How to Write Procurement Job Descriptions that Attract A-Players
Top candidates skip bland job ads. If you want a shortlist of A-players, your JD must show impact, context and a clean process. Use this practical guide — with copy-ready snippets — to upgrade your next brief.
Start with outcomes, not duties
Lead with what success looks like, not a tasks list. Tie the role to measurable results.
Example 12-month outcomes (pick 3–5)
- Deliver 6–8% verified savings across top indirect categories without supplier churn.
- Cut single-source risk by onboarding a qualified second supplier in two critical categories.
- Implement supplier scorecards and lift OTIF from 92% → 97% with two key vendors.
- Launch an e-sourcing playbook that reduces cycle time by 25% for low-risk events.
- Stand up Scope-3 reporting for top suppliers with quarterly improvement plans.
Show the landscape candidates will walk into
A-players want context. Share the scale, complexity and tools — keep it crisp.
- Spend & scope: £40m annual indirect; 120+ suppliers; UK & EU.
- Frameworks: NEC/JCT for CAPEX; standard T&Cs for indirects.
- Tech stack: SAP · Ariba e-Sourcing · DocuSign · CLM (rollout).
- Team & reporting: Reports to Head of Procurement; works with Ops, Finance, Legal.
- Flex: Hybrid 2 days on-site (London EC2A); core hours 10:00–16:00.
Keep must-haves tight
Over-stuffed lists deter strong, non-traditional profiles and harm diversity.
Must-haves (4–6 max)
- Category management experience with evidence of outcomes.
- Supplier negotiation & contract fundamentals (price drivers, SLAs, remedies).
- Stakeholder influence across Finance, Ops and Legal.
- Comfortable with data; turns dashboards into action.
- Right to work in the UK.
Nice-to-haves
- NEC/JCT, CLM rollout, Scope-3 supplier engagement, CIPS.
Be transparent on flexibility and pay
- Work pattern: e.g., “Hybrid: Tue/Wed on-site; rest flexible”.
- Travel: frequency and typical locations.
- Salary/day-rate: real range; note flexibility for exceptional fit.
- Benefits: bonus, pension %, healthcare, L&D budget.
Publish the interview journey
State stages, who’s involved and any task. It reduces drop-off and signals professionalism.
- 30-min intro with Talent Partner (capability & motivations).
- 60-min technical with Hiring Manager (category scenario).
- 45-min stakeholder panel (Ops & Finance) + competency scorecard.
- Final 30-min with Director (values, ways of working).
Feedback promise: within 48 hours at each stage.
Copy-ready JD template
Role title: Senior Buyer – Indirects (Hybrid, London)
Why this role exists
Procurement is central to cost, risk and supplier performance. You’ll own key indirect categories and land improvements that show up in the numbers.
12-month outcomes
- Reduce total cost across Facilities & Professional Services by 6–8%, verified with Finance.
- Introduce dual sourcing in two single-point-of-failure categories within 4 months.
- Lift supplier OTIF to 97% via scorecards and reviews.
- Shorten sourcing cycle time by 25% using standardised packs and playbooks.
Your day-to-day
Category strategy, market scans, RFx and negotiations; contract drafting with Legal; supplier reviews and corrective actions; stakeholder updates and benefits tracking.
About you (must-haves)
- Indirects category experience with proven savings/risk outcomes.
- Contract & commercial basics: SLAs, remedies, exit and data protection.
- Stakeholder influence and clear written communication.
- Data comfort (dashboards, should-costs, trends) and practical judgement.
Nice-to-haves
NEC/JCT exposure, CLM rollout, CIPS, Scope-3 engagement.
How we work
Hybrid (2 days on-site, Tue/Wed). Tools: SAP, Ariba, CLM (rollout). Support from Legal & Finance; quarterly supplier reviews.
Salary & benefits
£55,000–£62,000 + bonus + 6% pension, private healthcare, 26 days’ leave, L&D budget.
Interview process
Intro → Technical case → Stakeholder panel → Director. Feedback within 48 hours each stage.
Apply
Share your CV and two outcome examples you’re proud of.
Equal opportunities: Adjustments for disability or neurodiversity available — please tell us what you need.
Turn a JD into a high-performing advert
Advert checklist (200–300 words)
- One-line impact statement.
- 3–4 outcomes with numbers.
- Must-haves (max 4).
- Flex & salary headline.
- Interview stages + feedback promise.
- Bias-aware language (no “rockstar/ninja”; avoid gendered terms).
Example advert (public-facing, ~230 words)
Senior Buyer – Indirects (Hybrid, London, £55–62k + bonus)
You’ll lead key indirect categories and deliver outcomes that show up in cost, risk and supplier performance.
In your first year you will
- Deliver 6–8% verified savings across Facilities & Professional Services.
- Introduce dual sourcing in two single-point-of-failure categories.
- Lift supplier OTIF to 97% through scorecards and reviews.
- Cut sourcing cycle time by 25% with standardised packs.
You’ll bring
- Indirects category experience with clear outcome stories.
- Strong commercial basics (SLAs, remedies, exit).
- Stakeholder influence across Finance, Ops and Legal.
- Data comfort: dashboards → decisions.
The setup: Hybrid (Tue/Wed on-site, EC2A). Tools: SAP, Ariba, CLM (rollout). Salary £55–62k + bonus, 26 days’ leave, 6% pension, healthcare and L&D.
Process & support: Intro → Technical case → Stakeholder panel → Director. Feedback within 48 hours at each stage. Adjustments available — just ask.
Apply: Send your CV and two outcome examples you’re proud of.
Common pitfalls (and fixes)
- Laundry-list duties. Replace with 3–5 outcomes tied to metrics.
- Vague flexibility. State exact hybrid pattern and travel expectations.
- No salary signal. Publish a range or explain banding at first call.
- Mystery process. Share stages, timing and feedback commitments.
- Biased language. Run a quick bias check; keep must-haves essential only.
Quick review tool (5 questions)
- Can a strong candidate see 3–5 measurable outcomes?
- Is the scope and setup (spend, suppliers, tech, flex) clear?
- Are must-haves ≤6 and genuinely essential?
- Does the advert include a salary/day-rate signal and hybrid pattern?
- Is the interview journey stated with 48-hour feedback?
Final thought
A-players choose roles where expectations are clear, impact is measurable and the hiring journey respects their time. Write to that, and your shortlist improves overnight.