Claude Prompts for Job Postings That Convert

[Paste JD]. Write a LinkedIn job post: hook line that stops scroll, 1-paragraph problem framing, role summary in 3 bullets, what makes us different (1 paragraph), comp range, application CTA. Under 250 words. Conversational not corporate.

[Paste JD]. Adapt for Indeed: SEO-optimized title (specific role + location + level), comp range upfront (Indeed weights heavily), bulleted responsibilities (scannable), benefits + culture, simple application CTA. Indeed is search-driven; LinkedIn is feed-driven. Different optimization.

[Paste engineering JD]. Adapt for niche boards (HN, Hacker News Who's Hiring, Lobsters, specialized Slack jobs channels). Tone: respect technical reader, lead with stack + problem, no marketing fluff, specific tech challenges, salary range explicit, async-friendly framing if applicable.

[Paste sales JD]. Write outreach copy for direct sales hiring: LinkedIn DM to prospects, email to recommended candidates, referral incentive copy, agency brief if using recruiter. Sales hires often passive — find them where they are.

[Paste role description]. Generate 5 different opener hook lines: contrarian claim, problem-first framing, founder-voice personal, mission-led, contrast against competitors. Each under 25 words. Tag which audience each works for. I'll pick + iterate.

[Paste JD]. Write an opener that AVOIDS clichés: no "we're looking for a passionate...", no "fast-paced startup", no "rockstar", no "amazing team", no "competitive comp + benefits." Original voice. The role compelling on its merits, not buzzwords.

Problem-led opener for [role]. Format: 1 sentence describing the actual problem this role solves, 1 sentence on consequences if unsolved, 1 sentence on why this is hard, 1 sentence on what success looks like. Then transition into role. Engineer + product hires respond strongly to problem framing.

[Paste base job post]. Create 3 variants for A/B testing different angles: (A) prestige-led ("join the team that built X"), (B) impact-led ("ship products X people use"), (C) growth-led ("learn from team that did X, ship Y"). Same role, different draws. Track which converts higher.

[Paste current job post + describe traffic + apply rate]. Audit for conversion: is the apply CTA visible enough? Is the comp upfront? Is the apply process visible (1-form vs multi-step)? Is the WIIFM (what's in it for me) clear in first 100 words? 5 specific changes ranked by impact.

Optimize the job post title for [role]. Current: [paste]. Generate 5 alternatives optimized for: search engine matching (specific role keywords), candidate scan-ability (job + level + location), differentiator if helpful (remote / 4-day week / equity-heavy). Tag tradeoffs per variant.

[Paste 3-5 of our existing job posts + about page]. Synthesize our employer voice: tone (formal/casual), persona (founder-led / corporate / community), what we emphasize (mission/comp/team/growth), what we minimize, signature phrases. Output style guide for future posts.

Write a job post specifically distributed to diversity-focused channels (HBCU career sites, Lesbians Who Tech, /dev/color, etc.). Different from main post: explicit on inclusion practices, comp transparency, hiring committee diversity, support structure for underrepresented hires, what we DON'T want to be (avoid being patronizing).

[Paste JD]. Adapt for remote-first audience. Different from in-office: timezone expectations, async vs synchronous norms, video meeting culture, equipment + stipend, retreat frequency, what "remote" actually means (anywhere / specific timezones / specific countries). Ambiguity hurts both sides.

Write a post for hiring entry-level / apprentice / bootcamp grads. Different from senior post: framing on growth + mentorship, what we provide (training, mentor, projects), realistic expectations year 1, comp transparent (often where this category gets exploited), inclusion of non-traditional paths.