How to Build a Careers Page for Startups in Australia: Attract Future Talent

I’ve seen too many founders treat their Careers Page like an afterthought, when in reality it’s one of the most powerful levers for growth. Done right, it doesn’t just fill roles—it sells your vision to the exact people who’ll help you scale.

Your Careers Page is not just a “jobs board.” It’s a living sales pitch for why someone should choose your business over every other opportunity out there. Whether you’re a two-person SaaS team in Sydney or an e-commerce startup in Melbourne, this page can make or break your ability to recruit the right people.

When Canva was still small, they built their careers page to highlight culture first—perks and roles second. That framing helped them attract designers, engineers, and marketers who weren’t just chasing a job but wanted to be part of something bigger. On the flip side, I’ve seen founders simply list open roles with no story, no benefits, and no personality. Guess what happens? High turnover, low commitment, and missed opportunities to build a lasting team.

What Exactly Is a Careers Page for Startups?

A Careers Page is the section of your website dedicated to hiring. But it’s more than a listing—it’s your chance to showcase your culture, values, and growth story while giving candidates a clear path to apply.

Think:

• Culture intro: Tell people who you are and what you stand for.

• Team values: Show how you operate day-to-day.

• Perks and benefits: Spell out what’s in it for them.

• Available roles: Keep this updated.

• CTA to apply: Make the next step obvious.

Global examples:

Atlassian uses storytelling and visuals to sell their culture; Who Gives A Crap highlights impact and mission before perks; small AU startups like Linktree lead with values and lifestyle.

Close the loop: a Careers Page is not just about jobs. It’s about why the right people should join your journey.

Why This Could Make or Break Your Business

Talent magnetism: Great talent is scarce. Your page can help you stand out without spending big on recruiters.

Cultural fit: Hiring for skills is easy; hiring for fit is where most founders stumble. A strong page filters in the right people

Scalability: Clear job listings and expectations mean less back-and-forth, faster hires, and smoother onboarding.

Trust and credibility: Showing values, perks, and transparency tells candidates you’re professional, not a gamble.

Retention impact: When people join because they buy into your mission, they stay longer and work harder.

Done poorly, you’ll waste money on bad hires. Done right, your Careers Page becomes a growth engine in itself.

Before You Start

Here’s what to line up before you draft:

• A clear articulation of your company values.

• A list of available roles with responsibilities.

• Perks/benefits written in plain English.

• A short culture story (why you exist, who you serve).

• A decision on your application process (form, email, portal).

• Optional: a short video reel of your team.

Lock these in before you start building the page.

How to Build Your Careers Page:

Step by Step

Step 1: Lead with Culture

• Write a short intro about your mission.

• Highlight team values in bullet form.

• Add a friendly tone—show personality. 

Result: Candidates see who you are before they scroll to roles.

Step 2: Showcase Perks and Benefits

• List key benefits (flexibility, remote work, training, impact).

• Don’t just say “competitive salary”—explain what else you offer. 

Result: You create a hook for candidates who value more than money.

Step 3: List Available Roles Clearly

• Add a simple CMS job feed or manual list.

• Include job titles, summaries, and a “Learn More” link.

• Keep expired roles off the page. 

Result: Candidates get clarity on what’s open and what’s not.

Step 4: Add the Application Path

• Embed an application form or upload feature.

• Offer a direct CTA (“Apply Now”).

• If using email, keep instructions dead simple. 

Result: No confusion, fewer drop-offs.

Step 5: Bring Culture to Life Visually

• Add team photos or a short culture video reel.

• Consider founder quotes or testimonials. 

Result: Candidates feel the vibe before hitting “apply.”

When in doubt, keep it simple. Clarity beats fluff.

Common Mistakes to Avoid

Posting roles without explaining culture—leads to high turnover.

Using corporate jargon—drives away the best talent.

Keeping expired jobs live—signals disorganisation.

Hiding the application link—frustrates candidates and kills momentum.

Real-World Examples

• A Brisbane SaaS startup doubled applications overnight after they added a culture reel and clearly listed perks like flexible work and wellness allowance.

• A local retail startup lost trust when they advertised roles but left them outdated for six months—candidates assumed the business was unreliable.

The Careers Page is the signal. People read it as a reflection of how you’ll treat them as employees.

What It Costs and How Long It Takes

You’ll need to budget for both money and time.

Here’s what founders usually face:

• DIY / In-house: $0–$500, 1–2 weeks. Writing and formatting in-house with simple job descriptions.

• Template/Resource: $100–$600, 1–2 weeks. Using pre-built templates or job board widgets.

• Professional / Done-for-you: $1,500–$5,000, 2–4 weeks. Copywriter + web designer to build a polished Careers Page.

  
  

• Ongoing / Renewal: $0–$200/month, 1–2 hours. Updating job postings, perks, and culture stories.

Hidden Costs:

• Time wasted on wrong hires from unclear roles.

• Lost credibility if roles are out of date.

• Opportunity cost of missing strong candidates.

Mentor Tip: Update the Careers Page quarterly—even if you’re not hiring—to keep culture fresh and authentic.

What to Do Next

✅ Download the Talent Magnet Kit. Culture Story Framework, Role Outline Template, Perks & Benefits Grid, Application Form Builder, and Team Reel Script Sheet. Build a Careers Page that sells your mission, attracts high-fit applicants, and saves you weeks of hiring friction. [ProDesk.com]

✅ Done-For-You for Careers Pages—Hire with clarity and confidence. We design culture-first Careers Pages that tell your story, showcase your perks, and attract the right people—without the recruiter overhead. We’ll build the page, polish the pitch, and help you scale with a team that believes in your vision. [Noize.com.au]

✅ StartupDeck — Build your team engine. StartupDeck gives you proven plays for recruiting, onboarding, and culture design PLUS a bonus deck of 'key players' for your startup—so every new hire compounds your growth. Skip it, and you’ll spend this quarter posting jobs instead of building believers. [theStartUpDeck.com]

By acting now, you convert insight into momentum.

The Bottom Line

A Careers Page isn’t about filling a seat—it’s about selling your vision and attracting people who’ll build it with you. If you skip the culture and only list jobs, you’ll get people chasing paychecks, not purpose. But if you highlight your values, perks, and story, you’ll attract believers.

In the early years, team is everything. Your Careers Page is where that team begins. Build it as seriously as you’d build your product.

FAQs

Do I need a Careers Page if I’m not hiring yet? 

Yes. Use it to tell your story, outline culture, and collect resumes for the future.

What perks should I list? 

Anything that matters to your avatar: flexibility, growth, culture, impact. Don’t just write “competitive pay.”

Should I post salaries? 

If possible, yes. It builds transparency and saves time filtering.

How often should I update it? 

Quarterly. Even if no new roles, refresh perks, benefits, and culture.

Can I link to external job boards instead? 

Yes, but keep the Careers Page central. Make it your owned asset.