How to Introduce a Role You're Hiring for on LinkedIn (Without Sounding Like a Job Description)

Nobody Reads Your Job Descriptions

I'm going to be blunt. When you copy-paste a job description into a LinkedIn post, almost nobody reads it. They see the wall of bullet points, the "5+ years of experience in..." requirements, and the corporate language, and they keep scrolling.

It's not that people aren't interested in jobs. It's that your format is wrong for the platform.

LinkedIn is a place where people consume stories and ideas. A job description is neither. It's a compliance document dressed up as content.

What Actually Works

The hiring posts that get traction on LinkedIn all share a few things in common. They sound like a person talking, not like an HR template. They tell a story about the company and the team. And they make you feel something — excitement, curiosity, the urge to learn more.

Here's the formula I've seen work over and over.

Start With What's Happening at the Company

Before you talk about the role, give context. Why does this role exist right now? What's going on at the company that created this need?

Bad opening: "We're looking for a Senior Product Manager to join our growing team."

Good opening: "Six months ago we had 200 customers. Today we have 1,400. Our product team is drowning in the best possible way — more feature requests, more use cases, more opportunities than we can handle. So we're hiring our first Senior PM to own our core product."

See the difference? The first one is forgettable. The second tells a growth story. It gives you context. It makes you think "wow, this company is moving fast."

People want to join companies with momentum. Show them the momentum.

Talk About the Team, Not the Org Chart

Nobody cares that they'll "report to the VP of Engineering." They care about who they'll actually work with day to day.

Bad: "You will report to the Director of Marketing and collaborate cross-functionally with product and sales teams."

Good: "You'll work directly with me and our two senior designers. We're a small team that ships fast — last quarter we launched three major features in six weeks. We argue about product decisions at lunch and celebrate wins on Friday afternoons."

Paint a picture of what it actually feels like to be on this team. Who are the people? What's the vibe? What have they accomplished recently?

This is what candidates are actually trying to figure out. Not your reporting structure — your culture.

Describe the Work, Not the Requirements

Here's a question: if you read most job descriptions, could you actually tell what someone in that role does on a Tuesday afternoon? Usually not. It's all "drive strategy" and "lead initiatives" and "optimize processes."

Instead, get specific about the actual work.

Bad: "Drive product strategy and roadmap prioritization for our platform."

Good: "You'll spend your first month talking to 30 customers to understand what's broken. Then you'll own the decision on what we build next quarter. Right now the biggest question is whether we double down on our API or build a self-serve dashboard — and that'll be your call."

That specificity is magnetic. A strong candidate reads that and immediately starts forming opinions. They think "I know exactly how I'd approach that." That's the reaction you want.

Write Like You're Texting a Friend

Imagine your friend asks "hey, what's this role you're hiring for?" You wouldn't respond with a bulleted list of requirements. You'd say something like:

"We're growing like crazy and need someone to run our content. You'd basically own our blog, social, and email — I've been doing it all myself and I'm drowning. Looking for someone who's done B2B content before and can actually write, not just manage. The team is awesome, comp is strong, and you'd have a ton of autonomy."

That's 60 words and it's more compelling than 95% of job descriptions. Because it sounds real.

Your LinkedIn hiring post should have that same energy. Conversational. Honest. Specific about what matters.

The Structure That Works

Here's a simple structure for your next hiring post:

1. The context (2-3 sentences) — What's happening at the company that created this role
2. The team (2-3 sentences) — Who they'll work with and what the team is like
3. The work (3-4 sentences) — What they'll actually do, with specific examples
4. The hook (1-2 sentences) — Why this role is exciting right now
5. The ask (1 sentence) — DM me, apply here, or tag someone

That's it. No bullet points of requirements. No "nice to haves." Save that for the actual job listing. The LinkedIn post is the trailer, not the movie.

One More Thing: Ask Your Network to Share

End your post with a direct ask. "Know someone who'd be great for this? Tag them or send them my way." LinkedIn's algorithm rewards posts that get comments and shares. When people tag friends, your post reaches way beyond your own network.

The best candidates aren't actively looking. They're happily employed, scrolling LinkedIn, and a friend tags them in your post. That's how you find them.

If you're posting hiring content regularly, tools like TeamPost can help you draft and schedule posts so you're not starting from scratch every time you open a new role. And if you want your team posting about open roles too, check out how to encourage employees to post on LinkedIn — employee networks reach 10x more candidates than company pages.