How to Write a Job Posting That Attracts Real Talent
A job post is more than a list of duties. It’s your company’s first impression. Done well, it attracts skilled, motivated professionals. Done poorly, it brings noise, ghosting, and frustration. The goal is simple: speak clearly to the right people—and filter out the wrong ones from the start.
Start with a Clear, Honest Title
The title is the first thing candidates see. Avoid vague terms like “rockstar” or “guru.” These may sound fun, but they turn off serious professionals. Instead, use straightforward language that describes the actual role.
Be specific about level and function. Say “Senior Front-End Developer” instead of just “Developer.” Add location or remote status if possible. This helps serious candidates self-select.
Describe the Role Without the Buzzwords
Candidates want to know what they’ll actually do. Skip the corporate jargon. Focus on real tasks and outcomes. Use short, simple sentences. Show how the role fits into the team and the company.
Explain the tools, challenges, and goals. If it’s a leadership role, say how many people they’ll manage. If it’s technical, note the stack. The more real-world detail, the more relevant applicants you’ll get.
Show the Culture Without Overhyping It
People don’t want ping-pong tables. They want purpose and respect. Instead of bragging about perks, share your values and how they show up daily. Talk about work-life balance honestly. Mention how the company handles feedback, growth, and flexibility.
Show authenticity. If you say “we care about people,” prove it with an example. Real professionals can spot fluff from a mile away.
Set Clear Expectations and Requirements
Be honest about what’s needed to succeed. List core requirements, but don’t make the list too long. Stick to what’s truly necessary. If a skill can be learned on the job, say so.
Include the pay range if possible. In many states, it’s now a legal requirement. But even where it’s not, it builds trust. Transparency filters out unqualified or unrealistic candidates early.
End With a Human Invitation, Not a Sales Pitch
Invite people to apply—not to “join the best team in the universe.” Use natural language. Thank them for reading. Tell them what to expect after they apply. If you value diversity, say it plainly and sincerely.
Give the ad a human tone. People want to work with real people, not corporate slogans.