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Job description template
Role summary, responsibilities, requirements and benefits
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Filled example
The template filled in for a made-up company, so you can see what good looks like.
Senior Product Designer, Billing
Owner: Dana Okafor · Posted: 6 October 2026
About us
Wrenfield Labs builds scheduling and billing software for 4,200 independent physiotherapy clinics across the UK and Ireland. Clinics use us to book patients, take payments and get paid by insurers, and we process about £38 million a year on their behalf.
The role
Billing is where clinics lose the most time: our support data shows 41% of tickets come from invoices, refunds and insurer claims. We are forming a dedicated Billing squad (a PM, four engineers and you) to fix that this year. You will be the only designer on the squad, working closely with our design lead and our two researchers.
What you'll do
- Own the end-to-end experience of invoicing, refunds and insurer claims, from discovery to shipped UI.
- Run research with clinic receptionists and owners alongside our researchers, at least twice a month.
- Turn messy financial rules into flows a busy receptionist can complete between patients.
- Contribute billing patterns (tables, statuses, money inputs) to our design system.
What success looks like
- In 6 months: the redesigned refund flow has shipped and refund related tickets are down by a third.
- In 12 months: clinics can submit an insurer claim without calling support, and you have a research rhythm the squad relies on.
What you'll bring
Must-have:
- Shipped work on complex, data heavy product flows, shown in a portfolio or case study.
- Comfort running your own usability sessions and acting on what you hear.
- Clear written communication; most of our decisions happen in docs.
Nice-to-have:
- Experience with payments, accounting or healthcare software.
- Prototyping in code.
How we work
Remote first across UK and Irish time zones, with a team week in Manchester each quarter. Core hours are 10:00 to 15:00. The squad plans every two weeks and demos on Fridays.
Compensation & benefits
| Item |
Details |
| Salary range |
£72,000 to £84,000 |
| Equity |
Share options, 4 year vesting with a 1 year cliff |
| Benefits |
30 days holiday plus bank holidays, private health cover, £1,000 yearly learning budget, home office allowance |
Hiring process
- Recruiter screen (30 min)
- Hiring manager interview with Dana (45 min)
- Portfolio presentation to the squad (60 min)
- Collaboration session with the PM and an engineer (60 min)
- Offer, usually within five working days of the last round
We welcome applicants of every background. If you need an adjustment at any stage of the process, tell us and we will make it.
The template
Show the blank template
Job description
Owner: [your name] · Posted: [date]
About us
One tight paragraph: what the company does and why it matters, not the mission statement in full.
The role
Where this sits in the team and why it exists now. A JD that could apply to any company gets skimmed past.
What you'll do
Real day-to-day work, not aspirational bullet soup.
What success looks like
What this person will have done after 6 and 12 months. Candidates use this to judge whether the role is real.
- In 6 months:
- In 12 months:
What you'll bring
Separate must-haves from nice-to-haves honestly. An inflated must-have list filters out good candidates.
Must-have:
Nice-to-have:
How we work
Remote/hybrid/office, hours, team rituals: the practical stuff candidates actually want to know.
Compensation & benefits
As much specificity as your comp philosophy allows. Vague ranges waste everyone's time.
| Item |
Details |
| Salary range |
|
| Equity |
|
| Benefits |
|
Hiring process
Set expectations up front so candidates aren't guessing how many rounds are left.
- Recruiter screen
- Hiring manager interview
- Technical/skills interview
- Team/panel interview
- Offer
We welcome applicants of every background. If you need an adjustment at any stage of the process, tell us and we will make it.
Questions
- How long should a job description be?
- Roughly 400 to 700 words, short enough to read on a phone
- Should I publish the salary range?
- Yes where your policy allows, and it is required by law in several regions
- How many must-haves is too many?
- More than five or six usually filters out strong candidates, so move the rest to nice-to-have
Fill it with your agent
Connect Claude to reph over MCP, then paste this. The draft arrives as suggestions you accept or reject section by section. How to connect Claude.
Find my reph doc "Job description" with search_docs, then read it with read_doc. Draft from the approved headcount request, the team's roadmap doc and the comp band I give, in plain, inclusive language. Keep must-haves to what the role needs and flag requirements that screen out without reason (degree, years). File it with suggest_edit, one replace_section op per section (heading line kept) so each can be accepted alone. Ask each open question (level, salary range, location policy) with add_comment quoting that section's heading line, then call request_review with a one-line summary.
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