Every senior JD lists a stack. Almost none say what the person will be trusted to decide.
The real mid/senior line is decision authority, and job descriptions never mention it
Every "Senior Engineer" job description reads the same: 5+ years, React, Node, AWS, strong communication skills. Almost none of them say what the person will actually be trusted to decide without asking first.
That omission is not a writing problem. It reveals that the org has not thought about it, and it hides the only line that actually separates mid from senior.
A mid-level engineer builds what is asked, and builds it well. A senior engineer decides. What should not get built yet. Which technical debt is fine to carry another quarter and which is quietly compounding. When to say no to a deadline out loud instead of missing it silently. Which of the six reasonable designs will still be the right one after the team doubles. The stack list is identical at both levels. The decision list is the entire difference.
This is why so many senior hires disappoint without anyone being able to say why. The company screened for the task list, the candidate passed the task screen honestly, and six months in everyone notices the new senior is still routing every real decision upward. Nobody tested for the thing the title actually meant. The JD never even claimed it.
The fix costs one paragraph. Alongside the stack list, write the decision list: "This person will own the call on X without escalation. They will have veto on Y. They will be expected to push back on Z when it is wrong." Watch what happens to your pipeline when you publish that. Candidates who have never owned a decision self-select out. Candidates who have will point at the paragraph and tell you about the time they made exactly that call, what it cost, and what they would do differently. That conversation is the senior interview. Everything else is a screen for the job you are not hiring for.
If you write job descriptions: what is the actual decision you are hiring this person to make? If the JD does not say, the interview will not test it, and the hire is a coin flip wearing a process.