LinkedIn hiring post generator
Get a 'we're hiring' post that actually sells the role, not just lists it.
You just made one post. RightHandMan.io writes one for every page of your website, automatically, in your voice.
What is the hiring post generator?
This tool writes a we are hiring post that sells the role to the people you actually want to apply. You give it the role, the company, and the must-haves, and it produces a post that explains why the job is worth wanting, not just a copy and paste of the bullet points from the job description. The aim is a post a strong candidate stops scrolling for.
Most hiring posts are written as if the only goal is to be found. They list the title, the requirements, and a link, and they treat the candidate as the one who needs to impress. The good ones flip that. They acknowledge that strong people have options, and they spend a few lines on what the work is actually like, who they would be joining, and why it matters. That small shift in posture is what gets the right people to apply.
How to use it
- Enter the role you are hiring for and the company or team it sits in.
- Add the must-haves, the two or three things a candidate genuinely needs, not the wish list of twenty.
- Generate the post, then add a clear next step so people know exactly how to apply.
Writing a hiring post that good candidates actually answer
Sell the work, not the perks. Free snacks and a fun culture are not why a skilled person takes a job. The problems they will get to solve, the people they will learn from, and the autonomy they will have are. Describe a real piece of work the new hire would own in their first few months, and the right candidate will picture themselves doing it.
Cut the requirements list to what matters. A wall of twenty bullet points scares off exactly the capable, slightly-under-confident people you most want, and it tells strong candidates you do not know what the job needs. Name the few things that are genuinely non-negotiable and let the rest be nice to have. You can always assess depth in the interview.
Be honest about the hard parts. A line about what is genuinely challenging in the role, the pace, the ambiguity, the stage the company is at, builds more trust than another sentence about how great everyone is. Candidates who self-select toward the real challenge tend to stay. Those drawn only by the gloss tend not to.
Who it's for
This is for founders, hiring managers, and the marketing or people team running a company page that doubles as a recruiting channel. A hiring post often pulls more reach than any other thing a page publishes, which makes it worth getting right. RightHandMan supports the steadier side of that work. It reads your website, the about page, the culture posts, the product pages, and turns them into LinkedIn posts that keep the page warm between openings, so when you do post a role you are not shouting into a page that has been silent for months. Pair a hiring post with an announcement for a bigger expansion, or find more page ideas in the company page post ideas tool.
Frequently asked questions
Should I put the salary in the post?
If you can, yes. Posts with a salary range get more qualified applicants and fewer time-wasters, and candidates increasingly skip roles that hide it.
How many requirements should I list?
As few as you can. Name the two or three things that genuinely matter and treat the rest as bonus. Long requirement lists deter the capable people who do not tick every box.
Can I post the same role more than once?
Yes, with a different angle each time. Post the opening, then later a day in the life of the team, then a note on what you are looking for. It keeps the role visible without feeling repetitive.
Should the company page or a person post the job?
Both work, and posting from both extends reach. A personal post from the hiring manager often feels warmer, while the company page reaches followers and signals the role is real.
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"RightHandMan read our whole website and handed me three months of on-brand posts in an afternoon. Our page went from our quietest channel to our biggest source of inbound."