Hiring post design: we're hiring graphics people share

Good hiring post design comes down to one card that answers a candidate's first four questions at a glance: what is the role, where is it, what does it pay and how do I apply. Make the job title the biggest thing on the image, put location and pay directly beneath it, and dress the whole card in your company's own look rather than a stock "we're hiring" cartoon. Then make versions for the feed, for stories and for LinkedIn's 1200×627 link image, so the post looks deliberate wherever it is shared.

What a role card needs to say

A candidate scrolling LinkedIn is scanning for their own job title. If it is buried under "Join our amazing team", they are gone. Put information in the order people look for it.

Showing pay is a design choice as well as a policy one: a number on the card answers the question every candidate has, and in a growing number of places pay ranges in job adverts are a legal requirement. Check the rules where you hire.

Sizes for hiring posts on every platform

A role usually goes out in three places: a feed post, a story and a link to the careers page. Each wants a different shape. The link image matters more than people expect, because it is what shows when anyone, including your team, shares the job link.

Set the link image as the careers page's Open Graph image, so it appears automatically. Open Graph image size explains the setup; 1200×627 and the general 1200×630 are close enough that one design works for both if you keep the words away from the edges.

Avoid the generic hiring graphic

Search for "we're hiring" templates and you will find the same megaphone, the same handshake and the same yellow and black. They are quick, but they make your company look like everyone else's, and candidates use your posts to judge what working with you would be like.

Your hiring posts are part of your employer brand: the impression a candidate forms of your company before they ever speak to you. Employer branding covers the wider picture, from culture posts to the careers page itself.

Turn one opening into a short series

One post rarely reaches everyone. A small series, spread over a week or two, gives the role several chances to be seen and answers more of a candidate's questions.

1. The role card, on the day the job opens.
2. What you get: three specific benefits.
3. A day in the role, told by someone in the team.
4. The interview process in four steps, so nobody is surprised.
5. A closing date reminder a few days before applications close.

Real quotes from your own team, used with permission, do more than any line of copy. Testimonial post design has layouts that suit them, and job announcement posts cover the story format in detail.

Design every open role from one spreadsheet

Recruiters with ten open roles do not want to design ten cards by hand, and doing so is how styles drift. A better method is one template and one spreadsheet.

1. 1

   Build one role card

   Design it once with placeholder text for title, location, pay and closing date.

2. 2

   List the roles in a spreadsheet

   One row per role, one column per field, headings in the first row. Save it as CSV.

3. 3

   Connect columns to text

   Map each column to the matching text on the card, then review every version before creating it.

4. 4

   Make the other sizes

   Resize the finished cards to story and link image sizes, checking that long job titles still fit.

Gradiently's bulk create does exactly this on Pro: one page plus a CSV, every version reviewed before it is made, and one Undo if you need to start again. The spreadsheet stays in your browser. Because the background is a Mark that makes room for the words, a long title like "Principal Infrastructure Engineer" stays as readable as a short one. See bulk create from a spreadsheet.