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How to Write a ZipRecruiter Job Post

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How to Write a ZipRecruiter Job Post

That Converts: 7 Data‑Backed Tips

A high‑converting job post on ZipRecruiter doesn’t just list requirements—it attracts the right candidates and motivates them to apply. Here’s how to craft one.

1. Start with a Magnetic Job Title

Why it matters:
80 % of candidates decide whether to click based on the title alone.

How to do it:

  • Be specific:
    • “Marketing Professional”
    • “Content Marketing Manager (B2B SaaS, Remote)”
  • Include level/seniority:
    Junior, Mid‑Level, Senior, Lead
  • Highlight perks (if relevant):
    Remote, Hybrid, Flexible Hours, $100K+ Bonus

Example:

“Senior UX Designer (Remote) — $110–130K + Equity”

2. Open with a “Why Us?” Hook

What to include:

  • 1–2 sentences about your company’s mission or unique culture.
  • A bold statement that sparks curiosity.

Good example:

“We’re not just building software—we’re redefining how teams collaborate. Join a company where your ideas shape the product, not just the code.”

Bad example:

“Our company provides SaaS solutions for businesses.” (Too generic.)

3. Structure the Job Description for Scannability

Candidates skim posts in 6–10 seconds. Use:

  • Short paragraphs (2–4 lines max).
  • Bulleted lists for responsibilities and requirements.
  • Bold key phrases (e.g., “You’ll lead cross‑functional teams”).
  • Subheadings like:
    • What You’ll Do
    • What We Need From You
    • Why You’ll Love It Here

4. Focus on Outcomes (Not Just Tasks)

Candidates want to know how they’ll make an impact.

Instead of:

“Write blog posts and social media updates.”

Say:

“Create content that drives 10K+ monthly visitors and positions us as a thought leader in AI.”

Other examples:

  • “Reduce customer churn by 15 % through data‑driven insights.”
  • “Launch 3 new product features per quarter.”

5. Be Honest About Requirements (But Strategic)

Do:

  • List 3–5 core skills (e.g., Python, Agile, Salesforce).
  • Use realistic language:

    “2+ years of experience in project management” (not “5+ years in every tool ever invented”).

Don’t:

  • Include vague traits like “self‑starter” or “passionate” (they’re meaningless).
  • Add “nice‑to‑have” skills that scare off qualified candidates.

Pro tip:
Use ZipRecruiter’s Skill Match feature—it highlights posts with skills in high demand.

6. Highlight What Matters to Candidates (Beyond Salary)

Top talent cares about:

  • Growth: “Mentorship program with senior leaders”
  • Flexibility: “4‑day workweek pilot starting 2025”
  • Impact: “Your work will reach 1M+ users”
  • Benefits: “100 % paid health insurance, 401(k) match”

Avoid clichés:
“Great company culture!”
“Weekly team lunches + quarterly offsites in national parks”

7. End with a Strong Call to Action (CTA)

Bad CTA:

“Apply now.”

Good CTAs:

  • “If this sounds like you, let’s chat! Apply in 2 minutes—no resume needed.” (Use ZipRecruiter’s Quick Apply.)
  • “Ready to build the future of ed‑tech? Submit your portfolio and a 1‑minute video introducing yourself.”
  • “We review applications within 48 hours. Apply today to secure an interview slot.” (Creates urgency.)

Bonus: ZipRecruiter‑Specific Features to Use

  1. Quick Apply
    • Enable it to reduce friction. Candidates can apply with 1 click (using LinkedIn or saved profiles).
  2. Sponsored Posts
    • Boost visibility in search results and emails.
  3. Skill Match Badges
    • Posts with high‑demand skills get a “Top Match” badge.
  4. Targeted Distribution
    • Use filters (e.g., “candidates who applied to similar roles in the last 7 days”).

What to Avoid

  • Jargon: “Synergize cross‑departmental KPIs” → “Work with sales and engineering to hit quarterly goals.”
  • Overloading with requirements: More than 7 bullet points = candidate drop‑off.
  • Generic company descriptions: “We’re a fast‑growing startup” → “We’ve grown 300 % in 2 years and serve 5K+ customers.”
  • Vague deadlines: “Apply soon” → “Interview slots open until May 15.”

Key Takeaway

A converting ZipRecruiter post:

  1. Grabs attention with a clear, compelling title.
  2. Shows why a candidate should care (not just what they’ll do).
  3. Makes applying effortless (use Quick Apply).
  4. Highlights what top talent values (growth, impact, flexibility).

Test it:
After posting, check ZipRecruiter’s analytics:

  • Click‑through rate (CTR)
  • Application rate
  • Time‑to‑hire

Adjust based on data—not guesswork.

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