Free tool · for recruiters
Fifteen things to post that aren't a job ad.
Tell it your niche. You get post ideas aimed at the people who hire, each with a line on what to put in it. You already know the answers. This asks the questions.
What to post when it isn't a job ad
Job ads are written for candidates. The people who can give you a brief scroll past them. What makes a hiring manager stop is evidence that you understand their market better than the last recruiter who emailed them.
The generator draws on five angles. Market view: what has changed for the companies you serve. Hiring mistakes: what clients get wrong, and what it costs them. Behind the search: how you actually find and check people. Numbers you already have: figures from your own desk. Straight talk: an opinion you hold that others would argue with.
Each idea comes with a line on what to cover. The detail has to come from you, because your own searches are the one thing no other recruiter can copy.
Questions
How often should a recruiter post on LinkedIn?
For clients, PoisedHQ writes three to five posts a week. If you are writing them yourself, one considered post a week is better than five rushed ones.
Are these ideas written by AI?
No. They are prompts built around the niche you type in. The knowledge that goes into the post is yours.
Can I get more ideas?
Yes. Press "Give me different ones" for a new set, or open the full post ideas library.
Should I ever post a job ad?
Sometimes, but it should not be the only thing on your profile. A hiring manager who finds nothing except vacancies learns that you talk to candidates, and nothing about what you know.