Job Posting

Job Posting

When to Use This Skill

Use this skill when:

• A user needs to write a job description for a full-time, part-time, or contract role
• Someone is hiring their first employee and does not know how to structure a posting
• A user wants to post a role on job boards (Indeed, LinkedIn, We Work Remotely, Upwork)
• An entrepreneur needs a careers-page description for their website
• A user wants to convert an informal "I need help with X" request into a professional hiring ad
• A user says they are "looking for someone to help" or "need to bring someone on"

DO NOT use this skill for:

• Internal role documentation or HR handbooks (use the employee-handbook skill)
• Contractor agreements or SOWs (use the contract-writer skill)
• Performance reviews or promotion justifications

Priority Table

Job Post Structure

Every job post follows this 7-section structure. All sections are required unless noted otherwise.

1. Title

Write a standard, searchable title. The title is the most important line in the entire posting because it determines search visibility on every job board.

Title Rules:

• Use the industry-standard title candidates actually search for
• Include seniority level (Junior, Mid-Level, Senior, Lead, Head of)
• Include specialization (Frontend, Content, Paid Media, Operations)
• NEVER use internal jargon, cute names, or inflated titles
• Keep under 60 characters for full visibility on mobile job boards

Incorrect vs Correct:

2. Opening Hook (2-3 sentences)

Sell the opportunity, not the company. The hook answers: "Why should I care about this role?"

Structure:

1. What impact this person will make (not what tasks they will do)
2. Why the timing matters (growth stage, new product, expansion)
3. One differentiator (autonomy, ownership, specific challenge)

Incorrect vs Correct:

Incorrect:

We are looking for a talented marketing manager to join our
growing team. The ideal candidate will have 5+ years of
experience and a passion for marketing.

Correct:

You will own the entire demand generation engine for a B2B SaaS
product that just crossed $2M ARR and needs to 3x pipeline this
year. This is a build-from-scratch role — you pick the channels,
set the strategy, and hire your first direct report within 6
months.

3. About the Company (3-4 sentences)

Keep this tight. Candidates want context, not a mission statement essay.

Include:

1. What the company does in plain language (not corporate jargon)
2. Company stage or size (gives candidates a feel for the environment)
3. One specific proof point (revenue, customers, funding, growth metric)
4. Who they would work with (small team, cross-functional, direct to founder)

Incorrect vs Correct:

Incorrect:

We are a mission-driven company leveraging cutting-edge
technology to disrupt the $50B widget industry. Our world-class
team is passionate about innovation and collaboration.

Correct:

Freshtrack is a 15-person logistics startup that helps
independent restaurants manage supplier orders in one dashboard.
We serve 400+ restaurants across 3 cities, grew 140% last year,
and just closed a $4M seed round. You would report directly to
the CEO and work alongside a 3-person marketing team.

4. What You Will Do (5-7 responsibilities)

Each bullet starts with an action verb and describes an outcome, not just a task.

Writing Rules:

• Start every bullet with a strong action verb (Build, Own, Lead, Design, Analyze)
• Pair the action with a measurable outcome or context
• Order from highest-impact to lowest-impact
• NEVER write more than 7 bullets (long lists signal a role that is 3 jobs disguised as one)

Incorrect vs Correct:

Incorrect:

- Manage social media accounts
- Write blog posts
- Handle email marketing
- Update the website
- Attend weekly team meetings
- Other duties as assigned

Correct:

- Build and execute a content strategy targeting SaaS founders,
  growing organic traffic from 8K to 25K monthly visits within
  12 months
- Write 3-4 long-form blog posts per month that rank for target
  keywords and generate inbound leads
- Own the email newsletter (12,000 subscribers) — write, segment,
  A/B test, and grow the list by 20% quarterly
- Launch and manage the company LinkedIn presence, posting 4x/week
  with a focus on founder-led content
- Analyze content performance weekly and present insights to the
  marketing lead with recommendations for the next sprint

5. What You Bring (Must-Have vs Nice-to-Have)

Split requirements into two clear groups. Mixing must-haves with nice-to-haves causes qualified candidates to self-select out.

Must-Have Rules:

• List 3-5 items maximum
• Every item must be genuinely required to do the job on day one
• Use specific, verifiable criteria (not vague personality traits)

Nice-to-Have Rules:

• List 2-3 items maximum
• These are accelerators, not dealbreakers
• Frame as "bonus" or "a plus" language

Incorrect vs Correct:

Incorrect:

Requirements:
- 10+ years of experience in marketing
- Expert in all social media platforms
- Must be a self-starter with a growth mindset
- MBA preferred
- Experience with Salesforce, HubSpot, Marketo, Pardot,
  Google Analytics, Mixpanel, and Tableau
- Strong communication skills
- Able to work under pressure in a fast-paced environment

Correct:

Must-Have:
- 3-5 years of B2B content marketing experience with
  measurable SEO results
- Portfolio of published long-form content (blog posts, guides,
  or whitepapers) you can share
- Hands-on experience with one major email platform (ConvertKit,
  Mailchimp, or HubSpot)
- Comfortable working independently with weekly check-ins
  (not daily standups)

Nice-to-Have:
- Experience marketing to a technical audience (developers, IT)
- Familiarity with Webflow or WordPress for self-publishing
- Background in SaaS, B2B, or startup environments

6. What We Offer

Be specific. Vague benefits sections signal "we do not actually offer much."

Include (where applicable):

• Compensation range (required — postings without pay ranges get fewer applicants)
• Health/dental/vision (state contribution level)
• PTO and flexibility
• Remote/hybrid/on-site details
• Growth trajectory (promotion path, learning budget, mentorship)
• Equity or profit-sharing if applicable

Incorrect vs Correct:

Incorrect:

- Competitive salary
- Great benefits
- Fun work environment
- Room to grow

Correct:

- $90,000-$110,000 base salary (based on experience) + 10%
  annual performance bonus
- 100% remote — work from anywhere in US time zones
- Health, dental, and vision (company covers 80% of premiums)
- Unlimited PTO with a 3-week minimum encouraged
- $1,500/year learning budget (courses, conferences, books)
- Equity: 0.05-0.10% with standard 4-year vesting

7. How to Apply

Remove friction. Every unclear step loses candidates.

Include:

1. Exactly what to submit (resume, portfolio, cover letter, etc.)
2. Where to submit it (email, ATS link, form)
3. Timeline for response (sets expectations and shows professionalism)
4. Optional: a brief prompt or question that replaces the cover letter

Incorrect vs Correct:

Incorrect:

Send your resume to jobs@company.com.

Correct:

Apply by emailing jobs@freshtrack.io with:
- Your resume (PDF preferred)
- Link to 2-3 content pieces you are most proud of
- One sentence: what is the most underrated content channel
  for B2B SaaS right now and why?

We review every application within 5 business days. Our process:
application review, 30-min intro call, paid writing exercise,
final conversation with the CEO.

Role Type Adaptations

Adjust structure and tone based on role type. Use this table to decide what changes.

Remote vs Hybrid vs On-Site

Example 1: Full-Time Marketing Manager (Remote SaaS Startup)

# Marketing Manager
## Remote (US time zones) | Full-Time | $90,000-$110,000

You will own demand generation for a B2B logistics SaaS product
that serves 400+ restaurants and grew 140% last year. This is a
high-autonomy role — you set the strategy, pick the channels, and
hire your first direct report within 6 months.

## About Freshtrack
Freshtrack is a 15-person startup that helps independent
restaurants manage supplier orders in one dashboard. We serve 400+
restaurants across 3 cities and just closed a $4M seed round. You
report directly to the CEO alongside a 3-person growth team.

## What You Will Do
- Build and execute demand gen strategy, growing qualified leads
  from 60 to 200/month within 12 months
- Own the content engine: blog, newsletter (8K subscribers), and
  social — write, publish, and measure everything
- Plan and run 2 webinars/quarter targeting restaurant operators
- Manage paid acquisition (Google Ads + Meta), $15K/month budget,
  target CAC under $120
- Analyze funnel performance weekly and present insights to CEO
- Hire and manage one marketing coordinator within 6 months

## What You Bring
**Must-Have:**
- 3-5 years B2B marketing with hands-on demand gen responsibility
- Track record growing a pipeline metric (leads, MQLs, demos)
  with specific numbers you can share
- Experience managing $10K+/month paid acquisition budgets
- Strong writing — you produce blog posts, emails, and ad copy
  yourself, not just brief others
- Comfortable working autonomously with weekly CEO syncs

**Nice-to-Have:**
- Experience marketing to SMB or restaurant/hospitality audiences
- Familiarity with HubSpot, Webflow, or Segment
- Previous startup experience (seed to Series A stage)

## What We Offer
- $90,000-$110,000 base + 10% annual performance bonus
- 100% remote, US time zones (core hours: 10am-3pm ET)
- Health, dental, vision (company covers 80% of premiums)
- Unlimited PTO with 3-week minimum encouraged
- $1,500/year learning budget + $500 home office stipend
- Equity: 0.05-0.10%, 4-year vesting, 1-year cliff

## How to Apply
Email jobs@freshtrack.io with:
- Resume (PDF preferred)
- Brief note (3-5 sentences) on one marketing campaign you built
  and what results it drove
- Expected start date

We respond within 5 business days. Process: application review,
30-min intro call, paid marketing exercise ($200), final call
with CEO. Timeline: 2-3 weeks.

Freshtrack is an equal opportunity employer.

Example 2: Freelance Graphic Designer (Project-Based, Contractor)

# Freelance Graphic Designer — Brand Refresh Project
## Remote | Contract | $3,500-$5,000 (project-based)

We need a designer to lead a complete brand refresh for a wellness
coaching business — logo, color palette, social templates, and
brand guidelines. A 3-4 week project with defined deliverables.

## About the Project
Peak State Coaching helps mid-career professionals navigate career
transitions. The current branding was DIY and no longer reflects
premium positioning. The founder wants a clean, modern identity
for Squarespace, Instagram, LinkedIn, and print.

## Deliverables
- Primary logo + secondary mark + favicon (3 concepts, 2 revision
  rounds on selected direction)
- Color palette (primary + secondary + neutral, hex codes + usage)
- Typography system (2 fonts: heading + body, with size scale)
- 8 Instagram post + 4 Story templates (Canva-editable)
- 2 LinkedIn banner variations
- Brand guidelines PDF (8-10 pages)
- Final files in PNG, SVG, and PDF

## What You Bring
**Must-Have:**
- Portfolio with 3+ brand identity projects for service businesses
- Proficiency in Figma or Adobe Illustrator
- Ability to deliver Canva-editable social templates

**Nice-to-Have:**
- Experience designing for Squarespace
- Familiarity with coaching or wellness industry

## Project Terms
- Budget: $3,500-$5,000 based on experience and portfolio
- Payment: 50% upfront, 50% on delivery of final files
- Timeline: 3-4 weeks from kickoff to final delivery
- Revisions: 2 rounds per milestone; additional at $75/hour

## How to Apply
Email hello@peakstatecoaching.com with:
- Portfolio link (Behance, Dribbble, or personal site)
- 2-3 sentences on which portfolio project is most relevant
- Availability and estimated timeline

Response within 3 business days. Process: portfolio review,
20-min video call, paid test ($150 mood board), project kickoff.

Anti-Patterns

NEVER do these in job postings:

• Gendered or exclusionary language. No "rockstar," "ninja," "guru," "manpower," "guys," or "he/she." Use "you" and "they."
• More than 5 must-have requirements. Long requirement lists deter qualified candidates. Need 8 skills? Split them: 4 must-have, 4 nice-to-have.
• Hidden compensation. "Competitive salary" means nothing. State a range even if broad ($70K-$90K is better than silence).
• Responsibilities as a task laundry list. "Manage social media, write blog posts, other duties as assigned" describes tasks, not impact. Pair every action with an outcome.
• Vague requirements. "Strong communication skills" is not verifiable. Replace with: "Experience writing customer-facing documentation."
• Unrealistic experience demands. 10+ years for a mid-level role or 5 years with a 3-year-old technology. Match to actual seniority and pay.
• "Other duties as assigned." Signals an undefined role. Instead: "As the team grows, this role may evolve to include X."
• Wall-of-text formatting. Use clear sections, headers, short bullets, and line breaks. Walls of text get skipped.
• Internal acronyms or jargon. "Must know our PRISM framework" means nothing to external candidates. Use industry-standard terms.

Recovery

User does not know the job title: Ask what the person will spend most of their time doing. Map the answer to a standard title: "handle social media and write blog posts" = Content Marketing Specialist, "manage client projects" = Project Manager. If it spans two disciplines, use the primary function.

User cannot define responsibilities: Ask: "Walk me through a typical week for this person." Convert the narrative into structured bullets. If more than 7 responsibility areas surface, flag it: "This sounds like two roles. Prioritize the top 5-7 and save the rest for a second hire."

User wants to skip compensation: Explain: "Postings with salary ranges get significantly more qualified applicants. Even a broad range helps." If they refuse, use "Compensation discussed during interview process" and move on.

User describes 3 jobs in one: Flag directly: "Candidates with all these skills either do not exist or cost far more. Which function is the most urgent?" If they insist on combining, acknowledge breadth in the hook: "This is a generalist role for someone who thrives wearing multiple hats at an early-stage company."

User provides very little information: Ask five questions: (1) What will this person do day-to-day? (2) Full-time, part-time, or contract? (3) Remote, hybrid, or on-site? (4) Pay range or budget? (5) Three non-negotiable skills? If they cannot answer 1 and 5 after 3 attempts, stop: "Define the core responsibilities and requirements first, then we can build the posting in minutes."

File write fails: Present the posting in chat for manual copying. Offer an alternative path. After 3 failures: "File saving is not working. Copy the posting above into your job board or document editor."

Delivery and File Output

When the job posting is complete:

1. Present the full posting in chat for review
2. Ask: "Does this accurately describe the role? Anything to add, remove, or adjust?"
3. Make requested changes and re-present
4. Once approved, ask where to save. Suggest default: hiring/[role-title]-job-posting.md
5. Write the file using the Write tool

GATE: Do not save to file until the user explicitly approves the posting.

Pre-Delivery Checklist

Run this checklist before presenting the final posting to the user:

• Title is searchable and matches industry-standard naming
• Opening hook focuses on impact and opportunity, not generic "we are looking for"
• Company section is 3-4 sentences with at least one specific proof point
• Responsibilities are 5-7 bullets, each starting with an action verb and paired with an outcome
• Requirements split into Must-Have (3-5) and Nice-to-Have (2-3)
• No gendered language (rockstar, ninja, guru, guys, he/she)
• Compensation range is included (or explicit fallback language if user declined)
• Benefits are specific (dollar amounts, percentages, specific policies), not vague
• Application instructions include what to submit, where to submit, and response timeline
• Remote/hybrid/on-site is stated clearly in the title or subtitle
• Role type (full-time, contract, part-time) is stated clearly
• No internal jargon or unexplained acronyms
• Total posting length is scannable (not a wall of text)
• Equal opportunity statement included at the bottom