Job Posting Length Guidelines

300–700 words is the sweet spot for most roles. Too-short postings (<300 words) lack critical details and lead to 27% more unqualified applications. Too-long postings (>800 words) lose attention and reduce completion rate by an average of 3.7% per additional 100 words.

The exact optimal length varies by role type: Individual Contributors (300–600 words), Managers (400–700 words), Executives (500–800 words). Focus on quality and relevance over mere word count. A concise 450-word posting with clear structure outperforms a wordy 700-word posting with filler content.

Yes, 500–800 words are appropriate and necessary for executive roles. Leaders make strategic career decisions and need detailed context on: organizational architecture, reporting structures, strategic transformation, cultural expectations, boardroom dynamics, and long-term vision.

A VP Engineering posting with only 400 words appears unprofessional and suggests lack of strategic depth. Conversely, even executive postings shouldn't exceed 900 words—instead, use links to detailed strategy documents or executive briefings for deeper insights.

Structure executive postings in clear sections: Strategic Context (15%), Role Scope & Responsibilities (35%), Leadership Expectations (25%), Requirements (15%), Compensation & Benefits (10%). This breakdown maximizes scannability for time-pressed executives.

Maximum 5–7 core responsibilities, strictly prioritized by importance. Each additional responsibility beyond 7 reduces clarity and increases cognitive load. Don't list obvious activities ('Answer emails', 'Attend meetings').

Structure responsibilities with context: Include time allocation ('50% of your time'), frequency ('Weekly strategy reviews'), or scope ('Leading 3 cross-functional teams with 18 members'). Use active verbs and quantifiable outcomes: Instead of 'Team leadership' → 'Lead and develop a 12-person engineering team focused on performance optimization and skill development'.

Avoid long, nested bullet points. Keep each point to 15–25 words. If a responsibility needs more explanation, use sub-bullets or a separate 'What you'll achieve' section.

Yes, definitely. Job board versions (LinkedIn, Indeed, StepStone) should not exceed 300–500 words. These platforms penalize overly long postings with reduced search visibility and higher bounce rates due to mobile-first usage.

Structure job board postings with 'progressive disclosure': Frontload the most critical information (role, seniority, key skills, location, salary range) in the first 100 words. Then compact responsibilities (3–5 points) and must-have requirements (maximum 2). Link prominently to your careers page for complete details on benefits, culture, and team structure.

Use job board analytics: Track bounce rate at different points in your posting. If 60%+ of views drop off within the first 30 seconds, your opening is too long or irrelevant. Optimize iteratively based on data.

Track three metrics: 1) Completion rate (how many read the entire posting), 2) Time-to-apply (duration between first view and submit), 3) Application quality (percentage of qualified applicants). A completion rate below 40% indicates overly long or irrelevant content.

Conduct A/B tests: Create a shorter variant (e.g., 450 instead of 650 words) and test over 100+ views. Compare not just application volume, but especially candidate quality. Sometimes a shorter posting generates more, but less qualified applications.

Use heatmaps and scroll tracking: Tools like Hotjar or LinkedIn Talent Insights show exactly where candidates drop off. If 70% never scroll to your requirements, your responsibilities section is too long. Cut ruthlessly or restructure.

68% of all job postings are read on mobile devices. A desktop-optimized 800-word posting becomes 4–5 scroll pages on smartphones, increasing bounce rate by up to 54%. Design mobile-first: Maximum 500 words, short paragraphs (2–3 sentences), generous whitespace.

Use expandable sections for optional details. Core info (role, key responsibilities, top 3 requirements) should be visible without scrolling. Additional info (benefits details, team structure, 'nice-to-have' skills) can be hidden in accordion sections that expand on interest.

Test your posting on real devices: iPhone SE (smallest common display), standard Android, tablet. Use large, tappable buttons ('Apply now', 'Learn more') and avoid tiny links. Mobile-optimized postings convert 31% better than desktop-first designs.

Use 'layered information architecture': Layer 1 (Must read): Role, impact, top 3 responsibilities, top 3 requirements—200–300 words. Layer 2 (Should read): Complete responsibilities, nice-to-have skills, team context—another 200–300 words. Layer 3 (Can read): Detailed benefits, company history, cultural values—links to separate pages.

Replace text with visuals where possible: Instead of 150 words about tech stack → infographic with logos. Instead of long benefits list → comparison table. Instead of company history → short team video. Visuals are processed 60% faster than text and increase retention by 42%.

Write scannably: Use subheadings every 150–200 words, bold key terms, bullet points instead of prose for lists. A well-structured 700-word text feels shorter than a monolithic 500-word block. Test with the 'squint test': When viewing your posting from 2 meters away, the hierarchy should be immediately recognizable.