Why optimise your job posting?
A poorly written job posting is invisible. 73% of candidates spend less than 30 seconds reading a posting before deciding to apply or not. In seconds, they evaluate: the title (is it clear and attractive?), the salary (is it mentioned?), the duties (are they concrete?) and company culture (can they see themselves there?).
The most common mistakes are costly: omitting salary reduces applications by 40%, a vague title ("Commercial" instead of "B2B Business Developer") cuts visibility by 3x, and fuzzy duties attract unsuitable candidates who waste time in interviews.
Our analyser evaluates your posting against 10 key criteria and gives you a score out of 100 with concrete, actionable improvement recommendations.
The 10 analysis criteria for your posting
Job title (15 pts)
The title must be precise, standard and optimised for search engines. Avoid incomprehensible internal titles.
- –Use the standard job title (e.g. React Developer, not 'Code Ninja')
- –Specify the level (junior/senior/lead) if relevant
- –Include speciality if applicable (B2B, SaaS, retail...)
Salary range (15 pts)
Mentioning salary is the #1 lever to increase qualified applications and filter out-of-budget candidates.
- –A range of ±15% is acceptable and recommended
- –Clarify if variable, bonuses, benefits included
- –Mention remote work and other key benefits
Job description (20 pts)
Duties must be concrete, ordered by importance and quantified where possible.
- –5-8 duties maximum, worded with action verbs
- –Quantify: 'manage a portfolio of 50 clients' not 'manage clients'
- –Clarify the 20% of time that counts for 80% of results
Selection criteria (15 pts)
Distinguish essential from desired criteria. Avoid lists of 20 criteria that discourage qualified candidates.
- –Maximum 5 essential criteria
- –3-5 desired criteria listed separately
- –Avoid excessive minimum experience (5 years for a junior role)
Company presentation (10 pts)
A brief but compelling presentation that inspires joining your venture.
- –Sector, size, culture in 3-5 lines
- –What differentiates you as an employer
- –Stage of development (growth startup, solid ETI...)
10 mistakes that kill your job posting
Common errors and corrections
| Mistake | Impact | Correction |
|---|---|---|
| No salary mentioned | -40% applications | Display a realistic range |
| Vague or internal title | -60% SEO visibility | Standard job title + speciality |
| List of 20 required competencies | Discourages 70% of qualified candidates | 5 criteria max, distinguish essential/desired |
| '5 years experience minimum' for junior | Eliminates the best profiles | Align experience level with actual role |
| Duties in internal jargon | Candidates can't picture themselves | Universal language, concrete actions |
| No team information | No sense of belonging | Describe team, manager, atmosphere |
| No recruitment process indicated | Uncertainty = candidate drops out | Specify steps and expected timeline |
| Implicit discrimination | Legal risk and talent exclusion | Remove gender, age, photo from criteria |
| Text in large blocks with no structure | Poor mobile readability | Bullet lists, short sections, headings |
| No clear call-to-action | Candidates don't know how to apply | Clear instructions for applying |
The importance of salary in your posting
Displaying salary: a major competitive advantage
FAQ job posting optimisation
What's the ideal length for a job posting?
Should you publish the same posting on all job boards?
How to write an inclusive job posting?
How to measure job posting effectiveness?
Analyse and optimise your posting in 2 minutes
Score out of 100, analysis of 10 key criteria, concrete recommendations to double your qualified applications.