The structure
- One sentence: who you are and what you sell.
- Income: base plus commission, a realistic range.
- What the job involves: five to seven items, as concrete actions.
- What they will be working with: product, deal size, channel, CRM.
- The working pattern: hours, format, weekends.
- Who you are looking for: three or four items you can verify.
- How selection works: how many stages, and what happens at each.
Four things that drive strong candidates away
- Income to be discussed at interview. It reads as «not much».
- Vague duties. «Working with the customer base» can mean anything at all.
- Half a page of requirements. A strong candidate does not match all ten points, so they do not apply.
- No product. The person cannot tell what they would be selling, so they cannot judge whether they could.
The last item, about the selection process, gives you more than it looks: once a candidate knows there will be a recorded test conversation, the weak ones filter themselves out and the strong ones turn up prepared.
What to be honest about
- if the traffic is cold, say so
- if there is a quota and missing it means a conversation, say so
- if income in the first two months will sit close to the base, say so
An honest ad reduces the number of applications and increases the number of people still there after month three. Hidden conditions come out anyway, and the price of that is hiring twice.
Where to publish
In Ukraine the bulk of applications come from the large job boards. Telegram channels with vacancies work as a secondary channel: fewer applications, cheaper. The owner's own social accounts produce the warmest candidates, where there is an audience.