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Most hiring posts on LinkedIn read like job descriptions pasted into the feed. Role title, bullet points, "apply here." They get scrolled past.
The posts that actually fill roles look different. They read like something a person wrote, not something HR approved. They lead with what the candidate cares about, not what the company wants to say.
Below are 7 hiring post examples you can copy and customize, plus a step-by-step breakdown of how to write your own from scratch.
Hiring Post vs. Job Listing: What's the Difference?
Before writing anything, make sure you're using the right tool for the job.
A LinkedIn job listing is the paid (or free-tier) feature where you post a formal role through LinkedIn's Jobs platform. It shows up in job search results, collects applications through LinkedIn's system, and costs money if you want to promote it. LinkedIn's official guide covers this path.
A hiring post is an organic post in the feed, written by you, a recruiter, a founder, or a team member. It shows up alongside regular content. No application form, no cost. Just a post that says "we're looking for someone" and tells people why they should care.
Both are useful. Job listings reach active job seekers. Hiring posts reach passive candidates, people who aren't actively looking but might be interested if the right opportunity shows up in their feed. The best approach uses both.
This article focuses on the organic hiring post: the one you write and publish yourself.
Tip: You can also add a #Hiring frame to your profile photo to signal you're actively recruiting. It's free and takes 30 seconds.
7 LinkedIn Hiring Post Examples (Copy and Customize)
These examples cover different tones, formats, and scenarios. Pick the one closest to your situation and make it yours.
Example 1: The Direct Announcement
Best for: When you need to fill a role quickly and want clarity over creativity.
We're hiring a Senior Product Designer in Berlin (hybrid).
You'd be joining a 6-person design team working on fintech products used by 2M+ people. The role is hands-on. You'll own the full design process from research to shipped pixels.
What you'd get:
• A team that actually ships (we deploy weekly)
• Competitive salary (€75K–90K) + equity
• Real ownership, not just wireframes that sit in Figma
If this sounds like you, drop me a DM or apply here: [link]
Know someone who'd be great? Tag them 👇
Why it works: Leads with the role and location — no filler. Salary range signals transparency. "Real ownership, not just wireframes" speaks to a specific frustration designers have. The tag prompt extends reach beyond the poster's network.
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Example 2: The Employee Spotlight
Best for: When you want to show what it's actually like to work there, from someone who does.
I've been at [Company] for two years. When I joined, I was the third engineer. Now we're 18.
The thing I didn't expect: I'd be shipping features to production in my first week. No six-month onboarding, no "shadow someone for a quarter." Just: here's the problem, here's the codebase, let's go.
We're hiring two more backend engineers. If you want a place where you write code that matters from day one, I'd love to chat.
DM me or apply here: [link]
Why it works: A real person telling their real experience. Specific details ("third engineer," "first week") make it credible. It's personal, not corporate. Posts from individuals consistently get more reach than company page posts. According to AuthoredUp data, personal profiles see a median of 751 impressions per post versus 431 for company pages.
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Example 3: The Founder's Letter
Best for: Early-stage companies where the founder's story IS the selling point.
When I started [Company] two years ago, I spent nights writing code in my living room.
Today we have 40 customers, $2M ARR, and a product people actually love (check our G2 reviews, I'm not making this up).
What we don't have: enough people. I'm looking for a Head of Marketing who wants to build, not manage. Someone who's written their own landing pages, run their own campaigns, and knows that "brand awareness" means nothing if nobody signs up.
The role is remote. The pay is competitive. The equity is real.
Interested? DM me. Curious but not sure? Also DM me.
Why it works: The founder's voice is specific and human. "Check our G2 reviews" is a show-don't-tell move. "Build, not manage" filters for the right personality. The closing line lowers the barrier. "Curious but not sure" invites a conversation, not a commitment.
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Example 4: The Carousel Post
Best for: Roles with complex details or when you want to show the team/culture visually.
Slide 1: We're growing the team. Here's what you should know before applying.
Slide 2: The Role. Senior Account Executive, mid-market SaaS. You'd own the full cycle from first call to signed contract.
Slide 3: The Team. 8 AEs, 2 managers, a RevOps lead who actually fixes Salesforce (yes, really).
Slide 4: What You'd Earn. OTE: $140K–$180K. Base: $80K–$95K. Uncapped commission.
Slide 5: Why Our AEs Stay. Average tenure: 2.4 years (industry avg: 1.3). We don't burn people out on cold calls.
Slide 6: Apply here or DM me with questions → [link]
Why it works: Carousel format forces structure and keeps people swiping. Each slide answers one question. The "industry avg" comparison in slide 5 is a data point that builds trust. Carousel posts tend to get strong engagement on LinkedIn because the algorithm rewards time spent on a post.
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Example 5: The Culture Post
Best for: When culture is your actual differentiator (not just a buzzword).
Every Friday at 3pm, our engineering team does "demo hour." Anyone can show what they built that week. No slides, no prep, just screen share and explain.
Last week, a junior developer showed a monitoring dashboard she built in her first two weeks. The CTO asked if we could ship it to customers. We did.
That's the kind of place this is.
We're hiring frontend and backend developers. Remote-first, async-friendly, no meetings before 11am.
Apply here: [link]
Why it works: A specific story beats generic culture claims. "No meetings before 11am" is a concrete policy, not a vibe. It helps candidates picture how the team actually operates day to day. The more concrete the detail, the easier it is for the right people to self-select in.
Example 6: The Referral Ask
Best for: When you want to tap into second and third-degree connections.
I'm not posting this to brag. I'm posting because I need your help.
We're looking for a data engineer and I've been searching for three months. The right person probably isn't actively applying to jobs right now. They're heads-down building pipelines somewhere and they're happy enough, but maybe not excited.
If you know someone who's great with Spark, Airflow, and dbt, and who might be open to a conversation (not a commitment), please tag them or send them my way.
I promise a respectful, no-pressure chat. Salary range: $130K–$160K, remote US.
Why it works: Honesty about the struggle ("three months") makes it feel real. "Not a commitment" and "no-pressure chat" lower the friction for both the referrer and the candidate. Specific tech stack filters for relevance.
Example 7: The Social Proof Hire
Best for: When you've just made a great hire and want to ride the momentum.
Welcome to the team, [Name] 🎉
[Name] joins us as our new VP of Customer Success. She spent the last four years at [Company X] where she scaled CS from 5 to 35 people and cut churn by 40%.
Why she joined us? "I wanted to build again, not just maintain." (Her words, not mine.)
If that resonates, we're also hiring a CS Manager and two CSMs. Same team, same energy.
Details here: [link]
Why it works: Celebrating a hire humanizes the company. The new hire's quote adds credibility. Someone chose to join, which validates the opportunity. And it creates a natural opening to promote other roles on the same team.
How to Write Your Own LinkedIn Hiring Post (Step by Step)
If none of the examples above fit exactly, here's how to write one from scratch.
Step 1: Open with a hook, not the job title
Your first line determines whether people keep reading or scroll past. "We're hiring a Marketing Manager" is informative but not interesting. Try opening with something that pulls the reader in:
- A problem the role solves: "Our customers keep asking for a feature we haven't built yet."
- A personal statement: "I've been doing the work of three people. It's time to fix that."
- A specific result: "This team grew revenue 3x last year. Now we need someone to lead what's next."
If you're not sure where to start, AuthoredUp's hooks library has 200+ opening lines you can adapt, including ones specifically designed for hiring and announcement posts.
Step 2: Lead with what the candidate gets
Most hiring posts spend 80% of the text on what the company needs. Flip it. Start with what the person gets:
- What will they own? (Not "responsibilities." Actual outcomes.)
- What will they learn?
- What's the compensation? (Salary ranges build trust and save everyone's time.)
- What's the working setup? (Remote, hybrid, office. State it clearly.)
Step 3: Keep it scannable
LinkedIn is a feed. People skim. Use short paragraphs, line breaks, and the occasional dash or bullet point. One idea per paragraph.
A good hiring post is 100–200 words. Anything over 300 starts to lose people unless it's a carousel or a story with real narrative pull.
Step 4 End with a specific CTA
Don't just say "apply now." Tell them exactly what to do:
- "DM me with your LinkedIn profile"
- "Apply here: [direct link to the role]"
- "Comment 'interested' and I'll send you the details"
- "Tag someone who'd be great for this"
A combination works well. Give them an easy action (DM/comment) and a formal path (apply link).
Step 5 — Post from a person, not a company page
This matters more than most people realize. Posts from personal profiles reach more people. In our data, personal profiles see a median of 751 impressions per post. Company pages see 431. That's a 74% reach advantage.
If you're in HR or talent acquisition, post from your own profile. Tag the company. Let the company page reshare it. But the original post should come from a human.
How to Get Your Team to Share Hiring Posts
A hiring post from one person reaches one network. The same post shared by five team members reaches five networks, often with very different audiences.
Employee-shared content performs well. Posts from personal profiles that mention a company get a median of 1,171 impressions, compared to 797 for posts that don't mention one (based on AuthoredUp's analysis of 75,000+ posts). The company mention acts as a trust signal.
Here's how to make team sharing actually happen:
Make it effortless
Don't ask people to "write something about the role." Write 2–3 variations of the hiring post and share them internally. Let people pick one, tweak it in their own voice, and post. Using AuthoredUp, you can draft multiple versions and share them with team members so they can publish directly. No copy-pasting from Slack.
Let them make it personal
The best employee shares add a personal angle. "I've been on this team for a year and here's why I think you should join" is more compelling than a reshare with no comment. Encourage team members to add one sentence about their own experience.
Tag strategically
When you post, tag 2–3 team members who the new hire would work with closely. This puts the post in their network's feed and gives candidates a face to connect with.
Best Practices for Format, Timing, and Reach
Format
Text posts work for most hiring content. If the role has complex details (multiple openings, team structure, compensation breakdown), use a carousel. The swipe format keeps people engaged. Image posts with a "We're Hiring" graphic get attention but often lack the detail that drives applications.
Timing
Post on weekday mornings. LinkedIn activity peaks Tuesday through Thursday between 8–10am in your target candidate's timezone. Avoid Friday afternoons and weekends. LinkedIn's algorithm favors posts that get early engagement, and weekday mornings give you the largest active audience.
Hashtags
Use 2–3 relevant hashtags. #hiring and #opentowork are standard. Add one role-specific tag (#productdesign, #dataengineering, #salesjobs). More than 5 hashtags looks spammy and doesn't improve reach.
Repost with a different angle
One post won't fill a role. Repost the opening 7–10 days later from a different angle: a team member's perspective, a project the role would work on, or an update on application volume. Each angle reaches a different segment of your network.
Inclusive language
Drop gendered terms ("rockstar," "ninja," "he/she"; use "they"). Remove unnecessary requirements that discourage qualified candidates from applying ("must have 10+ years" when 5 would do). Research consistently shows that women apply when they meet 100% of listed requirements, while men apply at 60%.
FAQ: LinkedIn Hiring Posts
What should I include in a LinkedIn hiring post?
At minimum: the role title, location (or remote status), what the person will do, what they'll get (compensation, growth, culture), and a clear CTA (how to apply or get in touch). The best posts also include a personal hook: why this role matters or what makes the team worth joining.
How do I write a catchy hiring post on LinkedIn?
Open with something other than "We're hiring." Start with a story, a problem the role solves, or a surprising fact about the team. The first line is everything on LinkedIn. It determines whether people click "see more" or scroll past. See the 7 examples above for specific approaches.
How do I announce that we're hiring on LinkedIn?
Post from a personal profile, not just the company page. Write a short post (100–200 words) that leads with what makes the role interesting, include the key details, and end with a CTA. Tag team members and ask them to reshare. Add the #Hiring frame to your profile photo for extra visibility.
When is the best time to post a hiring post on LinkedIn?
Weekday mornings, Tuesday through Thursday, between 8–10am in your target candidate's timezone. This is when LinkedIn activity is highest and early engagement signals to the algorithm that your post should be shown to more people.
Should I use a carousel or text post for hiring?
Text posts work for straightforward roles where the hook and CTA are enough. Carousels work better when you need to convey more detail: multiple openings, team structure, compensation breakdown, or culture visuals. Carousels also tend to get higher engagement because the swipe mechanic increases time spent on the post.
How often should I repost a job on LinkedIn?
Every 7–10 days, but change the angle each time. First post from the hiring manager, second from a team member, third highlighting a specific project. Repeating the exact same post looks spammy and reaches diminishing audiences.
Can I use LinkedIn's #Hiring feature on a personal profile?
Yes. The #Hiring profile frame is available to anyone with a LinkedIn account. Go to your profile photo, click the frame icon, and select the #Hiring option. It adds a green banner visible to anyone viewing your profile.
What's the difference between a LinkedIn job posting and a hiring post?
A job posting uses LinkedIn's Jobs platform. It appears in job search results and can be free (limited) or paid (promoted). A hiring post is an organic feed post written by a person. Job postings reach active job seekers. Hiring posts reach passive candidates who aren't searching but might be interested. Both are useful, and using them together works best.
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