What to Post When You're Hiring

The job, a look behind the scenes and your team's own voice: a three-week plan, written examples and the rules to follow when you recruit through social media.

By the Oposto team · Published on October 9, 2026 · Use cases

When you're hiring, post three kinds of content: the job itself, written so people get it in ten seconds; a look behind the scenes of the role (the place, the tools, a typical day); and your team's own voice, with people who already do the job talking about it. A job post on its own reaches people who are already looking; the behind-the-scenes content and the testimonials bring in people who weren't looking yet.

This guide lays out a three-week plan, written examples and the rules to follow, using Corwell Woodworks, a fictional cabinet shop hiring an installer. If you want to produce this content without giving up your evenings, our guide to automating your social media shows how.

Why talk about hiring on your social accounts?

Because the people you want aren't necessarily reading job boards. A strong candidate often already has a job: they're not searching, but they can be tempted by a team they see at work. Your social accounts do three things a listing can't:

• They show the real day-to-day: the shop, the job sites, the hours, the vibe.
• They reach people's networks: your followers often know someone who's looking, and a share does the rest.
• They build trust: candidates scroll your posts before they apply. An active account reassures them.

What should you post, and where?

On LinkedIn, you can also flag the job from your own profile. According to LinkedIn Help on #Hiring, creating or sharing a job from your profile adds the #Hiring frame to your photo, features your profile in the job's "Meet the team" section and notifies your network so they can share it too. For formats specific to that platform, see our LinkedIn guide to formats and best practices.

How do you write the job post for social media?

A social post isn't the full job description: it's the front door. In a few lines, it should answer what candidates want to know first:

1. The role and the location, in the very first line.
2. The type of job (full-time, part-time, apprenticeship) and the schedule.
3. What the work actually is in a typical week, in two or three concrete sentences.
4. Pay or a pay range. Whether you must include it depends on where you're hiring, so check the rules for your state and city; either way, it's usually the first question in the comments.
5. How to apply, kept simple: a link, an email address or "send us a DM."

Example for Corwell Woodworks:

"We're hiring a full-time cabinet installer at our shop in the county. Monday to Thursday, 7:30 to 4:30, Fridays until noon. Your week: two days in the shop building boxes, three days on install with Dave at customers' homes. Valid driver's license required, the truck is ours. To apply: DM us here or call the shop. We answer everyone."

Should the application link go in the post or in the comments? That question mostly comes up on LinkedIn; we cover it in does a link in a LinkedIn post hurt reach.

What rules apply to a job post on social media?

A job posted on social media is still a job ad, and US anti-discrimination law applies. The EEOC's page on prohibited employment policies and practices (checked September 2026) states that it is illegal for an employer to publish a job ad that shows a preference for, or discourages someone from applying because of, race, color, religion, sex (including transgender status, sexual orientation and pregnancy), national origin, age (40 or older), disability or genetic information.

The EEOC gives two telling examples: an ad seeking "females" or "recent college graduates" may discourage men and older workers from applying. That's exactly the kind of phrase that slips into a quickly written post ("young, energetic team," "looking for a guy who…"). Read your post the way you'd read a formal listing, and describe the job and the skills, not the person you picture.

How do you get your team to speak up without it sounding fake?

A testimonial is the most convincing piece of content, and the easiest to get wrong. A few principles:

• Get consent in writing to use the person's image and words, and let them review the post.
• Ask concrete questions instead of "do you like your job?": "What did you learn your first year?", "What's the toughest install you've done?", "What would you tell someone on the fence?"
• Keep their words, even if they're not polished. A quote rewritten in brochure language loses all credibility.
• Show them working, not just talking to the camera.

Sample caption: "Dave, 9 years with us: 'Hardest job? Built-ins in an 1890s farmhouse. Nothing's square. Also the best one.' We're looking for someone to install alongside him."

What does a three-week plan look like?

This content fits naturally into your usual pillars (behind the scenes, team, craft): see how to find your content pillars. And once the role is filled, behind-the-scenes posts remain great material for slow weeks, as in what to post when you have nothing to say.

Which mistakes should you avoid?

• Posting the job once and then nothing: most of your followers never saw it.
• Using a stock photo: candidates want to see your shop, not a generic office.
• Using internal jargon: a job title only your staff understands scares off people coming from elsewhere.
• Leaving questions unanswered: an ignored comment under a job post says a lot about how you treat people.
• Promising a culture instead of showing it: "tight-knit team" proves nothing, a photo of the morning coffee at the shop does.

Plan your hiring campaign with Oposto

Oposto learns your brand from your website (voice, colors, products, audience) and drafts the posts, carousels and short videos with voiceover and captions for a campaign like this. Its teleprompter and video coach help your coworkers speak on camera without memorizing anything. You approve, it publishes to LinkedIn, Instagram, Facebook and your other accounts at the scheduled time, adapting each version. To prepare content together, the Owner, Admin, Editor and Viewer roles let you work as a team. Free plan, no credit card required: try Oposto.

Frequently asked questions

Should you include pay in a hiring post?

Whether it's required depends on where you're hiring, so check your state and city rules. Even where it's optional, pay is usually the first question in the comments, and sharing it saves time and brings better-matched applicants.

Does a job posted on social media follow the same rules as a job ad?

Yes. The EEOC states it is illegal to publish a job ad that shows a preference for, or discourages applicants based on, protected characteristics such as race, sex, national origin, age (40 or older) or disability. That applies to a social post too.

How do you feature a coworker who hates being on camera?

Offer a carousel with their quotes and photos of their work, or a video that shows their hands and uses their voice. Always get their written consent and let them review it.

How long should you post about an open role?

Three weeks of varied content is usually enough to reach your audience and their networks. If the role is still open, repost it with a new angle rather than the same text.