates will also want to understand the cadence of the job.
As a result, this section should provide them with a glimpse into what you deem a typical daily and weekly tasks would look like, allowing your candidates to visualise their fit and self-screen for the work style.
This, in turn, can help to reduce “time wasters” who are not prepared for this type of role / culture, giving you a better list of candidates to interview.
How to Structure the Daily / Weekly Rhythm Section?
Here, for instance, you really want to use clear buckets to show the balance between strategic (long-term) and operational (short-term) work.
For instance, here is a rough example that you could use – if relevant to your job description.
Strategic & Planning Focus (20% of Time)
The activities you list here should tie the daily work to the broader strategic long-range planning.
Product Roadmap Management
We would then expect to review feature requirements and prepare user stories for the next sprint, aligned with the product roadmap.
Proactive Risk Management
Conducting or reviewing mini risk assessments for features due to be released next quarter.
Operational & Execution Focus (50% of Time)
These are the core execution tasks, often involving digital banking processes and live platforms.
Platform Health Checks
Daily monitoring of the online and mobile banking channels dashboard, including reviewing reports on high-volume member service contacts to spot emerging issues.
Technical Support
Collaborating directly with IT teams to manage hardware and software troubleshooting for core systems and integration points.
Customer & Training Focus (20% of Time)
This section emphasises the customer-centric culture and continuous learning.
UX Review
Conducting quick peer reviews against core usability principles for new wireframes.
Education
Delivering or participating in internal training on online banking products for customer support or sales teams.
Engagement Analysis
Reviewing metrics on user engagement for the previous 24 hours to spot conversion drops.
Incident & Resilience Focus (10% of Time)
Crucial for digital banking, this covers readiness and recovery.
On-Call Rotation
Participating in scheduled incident response simulation drills to maintain team readiness and system integrity.
This then helps to set expectations of what you are looking for in the role, and thus goes towards you getting the right candidates applying who are capable of doing the role to hand, or excluding people who may look at the role as not suitable for them before applying.
6. Required Skills and Experience, The Hard Facts, The "Who"
This section must be strictly binary.
For example, here you want to just list the non-negotiable skills and the required years of experience, technology proficiency, or certifications that you are after.
Do not mix essential requirements with desirable traits, though, and keep the ‘required’ list short and focused on elements that genuinely separate qualified candidates from unqualified ones – making sure that no candidate is filtered out simply because of your optional, ‘nice-to-have’ skills.
For instance, you could include sections listing the skills in individual areas that you are looking for, such as:
Education & Certification
List the essential foundational qualifications. For instance: ‘Must possess a Bachelor’s degree in Information Technology, Engineering, Finance, or Business Administration. Industry certification (e.g., Scrum Master, AWS Certified Developer) is preferred but not required.’
B. Technical Expertise
This section should then focus on specific technologies. For instance, if you are looking for specific technologies, include them.
For instance, this section could include:
SaaS, core banking systems, vendor, and the remaining data tools (XML, SAS, Hyperion, Teradata. This then makes it very clear what you are expecting from the candidates who then apply.
C. Professional Experience & Soft Skills
Then, in this section, you should detail the required years and core capabilities that you are expecting.
D. Required Skills:
Beyond technical expertise, you also want to get across that the successful candidate must demonstrate the required skills that you are looking for as well.
For instance, here you could list sections such as (if relevant to your role):
Problem-solving and Analytical Skills
Proven ability to diagnose and troubleshoot complex issues that disrupt system integrity.
Communication Skills & Negotiation
Experience in presenting technical findings to non-technical stakeholders and managing vendor expectations.
Organisational Skills & Time Management
Ability to manage multiple priorities in the project lifecycle and remain detail-oriented.
As by separating them out, this then allows you to clearly get across the exact type of skills you need as easily as possible.
7. Culture and Compensation, The Offer, The "Value"
When it comes to the compensation for the role, here you should be direct and transparent about the financial and non-financial rewards available.
For instance, this can actually be based on a number of offerings that come with the role, not just direct salary.
Things to consider mentioning here, for example, you can include sections in your Job Description here (if you offer them), such as:
Compensation
We offer a highly competitive salary range for this role, commensurate with experience.
Additionally, the role is eligible for performance-based bonuses and incentives tied directly to the achievement of measurable commercial KPIs (e.g., product adoption, operational efficiency).
Retirement & Financial Wellness
Our retirement savings plan also comes with company matching contributions.
We also provide life insurance and disability coverage as standard as well.
Health & Wellness
We want you to know that is accept, we care deeply about all our employees’ well-being, and that is why the role will come with comprehensive health, dental, and vision insurance plans.
This is supplemented by a confidential employee assistance program for mental health and wellness, and access to subsidised gym memberships or wellness programs as well.
Culture and Work Style
Most candidates these days will also expect clarity on how, when, and where they will work.
For instance, here you could add sections to the JB (if relevant to your role), as such, to demonstrate this:
Work Flexibility
We support a healthy work-life balance, and this role offers flexible work hours and remote work opportunities, with this being a hybrid role requiring two days per week in our London office.
Time Off
We also offer generous paid time off and holiday / vacation days (30 days plus bank holidays) to ensure you have time to recharge.
Development
We are committed to upskilling our team and providing extensive support for professional development and continuing education. For instance, here we make an annual budget of £2,000 for relevant certifications or courses available to successful applicants to help improve their skillset and bring new avenues to the role at hand as well.
Perks
Further benefits also include our commuter benefits and transportation assistance programme for office days, and access to employee discount programs and perks across our retail partners.
As all of these, then clearly explain to the top banking candidates how you will compensate them outside of just salary. Which, in turn, can help to set you apart from competitors and attract the best talent in the field as well.
How to Banish those Weasel Words?
To truly write a brilliant digital banking JD, you must systematically identify and replace the most common vague phrases with simple, concrete British English.
Below, for instance, is a list of weasel words / phrases to look out for, and some direct, actionable alternatives tailored to digital banking that can help to give your JD more clarity.
| Weasel Word / Phrase (To be removed) | Simple British English Replacement (Specific Digital Banking Context) |
|---|---|
| Leverage synergies | Collaborate directly with the Payments & Operations teams to make sure we deliver a seamless product roll-out. |
| Drive innovation | Design, prototype, and launch three new fraud detection features by Q4. |
| Optimise efficiency | Reduce the average customer onboarding time via the app from 8 minutes to under 5 minutes. |
| Provide thought leadership | Author the mobile strategy paper and present it to the Executive Committee. |
| Strategic stakeholder management | Report weekly to the Head of Risk and coordinate with the Legal team on all new product launches. |
| Proven track record | Must have launched a minimum of two successful B2C fintech products in the UK and Singapore markets. |
| Dynamic and fast-paced | Work in an Agile environment with two-week sprints, deploying code to production daily. |
| Ability to challenge the status quo | Identify and propose clear alternatives to existing core banking processes to reduce costs. |
| Be results-oriented | Responsible for achieving a 15% increase in cross-selling rates for savings products. |
| Manage complex regulatory issues | Ensure all new features are compliant with FCA regulations and PSD2 requirements; liaise with the Compliance Director. |
| Implement best practice solutions | Develop our CI/CD pipeline using Jenkins and Kubernetes; adhere to OWASP security standards. |
The Power of Verbs
In a digital banking role, especially, the responsibilities must be driven by strong, definitive verbs.
For instance, here you want to replace weak verbs (assist, facilitate, support) with verbs that actually denote direct ownership and action.
For instance, here you
| Instead of (Original) | Use (Revised) |
|---|---|
| Support the implementation of new data models. | Develop the relational database schema. |
| Facilitate communication between teams. | Lead the daily stand-up for the payments squad. |
| Assist with customer journey mapping. | Design and test new customer flows using Figma/Sketch. |
Crucially, you also want to use the specific technology names that you need.
Do not say, “Experience with cloud platforms.”
Instead, consider saying something more specific, such as: “Experience deploying infrastructure as code using Terraform on AWS or Azure.”
Do not say, “Familiar with databases.”
Instead, consider saying something more specific, such as: “Must be proficient in PostgreSQL and have experience with Snowflake data warehousing.”
As this will help to attract the exact talent that you need.
How to Write Role-Specific Clarity?
The application of this direct, anti-weasel-word approach must be tailored to the specific digital banking discipline.
For instance, here are some examples:
1. Digital Product Manager (DPM)
The DPM role is often the most afflicted by corporate fluff.
For instance, they are not ‘visionaries’; they are problem solvers who execute.
Weasel: “Own the product roadmap and drive the vision.”
Can be converted to be a lot more direct, as:
You will need to write comprehensive Product Requirement Documents (PRDs), clearly defining feature acceptance criteria and business rationale.
Manage the backlog for a specific product domain (e.g., Mortgages, Business Current Accounts) using Jira or Trello.
Run quarterly discovery sprints, involving user interviews, competitor analysis, and market sizing, to inform the next three features.
Report product performance Key Performance Indicators (KPIs)—such as Daily Active Users (DAU) and conversion rates—to the senior management team monthly.
2. Engineering and DevOps Roles
Engineers value technical precision above all else, so ambiguity here is fatal to attracting the right ones.
Weasel: “Work with the team to deliver reliable software.”
Can be converted to be a lot more direct, as:
We need someone to develop, test, and deploy features for our core banking API using Java / Kotlin and Spring Boot.
Build and maintain a robust, scalable, and secure microservices architecture.
Implement and manage logging, monitoring, and alerting using Prometheus and Grafana.
Participate in a 1-in-6 on-call rotation to handle critical production incidents.
3. Financial Crime and RegTech Specialists
These roles are about precision, risk management, and regulatory adherence, so the language you use here must be more rigorous as a result.
Weasel: “Maintain robust regulatory frameworks.”
Can be converted to be a lot more direct, as:
We need someone who can conduct and document enhanced due diligence (EDD) checks on high-risk clients.
File Suspicious Activity Reports (SARs) with the National Crime Agency (NCA) in accordance with UK legislation.
Design and fine-tune transaction monitoring rules within our AML/KYC platform to minimise false positives.
Lead the annual review of the bank’s Money Laundering Reporting Officer (MLRO) policy.
4. UX/UI and Customer Experience (CX)
This is a creative role, but the requirements must be measurable and tied to commercial goals.
Weasel: “Design aesthetically pleasing user journeys.”
Can be converted to be a lot more direct, as:
Create and maintain the design system (e.g., components, typography, colour palette) in Figma.
Run a minimum of two A/B tests per month on core app flows to improve funnel conversion rates.
Conduct moderated and unmoderated user testing sessions with UK banking customers.
Produce high-fidelity prototypes and developer-ready specifications for engineering handover.
Simple Language, The Tone of Trust
Beyond just removing weasel words, you also want to make sure that your Job Description maintains that professional, yet uncomplicated, tone.
This means employing specific vocabulary and spelling.
For instance, you want to keep in mind the audience you are looking ot attract, as even in the English language, there are differences in our different regions’ spellings of certain words.
As a result, if you are looking to attract users who use more American English, you should write for them, and vice versa for users who you are expecting to use British English on a more regular basis.
Key British -> American English Adoptions for Example
For instance, here you have:
| British English | American English | Example/Note |
|---|---|---|
| organisation | organization | Common -ise/-ize ending difference. |
| analogue | analog | Common -ogue/-og ending difference. |
| prioritise | prioritize | The British English spelling is prioritise, and the American English spelling is prioritize. |
| whilst | while | ‘Whilst’ is generally considered more formal in British English. |
| full stop | period | Refers to the punctuation mark (. ). |
The tone that you use should be that of a helpful, authoritative expert – no hyping, no exaggeration, just clear instruction on what you are looking for.
Final Review, The Job Description Audit
Before publishing any digital banking JD, conduct a simple, final audit using these four checks that we have put together:
1. The ‘Mum Test’
Could a family member who works outside of finance understand the core responsibilities?
If you read: “Implement agile methodologies to leverage cross-functional synergies,” your mother would be confused.
If you read: “Work with five different teams to launch a new feature every fortnight,” the meaning is clear.
2. The ‘Quantifiability Test’
Does the responsibility statement include a number or a measurable outcome?
If you are hiring a Data Analyst, the JD should not say, “Analyse data.”
It should say, “Build three new dashboards in Tableau/Power BI to track customer credit utilisation.”
3. The ‘Technology Specificity Test’
Are the required skills listed by generic categories or by specific, version-controlled technologies?
A digital banking JD must name the coding language, the cloud platform, the monitoring tool, and the compliance framework that you are expecting users to work with.
4. The ‘No Jargon’ Check
Go through the entire JD and highlight any word that is a three-syllable noun ending in -ion or a verb starting with leverage or drive.
If you cannot replace it with a simpler, more direct word, it likely does not belong in the description.
A Digital Banking Job Description Blueprint
This example shows the transformation of a vague, corporate JD (the “Before”) into a clear, actionable blueprint (the “After”) for a mid-level technical role in a digital bank, for instance:
Annotated Example: The High-Performing Digital Banking JD
This example demonstrates the power of the framework by transforming a vague, corporate job description (the “Before”) into a clear, actionable blueprint (the “After”) for a mid-level technical role.he Role: Digital Banking Data Analyst
| Section | Vague/Weasel Word Version (Before) | Actionable/Specific Version (After) | Annotation: Why it Works Better |
|---|---|---|---|
| Title | Senior Associate, Strategic Data Insights | Data Analyst (SQL/Snowflake) – Customer Fraud & Risk | Direct & Specific: Uses industry-standard terms and names the core technology/domain. |
| Summary (Why) | Seeking a high-potential individual to leverage organisational data capabilities and provide thought leadership to optimise key stakeholder engagement in a dynamic environment. | Join our team to reduce financial crime loss by developing clear reporting on suspicious activity. You will build and own the core dashboards that drive daily decisions for the Digital Banking Management team. | The Hook: Removes all weasel words. Clearly states the problem (reduce loss) and the method (build dashboards), selling the impact immediately. |
| Context (Where) | The role operates within the wider Global Data vertical. | This role reports to the Head of Financial Crime and acts as the primary link between the IT Teams (Data Engineering) and the Risk/Operations Teams. Success is measured by achieving operational efficiency in case management. | The Context: Explicitly defines cross-functional partners and the reporting structure, using relevant organisational terms. |
| Responsibilities (How) |
|
| Quantifiable & Actionable: Replaces “drive” and “support” with measurable, specific verbs (Develop, Design, Reduce). Name the technology and the measurable outcome. |
| Required Skills (Who) | Proven track record in data analysis and familiarity with databases and regulatory requirements. |
| Binary and Technical: Lists non-negotiable, version-specific skills. Removes the vague “Proven track record.” |
| Day-to-Day (Rhythm) | Work involves ongoing data review. | Your typical week will balance strategic long-range planning for our fraud prevention product roadmap (20%) with daily hardware and software troubleshooting of existing data pipelines (40%). | The Rhythm: Gives the candidate realistic time allocation, covering both strategic and operational parts of the role. |
| Compensation (Value) | Competitive salary and benefits package. | Competitive Salary Range: £65,000 – £80,000 base salary. Generous paid time off (30 days holiday). Includes retirement savings plan with company matching contributions up to 8%. | The Value: Complete transparency on salary and specific benefits, immediately attracting candidates looking for a detailed rewards package. |
Final Thoughts on How to Write a Digital Banking Job Description
As you can see, writing a superb digital banking job description is actually an act of clarity, not complexity, and requires discipline, a ruthless commitment to removing ambiguity, and the use of simple, straightforward language.
As a result, by focusing on direct, actionable verbs, specifying exact technologies, and making sure that every responsibility is tied to a measurable, commercial outcome, you transform a generic document into a powerful recruiting tool.
As you signal to the market that your organisation is serious, knows precisely what it needs, and respects the time of world-class specialists.
So stop hiring for vague, corporate skillsets, and start recruiting for the exact, measurable expertise that will build the next generation of financial technology.
The successful Fintech recruitment journey begins, full stop, with a brilliant JD.
Need Help With Your Job Descriptions?
If you are not sure what to include, or need a Job Description that is technically precise, commercially compelling, and proven to attract world-class Digital Banking talent?
Don’t just write a JD; build a roadmap for success, and let us help you write the perfect one for your role, along with taking the hassle of going over hundreds of CVs off your shoulders as well.
LET US AUDIT YOUR ROLE DEFINITION
Speak with one of our Fintech recruitment experts and let us refine your job brief.
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Our recruitment agency has deep industry expertise, understanding the specific skills needed for roles in digital banking, payments, and investment banking. We also ensure that precise candidate matching for roles such as Program Manager, IT Project Manager, and Senior Manager occur easily as well.
Access to a Niche Talent Pool
We have access to a very niche talent pool of top candidates with payments industry experience, expertise in AI project management, and knowledge in areas like Fraud Detection, Predictive Analytics, and Compliance Monitoring.
Understanding of Regulatory and Compliance Requirements
Our recruitment agency also understands industry regulations and compliance checks that are needed, to ensure that our candidates meet both technical and compliance needs, which really is key as you know, for the financial services sector.
Who Is Mark Loucas
We specialise in Digital Banking Operations & Project Management recruitment, and our team understands the industry inside and out.
As a result, our experienced fintech recruitment team has a proven track record of successfully placing candidates in leading companies who can bring in the best practices for your team and project goals, and we have a dynamic team dedicated to helping you find exciting opportunities in the financial services industry.
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