​Imagine you’re scrolling through job ads on job boards or Google, and you come across a role titled "Master Ninja". Unless you’re applying to work at Disney World, you’re probably left wondering, what does this even mean? Is it a fitness instructor role? A cashier’s job at a fantasy-themed pub? Or just a company having a bit too much fun with its titles?

Job titles are more than just a few words on a business card or a LinkedIn profile. They’re the opening act of your career story, the headline that grabs attention and gives a snapshot of who you are or, at least, who you claim to be. For candidates, job titles are about positioning, setting the stage for their next role, shaping their personal brand, and signalling their skills and experience to potential employers. For companies, they are a tool for defining roles, creating clear hierarchies, and ensuring everyone knows who does what. In other words, they are a big deal.

But then we have vanity job titles. These are bizarre, inflated, or overly creative titles that sound impressive but often mean very little. You’ve probably seen them: "Chief Happiness Officer", "Wizard of Lightbulb Moments", or "Marketing Ninja". They may seem like a fun way to show off a company’s quirky culture, but they can quickly backfire.

The Problem with Vanity Job Titles

Vanity job titles are like those sunglasses or caps you buy on holiday, fun for a while but ultimately a bad idea. Yes, they might make your team feel special for a moment, but they can cause confusion faster than you can say “Creative Overlord”. Candidates who proudly brand themselves as "Visionary Guru" on LinkedIn might struggle when a recruiter is trying to figure out if they actually have experience in, well, anything useful.

From a recruiter’s perspective, these titles are a nightmare. When sifting through hundreds of CVs, recruiters are looking for clear, recognisable experience. If your title is "Director of First Impressions", they have to play detective to figure out that you were a receptionist. It’s like playing a job market version of charades, and nobody has time for that.

But it’s not just about being found. Vanity titles can also hinder a candidate's career progression. "Chief of Storytelling" sounds impressive until you realise the only jobs you’re being matched to are for fairy tale writers. And when it’s time for salary negotiations, it’s hard to benchmark your pay against an industry standard if your title sounds like it belongs in a circus.

Why Clear, Accurate Job Titles Matter

For companies, clear job titles are like a map which helps everyone know where they stand, who they report to, and what’s expected of them. They help maintain structure, reduce confusion, and ensure that when a "Senior Project Manager" says something, everyone knows they’re not just a "Project Enthusiast". This clarity is especially important when scaling a business, as new hires need to understand the team structure with ease.

For candidates, accurate job titles are a passport. They help you position yourself in the job market, giving you the best chance of being noticed by recruiters and hiring managers. If you’re a "Customer Success Specialist", that means something. But if you’re a "Client Happiness Hero", well, good luck getting past the applicant tracking systems that are trying to match your profile to industry-standard roles. Skills are matched by most systems, but you don’t need to add layers of nuances that even AI can’t yet fathom.

What Companies Should Consider

When it comes to job titles, balance is key. Creativity is fine, but clarity should never be sacrificed. Titles should accurately reflect the role’s responsibilities and the industry standards. This doesn’t mean you can’t have a little fun. A "Customer Service Specialist" can be a "Customer Champion", but they should still sound like someone who answers customer queries, not someone who jousts in a stadium.

Companies should also consider the long-term impact of titles on employee careers. A junior employee given a grandiose title might feel proud today but find themselves struggling to get interviews tomorrow because nobody knows what their title means. For internal purposes, be as quirky as you like. But for anything public-facing, CVs, LinkedIn, business cards, clarity should always win.

What Candidates Should Do

For candidates, the advice is simple, be honest but strategic. If your official title is "Chief Puzzle Solver", but your actual job is a "Business Analyst", use the latter on your CV and LinkedIn. No recruiter will hold it against you for making your experience more understandable. You’re not lying; you’re translating. And just as you’d avoid putting "Professional Coffee Consumer" under your skills section, avoid anything that needs a second guess.

Remember, you’re not just selling your skills; you’re selling a story. Make sure your job title is the headline that makes sense.

The Recruiter's Perspective

Recruiters are not trying to be difficult. They just need to know, quickly, if a candidate’s experience aligns with a job’s requirements. When titles are clear, they can make faster, more accurate decisions. When they’re ambiguous, they may overlook strong candidates because they’re simply not sure what they’ve done.

Applicant tracking systems (ATS), which many recruiters rely on, are also title-sensitive. If the system is searching for a "Digital Marketing Manager", but your title is "Online Growth Guru", you’re out of luck. No amount of SEO wizardry on your CV can save you if your title doesn’t match industry norms.

So, What’s in a Job Title?

A lot. A good job title is a promise, a handshake, a first impression. It’s a map for your team, a search term for recruiters, and a stepping stone for your career. Whether you’re a candidate trying to stand out, a manager creating a new role, or a recruiter sifting through CVs, remember. job titles should never be puzzles. They should be a clear, honest reflection of the role.