Job announcement, team presentation, transparent process, network search: pick a template, fill it in, then open it in the formatter. Free, 100% local.
6 templates to announce a role, present the team, explain your process or find candidates in your network. All post templates →
We are hiring: [job title] in [location or remote]. The mission: [main mission in one sentence]. What you will do in the first three months: → [task or goal 1] → [task or goal 2] What we look for: [2 or 3 essential criteria, not a list of 15]. What we offer: [indicative pay, rhythm, real benefits]. To apply: [link or contact, ideally in the comments].
[Number] people, [sector], [location]. A typical day with us: → [moment 1] → [moment 2] → [moment 3] What you will learn here: [specific skill or topic]. What is less easy: [real constraint of the role]. If this speaks to you, write to me: [contact].
For [role], our process has [n] steps: 1. [step 1]: [duration] 2. [step 2]: [duration] 3. [step 3]: [duration] Guaranteed answer within [timeframe]. What we assess: [real criteria]. We prefer a short, clear process to a long, opaque one.
For [role], we look for: → [quality or skill 1] → [quality or skill 2] We do not look for: → [criterion often requested by mistake] → [another useless criterion] Why: [reason from your hiring experience]. [Who should apply despite an unusual background.]
[Duration] ago, [first name, with their consent] joined [team]. What convinced us: [what they showed during the process]. What we set up for their arrival: [onboarding approach]. What came out of it: [observed result]. [What we would repeat for the next hire.]
I am looking for [profile] for [company or team]. Context: [why this role exists]. Profile: [key experience or skill]. Location: [location or remote]. Not looking, but you know someone? A share or a private message is enough: [contact]. Thank you in advance.
What you type stays in your browser: nothing is sent or measured. Templates are structures to adapt, not official LinkedIn rules: tell a real experience and replace every [field] with your own content.
An effective hiring post looks less like a job description than a precise invitation. Announce the mission and what the person will really do first, then limit criteria to the essentials: a list of fifteen requirements discourages good profiles.
Be transparent about the process and timing. Also say what is hard about the role: it is the best filter, and it builds trust.
The job title, the location or working mode, the mission in one sentence, two or three essential criteria and how to apply. An indicative salary and a response deadline increase candidate trust.
Many creators put it in the first comment, because several observational studies link a link in the post body to lower reach. The effect remains contested: test it on your own posts.
Yes, with their prior consent. For a testimonial, have them proofread it before publishing.
Yes: replace the "role" and "team" fields with the mission, the duration and the way of working together.
