How to Write a Job Post That Actually Stands Out on LinkedIn
Every day, we scroll through hundreds of job posts on LinkedIn. And let’s be honest: most of them sound exactly the same. Phrases like “dynamic team player” or “strong communication skills” don’t really catch anyone’s attention anymore. In fact, many candidates close the post within the first few lines.
At Hiroo, we look at job postings differently. Because when you're looking for the right candidate, you're not just describing a role, you're offering an opportunity.
A job post shouldn’t just be about filling a position; it should invite the right person to be part of a team and a culture. In this post, I wanted to share some insights and lessons we’ve learned through our experience at Hiroo about what actually works.
1. Tell a story, not just the role
Saying you're looking for a “Frontend Developer” doesn't really say much anymore. Candidates want to know what they’ll be part of, how the team works, and what kind of impact they’ll have.
“We’re looking for a frontend developer to join our newly formed product team, working on a module that will be redesigned from scratch to improve the overall user experience. You’ll be involved in the full process - from design to deployment - over the first 6 months.”
Titles are fine, but people want to understand what they’ll be waking up to build every day.
2. Actually introduce the company and the team
Most job posts describe the position, but barely mention the company or the people behind it. And yet, one of the first questions on a candidate’s mind is:
- Who will I be working with?
- How big is the team?
- What disciplines collaborate together?
- How does the team communicate?
- What does a regular workday look like?
“Our product team includes 2 PMs, 4 engineers, and 1 UI/UX designer. Everyone shares their work during weekly demo days. When it comes to technical decisions, everyone’s voice matters.”
3. List the must-haves, nice-to-haves, who shouldn’t apply
Sometimes candidates aren't sure if a role is right for them. Clearly listing what’s essential, and what’s a bonus, helps.
You're a good fit if you:
- Have 2+ years of experience with React
- Are comfortable working with design systems
- Can take ownership in a remote setup
Bonus points if you:
- Have worked on a SaaS product before
- Know your way around TypeScript
- Enjoy writing and maintaining tests
And yes, sometimes it’s worth saying this too:
“Working with us means managing a lot of ambiguity and stepping up when needed. If you’re looking for rigid structures and detailed instructions, this probably isn’t the right team for you.”
4. Skip the clichés, speak in your real voice
Phrases like “analytical mindset” and “team player” don’t say anything anymore. Instead, describe how your team actually works, how you communicate, and what the pace feels like.
“On Slack, there are emojis and big decisions happening side by side. No one’s forced to turn on their camera, but we always want to hear your thoughts. Silence isn’t seen as respect here, it’s seen as a gap in communication. Everyone has a say. And ‘we’ve always done it this way’ doesn’t fly.”
Culture is the rhythm of your company. If your post doesn’t reflect it, candidates won’t feel it.
5. Be clear: location, work model, salary (if possible)
There are three things candidates always want to know:
- Where will I work from?
- What’s the setup, full-time, freelance, project-based?
- What’s the salary range?
“This is a remote position. If you're in Istanbul, we meet up for a team breakfast once a month.”
Clarity builds more trust than vague promises ever will.
6. Make the process transparent
Candidates want to know what they’re walking into. Be open about your process and timeline.
“Application → short intro chat → technical interview → team conversation → offer. Typical timeline: 7–10 days.”
Transparency makes a strong first impression, and builds momentum from day one.
7. End with more than just a “Apply Now” button
Don’t just drop a CTA at the end. Invite real interaction.
“If you have questions, feel free to message us on LinkedIn. We’re happy to help you understand the role better before you apply.”
Even that one sentence changes the tone, and makes the candidate feel genuinely welcomed.
Final Thoughts
A good job post doesn’t just describe a position. It reflects your team’s values, working style, and mindset. It helps someone on the outside imagine what it’s like to be on the inside.
At Hiroo, we care a lot about this first moment of connection. That’s why we use AI-supported tools to help craft job posts faster, clearer, and with more intention. But no matter how smart the tools are, we always believe this:
Your job post should carry the soul of your company. Technology can help, but the tone should always be human.
If you're looking to make your job posts clearer, warmer, and more meaningful, these ideas might be a good place to start.