---
name: job-posting
description: "Writes compelling job descriptions and hiring ads with role summaries, responsibilities, requirements, benefits, and application instructions optimized for job boards and social media. Use when a user needs to hire employees or contractors, wants to post on job boards, or needs a role description for their careers page."
allowed-tools: Read Write Glob
metadata:
  author: matthewhitcham
  version: "1.0"
---

# 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

| Priority | Element | Why It Matters |
|----------|---------|---------------|
| **CRITICAL** | Role title (searchable, no jargon) | Determines whether candidates find your posting at all |
| **CRITICAL** | Opening hook (2-3 sentences) | First thing candidates read; decides if they keep reading |
| **CRITICAL** | Responsibilities (5-7 bullet points) | Candidates self-select based on whether the work excites them |
| **CRITICAL** | Requirements: Must-Have vs Nice-to-Have | Separating these prevents qualified candidates from opting out |
| **HIGH** | Company intro (3-4 sentences) | Builds trust and context; candidates research before applying |
| **HIGH** | Compensation range and benefits | Postings with pay ranges get 30-50% more applicants |
| **HIGH** | Growth opportunities | Top candidates care about trajectory, not just the current role |
| **HIGH** | Application instructions | Unclear next steps lose ready-to-apply candidates |
| **MEDIUM** | Team description | Helps candidates picture their day-to-day environment |
| **MEDIUM** | Day-in-the-life section | Differentiates your posting from hundreds of generic ones |
| **MEDIUM** | Tech stack or tools used | Relevant for technical and creative roles |
| **LOW** | Company perks (snacks, ping-pong) | Nice but rarely the deciding factor |
| **LOW** | Culture statements | Often vague; only include if specific and provable |
| **LOW** | Equal opportunity notice | Standard language; add at the bottom |

---

## 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:**

| Incorrect | Why It Fails | Correct |
|-----------|-------------|---------|
| Marketing Ninja | Nobody searches "ninja" on job boards | Digital Marketing Manager |
| Rockstar Developer | Gendered connotation, unsearchable | Senior Frontend Developer |
| Growth Hacker | Vague, overused | Growth Marketing Manager |
| Chief Happiness Officer | Not a real title candidates search for | Customer Success Manager |
| WordPress Guru | Informal, limits your pool | WordPress Developer |
| Content Wizard | Cute does not get clicks from serious candidates | Senior Content Writer |

### 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.

| Element | Full-Time Employee | Freelancer / Contractor | Part-Time |
|---------|-------------------|------------------------|-----------|
| **Title** | Standard title + seniority | Add "Freelance" or "Contract" prefix | Add "Part-Time" prefix |
| **Hook** | Career opportunity framing | Project scope and impact framing | Flexibility + specific hours framing |
| **Company section** | Full 3-4 sentences | 1-2 sentences (they care about the project, not the org chart) | 2-3 sentences |
| **Responsibilities** | 5-7 ongoing responsibilities | 3-5 project deliverables with deadlines | 3-5 scoped to weekly hours |
| **Requirements** | Must-Have (3-5) + Nice-to-Have (2-3) | Must-Have (2-3) + portfolio requirement | Must-Have (2-3) |
| **Compensation** | Salary range + benefits + equity | Project fee or hourly rate + payment terms | Hourly rate + estimated hours/week |
| **Benefits** | Full package (health, PTO, equity) | Payment terms and timeline only | Prorated benefits or hourly perks |
| **Duration** | Ongoing (state if at-will) | Project duration with defined end date | Ongoing with weekly hour cap |
| **How to Apply** | Full process (ATS, interviews, exercise) | Portfolio + brief proposal or estimate | Abbreviated process (resume + call) |

### Remote vs Hybrid vs On-Site

| Element | Remote | Hybrid | On-Site |
|---------|--------|--------|---------|
| **State in title or subtitle** | "Remote" or "Remote (US only)" | "Hybrid (NYC — 2 days/week)" | "On-Site (Austin, TX)" |
| **Time zone requirements** | Specify overlap hours | Specify in-office days | State office address |
| **Equipment** | State if company provides equipment | State what is provided on-site vs at home | Not applicable |
| **Collaboration** | Mention async tools (Slack, Notion, Loom) | Mention in-office collaboration days | Mention team structure |

---

## 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
