Replace adjectives with mechanics: decisions, standards, pace, autonomy, feedback, and what gets rewarded—then add examples.

Ban vague words (great, amazing, innovative, collaborative) unless you can define them. Instead, describe how work actually works: “Small teams own outcomes,” “We debate in writing,” “Weekly demos,” “Direct feedback,” “High bar for code review,” “Managers coach vs direct.” Then link to what candidates care about: impact, learning, stability, flexibility, growth. Add tradeoffs (e.g., “fast pace,” “high accountability”) to increase trust. Finish with proof: a real project story, a metric, or a process artifact. Specificity is what makes candidates remember you—and helps the right ones self-select in.