How to Post Job Listings in Australia: The Complete Guide for Startup Founders

Hiring isn’t simply about filling a seat.It’s about inviting someone into the future you’re building.

Your job listing is the first moment a person imagines themselves inside your mission.It shapes whether they scroll past…or think, “I could belong here.”

Most founders treat a job ad like a checkbox — task, salary, responsibilities.

But people don’t commit to tasks.

They commit to purpose.

I remember the first role I ever posted online.

I used a generic template because I wanted to move fast.

Applications flooded in — resumes stacked high —but almost no one was the right fit.

It wasn’t a pipeline problem.

It was a clarity problem.

The day I rewrote the listing to speak to why the role matters and who it was truly for, something changed.

Fewer applications came in… but the right ones did.

That’s when it clicked:

A great job listing doesn’t attract more people.It attracts the right people.

People who see the role as a chance to contribute — not just a paycheck.

Building your team is an exciting milestone. Your want your listing to find the right people.

What Exactly Is a Job Listing?

A job listing is the public advertisement of your open role—the “front door” to your recruitment process. It’s what candidates see on job boards and in search results.

It usually includes:

• Clear job title and role purpose

• Key responsibilities

• Required skills and experience

• Location and working arrangements

• Salary or pay range

• Instructions on how to apply

Examples of job boards in Australia:

• Seek — the most widely used platform for professional roles.

• LinkedIn — ideal for knowledge-based, executive, or network-driven roles.

• Indeed — high reach, especially for casual and volume hiring.

• Niche boards — industry-specific sites for tech, healthcare, creative, etc.

Posting is easy. Posting well takes strategy.

Why Job Listings Could Make or Break Your Business

A good listing matters because it:

• Shapes first impressions — candidates judge your professionalism by your ad.

• Improves reach — gets you in front of the right candidates, not just any.

• Saves time — fewer irrelevant applications to sort through.

• Ensures compliance — accurate ads reduce risk under Fair Work Australia.

• Builds retention — when people know what they’re signing up for, they stick around.

A poor listing is like a bad sales pitch—it turns away the very people you need.

Before You Start

Prepare these first:

• A clear job description (purpose, responsibilities, requirements)

• Salary range benchmarked for your industry

• Approval of role and budget (if co-founders/investors involved)

• Decision on where to advertise (Seek, LinkedIn, Indeed, niche boards)

• A plan for reviewing applications and scheduling interviews

This way, when you hit “publish,” you’re confident—not scrambling.

Job listings are about clarity, not volume.

How to Post Job Listings:

Step by Step

Step 1: Choose the Right Platform

Pick based on role type:

• Seek — best for most professional roles.

• LinkedIn — strong for specialist and leadership roles.

• Indeed — good for casual or high-volume hiring.

• Niche boards — industry-specific.

Result: your listing reaches the people you actually want to hire.

Step 2: Write a Clear Job Title

• Keep it standard: “Marketing Manager”, not “Growth Ninja”.

• Avoid internal jargon.

• Check common titles on Seek/LinkedIn for SEO.

Result: candidates can find your listing easily.

Step 3: Craft the Job Ad Copy

• Open with a hook about your mission.

• 5–7 responsibilities.

• 4–6 requirements (separate must-have vs nice-to-have).

• Highlight culture and benefits.

• Use plain English—skip buzzwords.

Result: you attract candidates aligned with both role and culture.

Step 4: Include Salary and Logistics

• Add salary or range (legally required in some cases).

• State location + hybrid/remote details.

• Mention visa/work rights if needed.

Result: candidates self-select based on clear info.

Step 5: Set Up the Posting

On your chosen platform:

• Create employer account.

• Upload company logo/branding.

• Paste ad copy into fields.

• Choose duration (typically 30 days).

Warning: don’t overpay for premium upgrades unless testing ROI.

Step 6: Promote Beyond the Job Board

• Share the link on LinkedIn and founder networks.

• Encourage team sharing.

• Post in relevant groups or Slack communities.

Result: wider reach without extra ad spend.

Step 7: Monitor and Refine

• Track application volume and quality.

• Adjust copy if needed mid-campaign.

• Respond quickly—top candidates move fast.

Result: you optimise in real time instead of waiting 30 days.

Mistakes to Avoid

Clickbait job titles → attracts wrong applicants.

Overloaded requirements → deters strong candidates.

No salary range → reduces trust and applications.

Post and forget → stale ad with no traction.

Real-World Examples

• A Sydney SaaS startup posted a “Marketing Rockstar” ad with 20 requirements → 300 applications, none qualified. Rewritten with a standard title + 6 requirements → hired in 2 weeks.

• A Melbourne café posted a casual barista role with no pay info → weak response. Re-posted with hourly rate + perks → applications doubled.

  
  

What It Costs and How Long It Takes

Direct Costs (2025/2026):

• Seek: $275–$400 per listing

• LinkedIn: $200–$500+

• Indeed: free basic; $10–$20/day for sponsored

• Niche boards: $100–$500

Timeline:

• Draft: 1–2 days

• Setup: 30–60 min

• Live listing: 30 days

Hidden Costs:

• Time wasted on irrelevant applicants

• Lost revenue if vacancy drags on

• Overspending on boosted ads without refining copy

Money-saving tip: Start with one platform (usually Seek) and boost via your own channels before upgrading.

What to Do Next

✅ Partner with Noize — book a session at noize.com.au to secure your hiring and scaling essentials.

✅ Use The StartupDeck — 200+ strategies to make better decisions and grow faster [theStartUpDeck.com].

The Bottom Line

Posting job listings might look tactical—but it’s strategic leverage. It’s not about quantity of applications, it’s about clarity, reach, and authenticity.

Get it wrong, and you’ll waste weeks. Get it right, and you’ll attract people who are capable, aligned, and excited to join you.

Founders who master job postings aren’t just hiring—they’re selling their vision to the right people.

FAQs

Which job board works best in Australia? 

Seek is the most widely used, but LinkedIn and Indeed are strong depending on the role.

Do I need to include salary? 

Yes—salary ranges increase trust and applications, and are sometimes required.

How many platforms should I post on? 

Start with one, then share across your own networks.

What if I don’t get enough applications? 

Refine your title and copy, add salary, promote beyond boards.

Should I manage listings myself or outsource? 

As a founder, do your first few. Outsource once hiring volume scales.