Make Your Careers Page Work Harder for You
Here’s a little inside scoop: we can usually tell (within seconds) how well a company’s search has gone before they ever come to us, just by looking at their careers page.
Sometimes we land on a page that’s fresh, inviting, and easy to navigate, and we think, “alright, they’ve been putting in the work.” Other times, we see a hard-to-find Careers page with a single outdated posting and an application process that feels like trying to solve a Rubik’s Cube blindfolded.
Your careers page is one of the most important (and most overlooked) tools you have for attracting talent. It’s not just an HR formality, it's your silent recruiter, working 24/7. And if it’s not pulling its weight, you’re losing good candidates before you even know they exist.
Here’s how to make sure your page is doing its job – and then some.
Start with the “Why”
Before you list a single role, give people a reason to want to work with you. Candidates aren’t just looking for a paycheck. They want purpose, belonging, and a reason to care. Keep it authentic and human. A couple of clear, heartfelt paragraphs about your values, culture, and what it’s really like to work with your team can do more than any corporate buzzword ever could.
Make it look like you
If your brand is sleek, modern, and people-focused, but your careers page still looks like it was built during the dial-up days, you’re sending mixed signals. Use the same tone, visuals, and style as the rest of your site. And please, use real photos of your actual team. Stock photos have their time and place, but on a Careers page? Hard pass.
Sell the whole experience
Yes, the open job matters. But so does what comes with it: growth opportunities, flexibility, benefits, and the little perks that make your company worth showing up for. Think of your careers page as your employee value proposition in action. Why do people stay? What do they tell their friends about working there? Lead with that.
Make it easy
If applying takes 15 clicks, a PDF download, and a small prayer, you’ve already lost great candidates. Keep the process short, mobile-friendly, and clear. Make sure your postings are searchable. “Project Manager – Philadelphia” is much easier to find that “Project Manager Ninja.”
Keep it alive
My greatest pet peeve is an outdated careers page – ask our own recruiters, I’m always bugging them to keep Juno’s as up-to-date as possible! An outdated job board is like a storefront with cobwebs – it makes people wonder if you’re even open. Even if you’re not actively hiring, share details about future opportunities or offer a way for people to join your talent community. Additionally, if your LinkedIn “Open Jobs” section is up to date (and it should be), your website needs to match it. Candidates often check both, and nothing kills trust faster than seeing different roles or outdated postings on your own site.
Your careers page sets the tone for the entire candidate experience before a conversation even starts. A polished, up-to-date, and authentic page signals that you value your people and you’re serious about hiring the right ones. A neglected one? It sends candidates running to the next opportunity.
The talent you want is out there, actively looking. The question is: will they find a careers page that makes them want to click “Apply,” or one that makes them hit the back button? The answer could be the difference between your next great hire and your next long, drawn-out search.
Make Your Careers Page Your Secret Weapon
Your careers page should be your best recruiter, not your biggest obstacle. We know how to position your brand, your culture, and your opportunities so top talent cannot wait to hit “Apply.”