Your careers page and your job ads are the only parts of your recruiting most candidates ever see. If they are vague, long-winded or hard to read on a phone, good people leave before they apply, and you never find out. We rebuild both, starting from your employer value proposition, so the first thing a candidate reads is specific and true.
What a working careers section includes
A careers section should answer the questions a serious candidate has before they apply, in the order they ask them.
- What would I actually do? Role pages that describe a normal week, not a list of adjectives.
- Who would I work with? A plain description of the team and the manager's style.
- What's it like here? Proof points from your EVP: schedules, training, how promotions happen, what a first month looks like.
- What happens after I apply? The stages, roughly how long each takes, and who will contact them.
- Where is it? Locations, commuting realities, remote or hybrid arrangements, stated plainly.
That last two points matter more than most employers expect. Uncertainty about the process is one of the commonest reasons strong candidates hesitate.
A job-ad format managers can reuse
Most job ads fail because they open with the company history and bury the job. Our format reverses that:
- A headline with the role title people actually search for, plus one concrete reason to read on
- Two sentences on what the person will do and why it matters
- Must-haves, kept short and genuinely required
- Nice-to-haves, labelled as such so capable people aren't scared off
- What you offer, using EVP proof points rather than slogans
- The process and timeline after applying
- Required disclosures, in a fixed place in every ad
Some provinces now regulate what a public posting must include. British Columbia's government publishes guidance on wage or salary information in job postings, and Ontario's ESA guide has a section on requirements for publicly advertised job postings that took effect January 1, 2026 for employers with 25 or more employees, covering topics such as pay information, disclosure of AI use in screening and whether a vacancy exists. As of October 2026, those are the two we build template fields for by default. We point you to the source; your counsel confirms what applies.
Making openings findable
Job seekers increasingly start with a search engine rather than a job board. Google publishes job posting structured data guidelines that let eligible openings appear in its job search experience. We add that markup to your role pages, check it validates, and set up a routine to remove expired postings so stale jobs don't linger.
Results from our HVAC work show why owning your own pages matters: BoilerPart.ca grew organic traffic 180% on 2,000+ programmatic pages built on a structured template. Careers pages use the same principle on a smaller scale: one solid template, many specific pages.
Timeline and what you receive
Weeks 1–2: audit of current careers pages and the last ten job ads, plus candidate-journey review on a phone.
Weeks 3–5: new careers section structure and copy, job-ad template and the first three to five ads.
Week 6: structured data, analytics events for "apply" clicks, and a manager training session on the template.
You receive the copy, the template, a short style guide and a checklist your team runs before each posting goes live.
How results are measured
- applicants per posting who meet the must-haves, before and after
- share of careers-page visitors who start an application
- apply-click sources: search, job boards, social, direct
- time a posting stays open before a hire
These numbers feed the reporting set up in our recruiting metrics service.
Mistakes to avoid
Inflated must-have lists. Every "required" item that isn't truly required shrinks your pool.
Internal jargon in titles. Candidates search "accounts payable clerk", not your internal job code.
A careers page that never changes. Add a new proof point or team story every quarter so returning candidates see a living company.
Forgetting the phone. Most candidates first read your ad on a small screen. Test every ad there before it goes live.
See our job ad guide for a longer walk-through, or the areas page for province-by-province context.
Frequently asked questions
Do we need a separate careers website?
Usually not. A well-built careers section on your main website is easier to maintain and benefits from the visitors you already get. A separate site makes sense mainly for large employers with distinct brands.
Can you make our jobs appear in Google's job results?
We can add job-posting structured data that follows Google's published guidelines, which makes your openings eligible. Google decides what it shows, so eligibility is all anyone can honestly offer.
Will you write every job ad for us?
We write the format and the first set of ads with you, then train your managers to fill in the template. The goal is that ad quality no longer depends on us.
Do you make sure our postings meet provincial rules?
We build the template with fields for the information some provinces require, and we link the official guidance. Whether a specific posting complies is a question for your HR lead or employment lawyer.