Episode Key Takeaways
Most recruiters start with copy-paste. The first rule: never begin with your old posting or someone else’s version. Instead, do a brain dump of exactly how you’d describe the role aloud, then structure it. This voice-to-text approach injects tone and humanity before you worry about format.
Job postings, job descriptions, and job ads are three distinct things. A job description is the hiring manager’s brain dump (stays internal). A job posting is the marketing version—its only goal is to make someone opt in or opt out. A job ad is how you distribute that posting. Conflating them is why most postings fail.
The seven-bullet rule is backed by psychology: beyond seven bullets, applicants from underrepresented backgrounds stop applying. Each bullet should follow the pattern ‘You will use X tool to build Y,’ then explain the impact. Specificity and outcome matter far more than generic skill lists.
Katrina emphasizes writing for people, not personas. When you remember that someone on the other end is vulnerable, opening themselves to change, and deserves honesty—not jargon or lies—your writing shifts. If you wouldn’t say it aloud, don’t write it down.
Lead with impact, not responsibilities. Start by answering why this role exists and how it changes customers or the company. Then layer in the ‘about us,’ skill stories, and legal requirements. Two hundred and fifty words forces clarity and mirrors the length of an average social media post people actually read.
Frequently
Asked
Questions
What's the difference between a job description and a job posting?
A job description is the hiring manager’s unfiltered brain dump—everything they think they want. It stays internal. A job posting is the marketing version designed to make candidates opt in or out. A job ad is the distribution channel (LinkedIn, Indeed, etc.). Most recruiters conflate these, which is why postings fail to attract the right people.
How many bullet points should a job posting have?
Maximum seven. Research shows that beyond seven bullets, applicants from diverse and underrepresented backgrounds stop applying. Each bullet should follow the pattern: ‘You will use X tool to build Y,’ then explain the impact. Specificity and outcome drive applications; generic skill lists do not.
Should I include salary and benefits at the top of a job posting?
No. Lead with the work itself, not the compensation package. Research from LinkedIn shows women prioritize salary transparency, but placing it first attracts candidates motivated by benefits rather than the role. Write about the work, follow the structure, then add compensation details last. This approach attracts mission-driven candidates.
How long should a job posting be?
Aim for two hundred and fifty words—the length of an average social media post. This forces clarity and ensures you’re including only the most important information. You can still fit four paragraphs and all necessary details; the constraint simply eliminates fluff and improves readability.
How do I convince hiring managers to stop using jargon in job postings?
Set expectations during hiring manager intake: explain that clarity works better tactically and psychologically. Show two job postings side by side (not theirs) and ask which one they prefer. Then ask people already in those roles which posting resonates. This removes ego and demonstrates that human language attracts better candidates.