How long should a job posting stay open?

Long enough to reach a healthy pool of candidates without appearing stale. For most roles, two to four weeks is reasonable, and it helps to state your expected timeline directly in the posting so candidates know what to expect.

Should I include a salary range in my job posting?

Yes. A visible pay range filters in candidates who can actually accept the role and filters out mismatched applications before they start, saving time on both sides. Many job seekers now skip postings that omit pay entirely.

How many requirements should I list?

As few as you genuinely mean. A good test: if you wouldn't reject a strong candidate tomorrow for missing one line, move it from "required" to "nice to have." Long, unfiltered requirement lists discourage qualified candidates from applying at all.

How to Write a Job Posting That Attracts Better Candidates

A weak job posting doesn't just get fewer applicants, it gets the wrong ones. Vague titles, bloated requirement lists, and hidden pay ranges push away exactly the candidates you want and leave you sorting through everyone else. None of the fixes below require a bigger budget, just a more honest posting.

Lead With the Role, Not a Wishlist

Most job postings open with a paragraph about the company before saying anything about the actual work. Flip that. Candidates decide whether to keep reading in the first few seconds, so the first two or three lines should describe what the person will actually be doing day to day. Save the company pitch for after that.

Be Upfront About Pay

Leaving out a salary range doesn't protect your negotiating position, it just filters out candidates who can't afford to apply blind. Most serious job seekers now skip postings with no pay information entirely, especially if they've been burned before by a "competitive salary" that turned out to be below market. A range, even a wide one, keeps the right people in the pipeline.

Cut the Requirements List Down to What's Actually Required

Research on job postings consistently finds that long requirement lists disproportionately discourage qualified candidates from applying, particularly candidates who read requirements as a strict bar rather than a wish list. Before publishing, go back through the list and ask honestly: would you reject someone tomorrow for missing this one line? If not, it belongs in "nice to have," not "required."

Make the Application Process Match the Job

A 45-minute application form for an entry-level role tells candidates more about your internal process than any line in the posting does. Match the effort you're asking for to the seniority of the role. For most positions, a resume and a couple of screening questions is enough to start a conversation.

Set a Realistic Timeline and Stick to It

Candidates who don't hear back for weeks assume the role is filled, dead, or not worth the wait, and they take other offers accordingly. If your process typically takes three weeks, say so in the posting or in your first response. An accurate timeline that's a little slow beats a vague one that quietly disappears.