Transform generic job descriptions into high-converting LinkedIn job posts that attract top talent.
Provide the job title and responsibilities. The AI will optimize your post for LinkedIn's algorithm and candidate appeal.
The average LinkedIn job post gets hundreds of applications but very few qualified candidates. The problem is not a lack of applicants. It is a lack of clarity, positioning, and algorithm optimization. Most job posts read like internal documents: lists of tasks, vague requirements, and boilerplate benefits. They do not sell the opportunity or signal what makes the role unique.
Top candidates scroll past generic posts because nothing stands out. They are looking for signals: clear impact, growth opportunity, authentic culture, and a reason to choose your company over the ten other similar openings in their feed. This tool rewrites your job post to include those signals while optimizing for LinkedIn's search algorithm so the right people see it in the first place.
LinkedIn's job search algorithm prioritizes posts that match candidate search queries, have high engagement (clicks, saves, applications), and contain relevant keywords in the right places. The headline, first two lines, and skills section carry the most weight for search visibility.
Most hiring managers write headlines like 'Marketing Manager' when they should write 'Marketing Manager, B2B SaaS, Growth and Demand Generation.' The more specific your headline, the better it matches long-tail searches from qualified candidates. This tool identifies the highest-volume keywords for your role and suggests exactly where to place them for maximum algorithm visibility.
Saying 'we have a great culture' means nothing. Candidates have read that line a thousand times. What works is specific, concrete culture signals: 'We do async standups on Slack so nobody has to wake up at 6 AM for meetings.' or 'Every engineer ships to production in their first week.'
The culture section is where your job post stops being a requirements list and starts being a pitch. This tool generates a culture section based on your inputs that uses specific examples and signals instead of generic statements. The result is a section that candidates actually read and remember when deciding whether to apply.
There is a big difference between 'Manage email marketing campaigns' and 'Own the email channel that drives 40% of our revenue, testing new formats and scaling what works.' The first describes a task. The second describes impact and autonomy.
Top candidates want to know what they will accomplish, not just what they will do. This tool rewrites your responsibilities as impact-oriented statements that show candidates the scope of the role, the autonomy they will have, and the outcomes they will drive. This approach attracts self-starters and filters out candidates who are looking for task-based direction.
Your job post headline is the first thing candidates see in search results, email alerts, and their feed. A headline that emphasizes growth will attract different candidates than one that emphasizes impact or mission. Testing multiple headlines helps you find the angle that resonates with your ideal candidate profile.
This tool generates 3 headline variants with different positioning angles so you can test which one drives the highest quality applications. You can run A/B tests by reposting with different headlines a week apart, or use the variants across different channels (LinkedIn job post vs. LinkedIn organic post vs. company career page) to see which angle converts best.
The ideal LinkedIn job post is 400 to 600 words. Posts shorter than 300 words lack the detail candidates need to self-qualify. Posts longer than 800 words lose attention. This tool generates posts within the optimal range, balancing completeness with readability.
Include the exact job title candidates search for, relevant skills (both technical and soft), industry terms, and seniority level. Place the most important keywords in the headline and first two lines. This tool generates 10 algorithm-optimized keywords with specific placement recommendations for your role.
Lead with what the candidate gets, not what you need. Open with the impact and opportunity, not the requirements. Use specific numbers and examples in your culture and benefits sections. Include a compelling CTA that creates urgency without being pushy. This tool optimizes all of these elements automatically.
Yes, when possible. LinkedIn data shows that job posts with salary information get 2x more applications. Many states now require salary transparency. Even a range like '$120K to $160K base + equity' dramatically increases application rates from qualified candidates.
Refresh your job post every 2 to 3 weeks if you are not getting enough qualified applicants. Update the headline, tweak the intro, or adjust requirements based on the candidates you are seeing. This tool provides 3 headline variants so you can test different angles without rewriting the entire post.
