10 tips on how you can build career pages that attract top talent

10 tips on how you can build career pages that attract top talent

Your career page is a window into your culture. For a venture-backed company that just raised and needs to double the team, it is also one of the most important conversion pages on the site. The best candidates usually have options. They compare you with 3 or 4 other companies, and your career page is often where that comparison happens.

Most career pages underperform for the same reasons: generic culture claims, stock photos, vague job descriptions and an application flow that feels like filing taxes. Senior engineers and experienced go-to-market hires read straight through that.

These 10 tips focus on what persuades strong candidates to apply, and how to build the page so your team can keep it current without a developer.

1. Tell a real story

People want authenticity, not corporate fluff. "We're a passionate, fast-paced team" describes every startup on earth. Tell candidates what you are actually building, why it matters and where the company is right now.

Be specific about stage: "We raised our Series A in spring, we have 40 people across Berlin and Lisbon, and we're building the platform team from scratch." Strong candidates want to know what they are joining, including the hard parts.

2. Show the team

Faces outperform stock imagery every time. Candidates want to see who they would work with. Use real photos of your team, your office or your offsites, even if they are not perfectly produced. Authentic beats polished here.

Short quotes or written profiles from team members add depth. Ask them what they work on and why they joined, not how much they love the culture. Specific answers are far more convincing.

3. Clarify roles

A job post is a sales page for a specific role. Vague requirement lists attract vague applications. Give candidates what they need to decide:

• Responsibilities: what this person will actually do in the first 6 to 12 months.

• Growth path: how the role can develop as the company grows.

• Impact: which problem they will own and how their work connects to the business.

4. Be open about pay and benefits

Salary is one of the first things candidates look for. Publishing a range filters out mismatches early and signals that you treat people fairly. In the EU, pay transparency rules are also tightening, so check the current requirements for the countries you hire in.

List benefits concretely. "Great benefits" says nothing. "30 days of vacation, a learning budget, equity for every employee and a home-office stipend" (if true) gives candidates something to compare.

5. Explain how you work

Culture is easier to show through practices than through values. How do you make decisions? How are teams structured? Is the company remote, hybrid or office-first, and what does that mean in practice? Which tools do you use?

A short "how we work" section answers the questions candidates are too polite to ask in a first interview, and it attracts people who actually want to work that way.

6. Show the hiring process upfront

Uncertainty puts good candidates off. Lay out each step: application, intro call, technical or case interview, team meeting, offer. Give rough timelines and say what each step is for.

This small section reduces drop-off and makes your company look organized. For senior hires who are weighing multiple processes, a clear and respectful one is a real advantage.

7. Make applying fast, especially on mobile

Many candidates browse jobs on their phones. If applying requires creating an account, re-typing a CV and filling out 15 fields, you will lose people who would have been great hires.

Keep the first step short: name, email, CV or LinkedIn, and one or two meaningful questions. Ask for more detail later in the process. Test the full flow on a phone before every hiring push.

8. Run jobs from the CMS, not hardcoded pages

Hiring moves quickly. If adding or closing a role requires a developer, your career page will be out of date within weeks. Closed roles that still appear, or new ones that are missing, both cost you candidates.

Set up jobs as a CMS collection with fields for title, team, location, type, salary range and description. In Framer, that means your hiring team can publish a new role in minutes, and each role gets its own page and URL. If you use an applicant tracking system, connect it so applications land in one place.

9. Make roles findable in search

Candidates search Google for jobs, and Google can show job listings directly in results when pages carry the right structured data. Give each role its own page with a clear title, location and description, and add JobPosting structured data where possible.

Use the job titles people actually search for. "Senior Backend Engineer (Go)" will be found. "Code Ninja" will not.

10. Measure and improve the page

Treat the career page like any other conversion page. Track visits, clicks to individual roles and completed applications. Watch where people drop off.

Ask new hires what convinced them to apply and what almost stopped them. Their answers are the best input for the next iteration. Small changes, like adding a salary range or simplifying the form, often show up quickly in application quality.

Our point of view

Great career pages build emotional connection and trust. They are honest about the company's stage, show real people, describe roles concretely, and make applying easy. Most of all, they stay current, which means building them so the people doing the hiring can update them themselves.

We build career sections as part of a company's main site, on the same brand system and CMS, so they look like the company candidates are joining and keep working long after launch.

Allsite builds brands and Framer websites for venture-backed tech companies — designed to perform, and built for the teams that have to run them.