In tech industry, job roles are already complex. New technologies, evolving products, and shifting business needs make it challenging to define what a role should look like.
But some companies are adding another layer of confusion. Creative job titles. This mistake is common among new businesses, but even matured companies doing the same mistake.
Titles like “Code Ninja”, “AI Wizard”, or “Growth Hacker” might sound exciting and innovative. But, they do more harm than good.
People can’t find your job
Job seekers search using standard, widely recognized terms like software engineer, web developer, DevOps engineer, project manager, etc. When you replace these with creative titles, your job becomes harder to discover. Both on search engines and job boards.
People expect to see the next job designation they want to see in their profile/resume.
You attract wrong applicants
When the job title is unconventional and not a industry standard, people misunderstand your role. You’ll receive irrelevant applications and screening process will cost you.
Interviews become difficult
When candidates don’t fully understand the role beforehand, interviews turn into clarification sessions. You have to spend time explaining: How it fits into your team, what the role actually involves. Yet again increases the hiring cost with the time.
Managing employees gets harder
More problems appear after hiring. It becomes difficult to define responsibilities. Performance evaluation lacks consistency. Career progression becomes unclear for both the company and worker.
Deciding the salary becomes difficult
But with unclear job titles market salary comparisons become unreliable. Also, negotiations become harder.
Using recognized titles allows you to align with industry benchmarks more easily.
What Works Better
There are better ways of doing this.
Use standard titles with specialization
Combine familiarity with precision:
- Software Engineer – AI/ML
- Frontend Developer – React
- DevOps Engineer – AWS
This helps candidates immediately understand the role.
Explaining role clearly in the job description, not in title.
A good title gets attention. A clear description closes the gap. Include team context, key responsibilities, required technologies and level of experience in the description.
Use levels instead of fancy titles
Structure your organization using recognized levels:
- Junior
- Mid-level
- Senior
- Lead / Principal
Keep creativity for employer branding – not in recruitment
If you want to showcase personality, do it in your company description or your social media presence. Not in the job title itself.
Tech hiring is already complex. Adding creative job titles doesn’t solve that complexity. It increases confusion. If your goal is to hire better and scale faster, clarity will always outperform creativity.
A multifaceted professional known for diverse interests and contributions in various fields, including management, technology, education and entrepreneurship. Also the founder of ITPro.lk, bringing a unique perspective and industry knowledge to writing.
