How to Hire
How to Write a Job Posting That Attracts More Applicants
Quick answer: State the pay range, use the job title candidates actually search for, and lead with what the job offers rather than what you require — those three changes do more for application rates than any job board or software decision. Postings with a salary range consistently attract more applicants, and several jurisdictions now legally require one.
Before spending more on job boards, fix the posting. A weak listing performs badly everywhere, and the fixes cost nothing.
In rough order of impact:
1. State the pay
The single biggest factor. Candidates skip listings without a range, because experience has taught them it usually means the pay is poor. A range also filters out people whose expectations you cannot meet, which saves interviews.
Several US states and other jurisdictions now require pay disclosure. Even where it is optional, omitting it costs you applicants.
2. Use the title people search for
Your internal title is not a search term. "Field Operations Specialist II" gets found by nobody. "HVAC Service Technician" gets found.
Write the title as the candidate would type it, and add the qualifier that matters: HVAC Service Technician — EPA 608 Certified. Specific titles attract fewer but far better applicants.
3. Lead with what they get, not what you require
Most postings open with a requirements list. That is an application form, not an advertisement. Open with pay, schedule, location, and one genuine reason to work for you — then move to requirements.
This matters most in candidate-short markets. A licensed plumber has options; your posting is competing, not selecting.
4. Cut the requirements list in half
Long lists of "preferred" qualifications suppress applications, disproportionately from people who would have done the job well. Separate what is genuinely mandatory — a licence, a certification — from what is merely nice.
Put the mandatory items in a knockout question instead, where they filter without discouraging.
5. Be concrete about the day
"Fast-paced environment" and "team player" say nothing. "Four to six service calls a day, mostly residential, van provided, home by 5" tells someone whether they want the job. Concrete detail attracts people who will stay, which is the point.
6. Say what happens next
"We reply to every application within two working days" measurably increases completed applications. It signals you are organised — and then you have to do it.
What it costs, side by side
| Platform | Typical monthly cost | Billed as |
|---|---|---|
| AvaHR | $99–$457/mo | Flat per plan |
| Breezy HR | $0–$439/mo | Flat per plan |
| WizeHire | $249–$549/mo | Flat per plan |
| Workable | $299–$719/mo | Flat per plan, banded by headcount |
Pricing above was taken from each provider's own pricing page in August 2026. Always confirm the current numbers before buying — hiring software pricing changes often, and the three billing models in this category (flat per plan, per recruiter seat, and per employee on your payroll) make headline prices hard to compare without doing the arithmetic for your own headcount and number of open roles.
Where tools help
WizeHire at $249/mo includes 350+ industry-approved templates and human coaches who review your posting — genuinely useful if writing is the part you dread, and the main reason to pay 2.5× AvaHR's price.
AvaHR at $99/mo includes an AI job description generator on Premium and distributes to 100+ boards. Breezy HR and Workable both offer templates and AI assistance.
Templates make writing faster, not better. A generated description still needs your pay range, your real schedule and your actual title.
A quick test
Read your posting and ask: could this describe any company in my industry? If yes, it will perform like any company's posting. The specifics — your pay, your schedule, your vans, your customers — are the entire advantage you have.
Pricing
| Platform | Plans | What that actually gets you |
|---|---|---|
| AvaHR | Lite $99 · Plus $165 · Premium $332 · Max $457+ | Per month, billed monthly; annual billing saves up to 17%. Unlimited candidates on every plan. Lite covers 3 live jobs and 1 user; Plus 50 jobs and 5 users; Premium unlimited jobs and 25 users. 7-day free trial. |
| Breezy HR | Bootstrap $0 · Startup $157 · Growth $273 · Business $439 | Per month; annual billing includes 2 months free. Unlimited users on every plan, including the free Bootstrap tier — but Bootstrap allows only 1 active position at a time. SMS and Breezy Intelligence are paid add-ons on all tiers. 14-day trial. |
| WizeHire | Quickstart $249 · Growth $549 · Concierge custom | Per month; annual billing gives 2 months free. Quickstart covers up to 3 active job postings, Growth up to 6. Extra jobs are $99/mo each and extra locations $349/mo, so cost climbs quickly if you hire in several markets. |
| Workable | Standard $299 · Premier $599 · Enterprise $719 | Per month at the 1–20 employee band, billed annually ($3,588/$7,188/$8,628 per year); the price rises with company headcount. Texting (+$89/mo), video interviews (+$109/mo) and assessments (+$59/mo) are add-ons on Standard. The AI agent runs on credits sold separately from $0.095–$0.12 each. 15-day trial. |
Pricing above was taken from each provider's own pricing page in August 2026. Always confirm the current numbers before buying — hiring software pricing changes often, and the three billing models in this category (flat per plan, per recruiter seat, and per employee on your payroll) make headline prices hard to compare without doing the arithmetic for your own headcount and number of open roles.
Frequently asked questions
What is an applicant tracking system?
An applicant tracking system (ATS) is software that collects job applications in one place, moves candidates through hiring stages, and handles the job postings, screening, and communication around that — instead of tracking applicants in an email inbox or a spreadsheet.
What is the best option for this use case?
AvaHR is our top pick for this use case, based on setup time, pricing, and how well it fits the way these teams actually hire — though the right choice depends on headcount and budget, which the sections above cover.
Do I need a paid ATS, or is a free plan enough?
A free plan or a job board alone is usually enough if you hire once or twice a year. Once you're running multiple open roles at a time, or more than one person is reviewing applicants, a paid ATS starts paying for itself in time saved.