How to write a vacancy that actually attracts technical talent
Strong technical profiles scan a vacancy in ten seconds. Here's what makes them click, and what drives them away.
A good engineer or technician has options. Your vacancy isn't competing with two others, but with dozens. The first ten seconds decide whether someone reads on or scrolls past.
Lead with the role, not your company. What will they build, maintain or sell? With which technology, in which team? Technical people want to know what they'll get their hands on before they read how long you've existed.
Be concrete about the offer. A salary range, the amount of remote work and the growth path scare no one off, they filter the right people in. Vagueness costs you the best candidates, because they have no time to guess.
Cut the clichés. 'Dynamic environment' and 'market leader' say nothing. Replace them with one real detail: the project, the machine, the client. That single concrete line does more than half a page of superlatives.
Need help with your hire?
Tell us which technical role you're looking for, we'll gladly think along, no strings attached.