Job ads texts

Job ads texts are vacancy texts for job platforms, career pages, social media: a catchy role headline, a clear description of tasks and area of responsibility, real requirements, conditions (salary, format, bonuses), about the company and why to join you, a call to apply. The work: analyzing the role, real conditions and the target candidate, writing an attractive honest text. Honestly about 'text ≠ a guarantee of a hire', this is key: a good vacancy text attracts more responses from suitable candidates and improves their quality, but hiring depends on the labor market (whether such specialists exist), salary and conditions, employer brand, competition for talent and the selection process. Text helps but does not guarantee you will hire the right person. We honestly do not promise 'text = a hire'. Honestly about 'vacancy truthfulness', this matters: a vacancy should honestly reflect real tasks, conditions and salary. Embellishment (inflated prospects, hiding difficulties/overtime, 'salary from' without reality) leads to irrelevant responses, disappointment at the interview/after joining, quick resignations and a bad employer reputation (reviews). We honestly write attractively but truthfully. Honestly about 'attract the right ones, not everyone': a good text honestly filters out the unsuitable (with real requirements and conditions) and attracts the relevant rather than collecting the maximum responses at any cost. This saves selection time. Honestly about legal/ethical requirements: no discrimination (gender, age, nationality, etc. — that is against the law and ethics); a focus on competencies and tasks. Honestly about salary: indicating a real salary/range increases trust and the quality of responses; 'based on the interview' without a benchmark scares off many strong candidates. Honestly about the effect: it gives an attractive truthful vacancy increasing the quality and quantity of responses from suitable candidates, but it is not a guarantee of a hire (depends on the market/salary/brand/selection); truthfulness of conditions is mandatory (deception harms); no discrimination. Honestly about access: real data on the role, conditions, salary is needed. An important boundary: this is vacancy texts; brand/founder-story — 324/325; About — 326. The base price starts from 5,000 ₽ per vacancy (depends on the role's complexity).

• Vacancies do not attract: a dry/unclear description, the role's essence and conditions are not visible.
• A misconception that a good vacancy text by itself will ensure hiring the right person.
• A temptation to embellish conditions/prospects (irrelevant responses, disappointment, turnover, bad reviews).
• Vague requirements and 'salary based on the interview' (scare off strong candidates).

• Analyzing the role, real conditions, salary and the target candidate
• An attractive headline and a clear description of tasks/responsibility
• Real requirements and conditions (including salary/range) without embellishment
• A focus on attracting the suitable, not everyone (honest filtering)
• No discrimination, a focus on competencies (legal/ethical requirements)
• Honest boundaries (text ≠ a guarantee of a hire — depends on the market/salary/brand/selection; truthfulness of conditions is mandatory; attract the right ones, not everyone)
• Documentation and handover
• Review with you

• An attractive truthful vacancy catching suitable candidates
• Clear real conditions and requirements (with a salary benchmark)
• An honest assessment: what the text gives and what depends on the market/salary/brand
• Honest boundaries (not a guarantee of a hire; truthfulness instead of embellishment)

• We analyze the role, real conditions, salary and the target candidate
• We write an attractive truthful text with real requirements
• We honestly set boundaries (not a guarantee of a hire, truthfulness) and hand over to you

• Will a good vacancy text ensure I hire the right person?

  Not guaranteed, honestly: a good text attracts more and better suitable responses, but hiring depends on the labor market (whether such specialists exist), salary and conditions, employer brand, competition for talent and the selection process. Text helps but does not guarantee a hire. We increase the quality of responses but do not promise 'text = a hire'.

• Can we embellish conditions/prospects to attract more people?

  No, honestly: embellishment (inflated prospects, hiding overtime, 'salary from' without reality) leads to irrelevant responses, disappointment, quick resignations and bad employer reviews. We write attractively but truthfully — this attracts the right people and reduces turnover. Deception in a vacancy is costly.

• Should the salary be indicated in the vacancy?

  Honestly — better to indicate a real salary or range: it increases trust and the quality of responses, saves time for both sides. 'Based on the interview' without a benchmark scares off many strong candidates. We also write without discrimination (gender/age, etc. — against the law), focusing on competencies.