How to Write Job Adverts That Attract Top Quantum Talent

Why your job posts might be turning people off—and how to fix them
Finding the right people in quantum tech is hard enough. But if your job advert doesn’t grab the right kind of attention, you’re already starting from behind.
 
We see it all the time: vague, overly academic, or poorly structured job ads that don’t reflect the strength of the role or the mission behind it. In such a competitive hiring environment, your job advert needs to do more than list qualifications, it needs to sell the opportunity.
 
Here’s what makes a strong job ad in quantum tech:
 
1. Ditch the dry intros
Too many job ads start with a wall of generic company info or a broad description of “cutting-edge” work. Open strong with one or two sentences that clearly explain what the company is doing and why it matters.
 
Good example:
“We’re building next-gen quantum networking hardware to help enable ultra-secure communication across large-scale systems. Join a team of physicists and engineers solving real-world commercial challenges.”
 
2. Make the role clear, not vague
Is the role focused on experimental work or simulation? Are they coding in Qiskit or working on error correction for superconducting qubits? Be specific about the core responsibilities and the day-to-day tools, platforms, and environments they’ll be using.
Avoid lines like “will contribute to the advancement of quantum technologies” unless you explain how.
 
3. Talk about the team and the setup
Who will they be working with? Will they report to a principal investigator or an engineering director? Is this a fully in-person lab role or hybrid with some flexibility? Candidates want to understand the working environment before they apply.
 
4. Include growth and impact
Top candidates want to know they’re joining something with momentum. Mention current projects, upcoming milestones, or funding stages if appropriate. Share where this role could lead—whether it’s technical leadership, research ownership, or commercial expansion.
 
5. Write for people, not search engines
Avoid long lists of every possible skill or “wish list” requirements. Stick to the must-haves and keep the language human. If your job ad reads like a grant application or a textbook, you’ll lose great people who are actually a perfect fit.
 
Bonus: Add a call to action
End with a short line that invites people to connect, not just “apply now.” For example:
 
“Even if you’re not actively job hunting, we’d love to hear from you.”
 
Need help hiring in quantum?
At IntaPeople, we work closely with quantum companies to write stronger job ads, build tailored hiring strategies, and secure the technical talent they need.
 
📩 Let’s talk about how your job ads are performing—or explore our Quantum Recruitment services