How to Hire a Product Owner
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Product Owner Job Description
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We are a modern and forward-thinking company searching for a Product Owner to help us implement our business strategy and achieve our goals. As a Product Owner, you will be responsible for product vision and features, ensuring these meet the preferences of our clients, and overseeing the entire product development process. The ideal candidate will have a degree in computer engineering, computer science, or a related field with a strong product management background.
Product Owner Duties and Responsibilities
- Research and identify customer needs
- Manage product development processes
- Present product ideas and features to leadership and stakeholders
- Collaborate with different departments to ensure products meet specifications
- Review and audit products
- Manage the entire product lifecycle
Product Owner Skills and Requirements
- A degree in computer science, computer engineering, or a similar field
- Proficient using analytical tools and software
- At least one year's experience with product development architecture or product management
- Problem-solving, prioritisation, and team working skills
- An understanding of design quality standards
- Additional qualifications, such as SAFe Product Owner certification or PSPO certification, are an advantage
How to write a Product Owner Job Description
To write a job description, we recommend starting with a job description template from our job description library, which contains examples for 800+ positions and professions. Our job description examples include a job summary with duties and responsibilities and skills and requirements, which can be personalised for your job vacancy.
How to write a Product Owner job Advert
Use our job advert template to write a job advert for posting on job sites and job boards. Our job advertising templates are carefully created to help you reach your audience and beat the competition to the best talent.
Personalising Your Product Owner Job Description Advise
The hiring process and recruiting new employees to fill your key roles requires a degree of personalisation if you are to attract the best employees in a competitive employment market. The right person for a crucial role or more senior roles will likely have other employers targeting them. As your job description will be the first point of contact, you need to nail your pitch and provide the best possible service.
When creating your bespoke description and advert, you should cover and promote these points:
Job title: This should accurately reflect the role and include keywords that top talent might be using to search for jobs.
Job duties: The day to day duties, such as administrative tasks, which vary depending on the company and inform the candidate if they can complete the role.
Technical skills: These are the hard skills required through training, such as proficiency with Microsoft Office.
Soft skills: These include the interpersonal skills and general abilities the right candidates will possess. For example, the competency to prioritise multiple tasks, handle customer queries and customer complaints, work alone, or build a good relationship with coworkers.
The company’s culture: Highlighting your company culture and values ensures employees thrive and find outstanding job satisfaction. Candidates that are not the right fit won’t waste their time completing the application process, meaning you can focus on qualified individuals and hire in a more timely manner.
Career progression: Including the career path will entice candidates looking for career growth.
Training and development programs: Smaller companies may need employees with previous experience or provide educational assistance over internal training offered by larger organisations with more significant resources.
Employee benefits: Compensation and benefits often fail to appear in job ads and while you may want to hold your cards close to your chest, failing to include them is a mistake. Consider answering common questions, such as working hours and paid leave. Researching the average salary for the role in these early stages will ensure you don’t waste your interviewer’s and the candidate’s time.
Skill gaps: Your company may need to bring in new skills beyond those required to complete the key role and duties. Thinking on an organisational level can be beneficial when contemplating skills diversity.
Legal requirements: Ensure your job advert and description does not ask for inappropriate or discriminatory personal details, such as age, marital status, or religion.
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