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Hiring managers, founders, and recruiters at small and mid-size companies

Hiring announcements on LinkedIn that sound like your team

Candidates read your hiring posts to learn what working with you is like. SocialHandoff drafts a post for each open role from the job listing, in your team's voice, and routes it to the hiring manager for approval before it reaches LinkedIn or X.

Job openings get posted to a careers page and a job board, then maybe a generic "we are hiring" image on LinkedIn. The people most likely to apply, who follow your team already, never see a real reason to. When posts do go out, they sometimes list the wrong location or a salary band that changed.

How to do it

  1. New role triggers a draft Your applicant tracking system or a Make flow sends new job listings through a signed webhook.
  2. Draft with specifics The agent writes what the person will own, who they work with, and one honest challenge of the role, using the hiring post template as a guide.
  3. Hiring manager approves The approval.requested webhook pings the hiring manager, who edits and approves from the inbox.
  4. Welcome posts later When someone joins, a similar flow drafts a new-hire welcome post that the new hire sees before it goes out. 
We are hiring a senior backend engineer to own billing. You would rebuild how we meter usage, work daily with our two finance folks, and inherit one very old cron job. Remote in UTC-5 to UTC+2. Salary range in the listing.

Hiring posts are recruiting, not advertising

The best hiring posts are specific: what the person will actually do in their first months, who they will work with, and the tradeoffs. Specific posts get fewer but better applicants. An agent can pull those specifics from a job listing faster than anyone on the team. The hiring manager's review is what keeps them accurate and honest.

Setup

Permissions

The hiring agent gets draft only on LinkedIn and X. Hiring posts represent commitments to candidates, so keep them draft-only on the trust ladder. If you use multi-reviewer approvals on Pro, add a recruiter alongside the hiring manager.

Measuring hiring posts

Tag each post's application link with the UTM builder so your applicant tracking system shows which posts brought candidates. Per-post metrics show reach, but applications and qualified candidates are the numbers that matter.

Pitfalls

  • Stale posts. When a role closes, add a follow-up or stop reposting it. Rejecting a queued repost takes one tap.
  • Welcome posts without consent. Always let new hires approve their welcome post before it is published.
  • Vague perks lists. Replace them with one concrete detail about the work. Preview how it looks with the LinkedIn post preview.
  • Missing salary information. Where local rules or your own policy require a range, add that rule to brand memory so every draft includes it.

Frequently asked questions

Can job listings create drafts automatically?
Yes, if your applicant tracking system or an automation tool can send a webhook or call the REST API when a role opens.
Can the post go to both a company page and a personal profile?
Connect both LinkedIn accounts and the agent can draft for each. LinkedIn publishes one post per publish, with one image and alt text.
Who should approve hiring posts?
The hiring manager, and optionally a recruiter. Multi-reviewer approvals are available on the Pro and Agency plans.

Let your agents post. Keep the final say.

Connect your first agent in minutes. Every draft waits in your inbox until you approve it.

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