Free template · Planning

Job Posting Template

A job posting template is the public-facing advert you publish on job boards and your careers page once a role is approved, structured around the headline, the work itself, must-have versus nice-to-have skills, how the team works, what you offer, and how candidates should apply.

Draft this once the role is approved and you are ready to attract candidates, not before. Treat it as advertising copy rather than an internal document: cut jargon and internal-only titles, keep sentences short, and separate what is truly required from what is simply nice to have so strong candidates do not self-select out.

Copy & adapt — replace every [placeholder]

Headline & Hook

Headline: [JOB TITLE], [LOCATION / REMOTE]

Opening hook: [WHAT THE TEAM DOES AND WHY THIS ROLE MATTERS, 1-2 SENTENCES]

One-line summary of the role: [DESCRIBE THE JOB IN PLAIN LANGUAGE]

What You Will Do

[KEY RESPONSIBILITY 1]

[KEY RESPONSIBILITY 2]

[KEY RESPONSIBILITY 3]

[KEY RESPONSIBILITY 4]

[KEY RESPONSIBILITY 5]

What We Are Looking For

Must-have: [REQUIRED SKILL OR EXPERIENCE 1]

Must-have: [REQUIRED SKILL OR EXPERIENCE 2]

Must-have: [REQUIRED SKILL OR EXPERIENCE 3]

Nice-to-have: [BONUS SKILL 1]

Nice-to-have: [BONUS SKILL 2]

How We Work

Team you will join: [WHO THIS PERSON WORKS WITH]

Work model: [ONSITE / HYBRID / REMOTE, AND WHAT THAT MEANS DAY TO DAY]

Tools and ways of working: [KEY TOOLS OR PRACTICES]

What We Offer

Compensation approach: [DESCRIBE YOUR APPROACH TO PAY, NOT A FIGURE]

Benefit categories: [HEALTH / TIME OFF / LEARNING / EQUIPMENT - LIST WHAT APPLIES]

Growth and development: [WHAT SUPPORT EXISTS FOR THIS PERSON TO GROW]

How to Apply

Apply link: [APPLICATION URL]

What to include: [RESUME / PORTFOLIO / SHORT ANSWERS - STATE EXACTLY WHAT IS NEEDED]

Process overview: [NUMBER] stages - [STAGE 1], [STAGE 2], [STAGE 3]

Expected timeline: [ROUGHLY HOW LONG THE PROCESS TAKES]

Equal Opportunity Statement

[YOUR COMPANY'S EQUAL-OPPORTUNITY STATEMENT - ADAPT TO WHAT APPLIES IN YOUR JURISDICTION]

Accommodations note: [HOW A CANDIDATE CAN REQUEST AN ADJUSTMENT TO THE PROCESS]

Contact for questions about this posting: [RECRUITING CONTACT EMAIL]

Posting reference: [INTERNAL JOB CODE, IF YOU USE ONE]

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How to use this template

  1. 1 Write the headline and opening hook first, since most candidates decide whether to keep reading within the first two lines.
  2. 2 Separate must-have from nice-to-have requirements, and cut anything that is not truly required to apply.
  3. 3 Replace internal jargon, acronyms and internal-only titles with plain language an outside candidate would recognise.
  4. 4 Describe compensation and benefits by category rather than promising figures you have not confirmed.
  5. 5 Publish the apply link and process overview together so candidates know what to expect before they click.

Tips

  • ▸Keep responsibility bullets scannable - one line each, no nested sub-bullets a candidate has to decode.
  • ▸Read the requirements list back and ask whether a strong candidate missing one item would still apply; trim accordingly.
  • ▸Swap flashy job-title language for plain descriptions of the actual work - it widens who applies.
  • ▸State the number of interview stages and roughly how long the process takes; uncertainty is a common reason candidates drop out.
  • ▸Keep the equal-opportunity statement visible and adapt its wording to what applies in your jurisdiction rather than copying another company's verbatim.

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FAQ

Job Posting Template — FAQs

What is the difference between a job posting and a job requisition? +
A job requisition is the internal document that gets a role approved and budgeted. A job posting is the public advert you publish once that approval is in place, written to attract candidates rather than to secure sign-off.
How long should a job posting be? +
Long enough to cover the role, the must-haves and how to apply, short enough that a candidate can scan it in under a minute. Trim any responsibility or requirement that does not genuinely affect whether someone can do the job.
Should a job posting state the salary? +
That depends on what applies where you are hiring - some places require a range, others do not. Where you are not ready to publish a figure, describe your approach to pay instead, and check current requirements in your jurisdiction before deciding.
Why separate must-have from nice-to-have requirements? +
Candidates are more likely to skip applying if they feel they must meet every listed requirement. Marking items as must-have versus nice-to-have makes clear which gaps are fine, which widens your pipeline without lowering the bar.
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