# Hiring post design: we're hiring graphics people share [Canonical HTML page](https://gradiently.design/guide/recruiter-hiring-posts) Most "we're hiring" graphics say the same thing in the same cartoon. A role card that reads in two seconds, looks like your company and fits every placement gets shared by the people you actually want to reach. ## The short version - A good hiring post shows the job title, the location or remote status, the pay range and how to apply on the image itself. - The job title should be the largest thing on the card, because candidates scan for their role before anything else. - LinkedIn shows a job link with a 1200×627 image, while feed posts work best at 1080×1350 or 1200×1200. - Hiring graphics in your own brand look more trustworthy than generic megaphone and handshake illustrations. - When several roles are open, one template filled from a spreadsheet keeps every card consistent. 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. | Element | Priority | Example | | --- | --- | --- | | Job title | Largest text on the card | Senior Product Designer | | Location or remote | Directly under the title | London or remote in the UK | | Pay range | Next to location | £65,000 to £78,000 | | How to apply | Bottom of the card | Apply by 14 November · link in comments | | Company name or logo | Small, in a corner | Your logo in its usual position | | One reason to care | Optional supporting line | Four day week, all year | Six elements, in the order a candidate scans. Anything else belongs in the job description. 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. A portrait hiring post with the job title Senior Product Designer in large type, location and salary beneath A role card: the title dominates, location and pay sit right under it, and "We're hiring" is a small label rather than the headline. ## 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. - Feed post 1080×1350: 1080 × 1350 - LinkedIn square 1200×1200: 1200 × 1200 - LinkedIn link 1200×627: 1200 × 627 - Story 1080×1920: 1080 × 1920 The four shapes a job opening needs. The link image is wide and short, so the title must be set on one or two lines. A wide link preview image for a job page, with the role title on the left and the company background on the right The same role as a 1200×627 link image. It shows whenever the careers page link is pasted into a post or message. Set the link image as the careers page's Open Graph image, so it appears automatically. [Open Graph image size](https://gradiently.design/guide/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. ### Avoid - "WE'RE HIRING" as the headline, the role in small print - Megaphones, rockets and handshake illustrations - Words like rockstar, ninja or guru - A different style for every role you post - Pay as "competitive" ### Do - The role as the headline, "We're hiring" as a label - Your own colours, type and background - Plain job titles candidates actually search - One template that every role uses - A real range, written out 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](https://gradiently.design/guide/employer-branding-design) 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. A hiring post listing three benefits for a design role on the company background A benefits card: three concrete things, not "great culture". A quote card from a team member about shipping a feature in their second week A team quote card, with permission, from someone who does the job today. 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](https://gradiently.design/guide/testimonial-post-design) has layouts that suit them, and [job announcement posts](https://gradiently.design/guide/we-are-hiring-story) 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. **Build one role card** Design it once with placeholder text for title, location, pay and closing date. 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. **Connect columns to text** Map each column to the matching text on the card, then review every version before creating it. 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](https://gradiently.design/guide/bulk-create-from-spreadsheet). ## FAQ ### What should a hiring post include? The job title, location or remote status, pay range and how to apply, with the job title as the largest text. Keep everything else for the job description. ### What size is a LinkedIn hiring post? Use 1080×1350 or 1200×1200 for a feed post and 1200×627 for the image shown when a job link is shared. ### Should I put the salary on a hiring graphic? Yes, if you can. It answers the question every candidate has, and in a growing number of places pay ranges in job adverts are required by law. ### How do I make a hiring post stand out? Lead with the role rather than "We're hiring", use your own brand colours and background instead of a stock template, and follow up with benefits and team posts. ### How can I make graphics for many open roles quickly? Design one template and fill it from a spreadsheet with one row per role, then resize the results for stories and link images.