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Key Responsibilities and Required Skills for a Job Board Specialist

💰 $65,000 - $95,000

Human ResourcesTalent AcquisitionRecruitment MarketingDigital Marketing

🎯 Role Definition

A Job Board Specialist is a strategic professional at the intersection of Talent Acquisition and Digital Marketing. This role is the architect and executor of a company's candidate attraction strategy across various online platforms. More than just posting jobs, this individual acts as a performance marketer for open positions, leveraging data, technology, and creativity to ensure job opportunities reach the right talent, at the right time, on the right channels. They are responsible for optimizing the return on investment (ROI) of the job advertising budget, managing vendor relationships, and serving as the subject matter expert on the ever-changing landscape of recruitment media. Ultimately, the Job Board Specialist is a key driver of candidate pipeline, directly impacting the speed and quality of hiring across the organization.

📈 Career Progression

Typical Career Path

Entry Point From:

  • Recruitment Coordinator / Talent Acquisition Coordinator
  • HR Assistant / Generalist
  • Junior Digital Marketer or SEO/SEM Specialist

Advancement To:

  • Recruitment Marketing Manager
  • Talent Acquisition Operations Manager
  • Senior Talent Sourcing or Strategy Specialist

Lateral Moves:

  • Employer Branding Specialist
  • SEO/SEM Specialist (with a marketing focus)
  • Talent Analytics Specialist

Core Responsibilities

Primary Functions

  • Develop and execute a comprehensive, data-informed job posting strategy across a diverse portfolio of platforms to attract a high volume of qualified applicants.
  • Manage the day-to-day operations of job distribution, including posting, updating, and expiring roles on major job boards (e.g., Indeed, LinkedIn, ZipRecruiter), niche industry sites, and professional networks.
  • Continuously optimize job descriptions and titles using SEO best practices, keyword research, and A/B testing to improve search engine rankings and attract relevant candidate traffic.
  • Administer and meticulously track the job board advertising budget, analyzing cost-per-application and cost-per-hire metrics to ensure maximum return on investment.
  • Cultivate and manage productive relationships with job board vendors and account representatives, leading contract negotiations and exploring new advertising products and opportunities.
  • Monitor and analyze the performance of all job postings, generating and presenting regular reports on key metrics such as views, click-through rates, application conversion rates, and source-of-hire.
  • Conduct rigorous A/B and multivariate testing on job titles, ad copy, and posting times to identify and scale the most effective strategies for different roles and geographic markets.
  • Serve as the internal subject matter expert on job board functionalities, recruitment advertising trends, and channel best practices, providing strategic guidance to recruiters and hiring managers.
  • Ensure all external-facing job postings are fully compliant with company branding guidelines, tone of voice, and all legal requirements, including EEO and OFCCP regulations.
  • Collaborate closely with the Talent Acquisition team to understand pressing hiring needs and develop targeted, high-impact advertising campaigns for critical or hard-to-fill positions.
  • Manage and enhance the company's employer profiles on key platforms like Glassdoor, LinkedIn, and Indeed to maintain a positive, consistent, and attractive employer brand presence.
  • Proactively troubleshoot and resolve any technical issues related to job postings, including integration failures or discrepancies between the Applicant Tracking System (ATS) and external job boards.
  • Research, vet, and evaluate new and emerging job boards, recruitment technologies, and sourcing channels to keep the company's talent attraction strategy innovative and competitive.
  • Utilize and manage programmatic job advertising platforms to automate and optimize ad placement, bidding strategies, and budget allocation based on real-time performance data.
  • Create and maintain a centralized library of compelling, inclusive, and effective job description templates that can be customized by the recruiting team.
  • Partner with corporate marketing and communications teams to align job advertising efforts with broader employer branding campaigns and social media initiatives.
  • Segment and target advertising campaigns to specific candidate personas and demographics, leveraging platform-specific tools to reach the most relevant and diverse talent pools.
  • Provide data-driven recommendations to Talent Acquisition leadership on sourcing strategies, future budget allocation, and channel effectiveness to inform strategic planning.
  • Oversee a systematic process for refreshing and reposting aged requisitions to maintain their visibility and generate a consistent, fresh flow of new applicants.
  • Analyze the end-to-end candidate journey from the initial job board interaction to the final application submission, identifying and recommending solutions for points of friction to improve the overall candidate experience.

Secondary Functions

  • Support employer branding initiatives by providing data and insights on which platforms are most effective for brand visibility and engagement.
  • Assist in the creation of supplementary recruitment marketing content, such as social media updates or career blog posts, designed to drive traffic to the company careers page.
  • Contribute to periodic talent market intelligence reports, highlighting trends in candidate online behavior, competitor advertising strategies, and emerging recruitment platforms.
  • Collaborate with the HRIS and TA Operations teams on projects related to improving recruitment process efficiency and the overall candidate experience technology stack.

Required Skills & Competencies

Hard Skills (Technical)

  • Extensive hands-on experience managing campaigns and sponsored listings on major job boards such as Indeed, LinkedIn, ZipRecruiter, and Glassdoor.
  • Deep proficiency with at least one major Applicant Tracking System (ATS), such as Greenhouse, Lever, Workday Recruiting, or Taleo, particularly concerning job posting integrations and source tracking.
  • Strong, practical understanding of Search Engine Optimization (SEO) and Search Engine Marketing (SEM) principles as they apply to job description writing and paid job advertising.
    An ability to translate complex role requirements into search-friendly, compelling copy.
  • Hands-on experience with programmatic job advertising platforms (e.g., PandoLogic, Appcast, Joveo) and an understanding of programmatic bidding strategies.
  • High proficiency in data analysis and reporting using Microsoft Excel (Pivot Tables, VLOOKUPs) and Google Analytics; experience with data visualization tools like Tableau or Power BI is a strong plus.
  • Demonstrable experience managing significant advertising budgets, tracking spend against forecasts, and calculating key recruitment marketing metrics like Cost-per-Hire and Source of Influence.
  • Thorough knowledge of recruitment compliance and legal standards in advertising, including EEO and OFCCP guidelines for job postings.
  • Proven ability to design and execute A/B tests for creative copy, titles, and calls-to-action to methodically improve campaign performance.
  • Familiarity with the backend management of employer branding profiles on various career-centric websites and social media platforms.
  • Competency in creating and presenting clear, concise, and data-driven reports and strategic recommendations to stakeholders at various levels.

Soft Skills

  • Superior Communication: Exceptional written and verbal communication skills, with a talent for crafting persuasive, clear, and engaging copy.
  • Analytical Mindset: Strong analytical and problem-solving abilities, with a natural curiosity for interpreting data to uncover insights and drive strategic decisions.
  • Meticulous Organization: Exceptional attention to detail and organizational skills, capable of flawlessly managing multiple campaigns, budgets, and priorities simultaneously.
  • Collaborative Partner: A natural collaborator with a service-oriented mindset, able to build strong, effective relationships with recruiters, hiring managers, and marketing colleagues.
  • Results-Oriented Driver: A proactive and self-motivated individual who is focused on achieving measurable results and constantly seeks opportunities for process improvement and optimization.
  • Astute Negotiator: Strong vendor management and negotiation skills to ensure favorable terms and strong partnerships.
  • Adaptability: Thrives in a fast-paced, dynamic, and data-driven environment, comfortable with ambiguity and change.

Education & Experience

Educational Background

Minimum Education:

  • Bachelor's Degree or equivalent practical experience.

Preferred Education:

  • Bachelor's Degree with a concentration in a relevant field.

Relevant Fields of Study:

  • Human Resources
  • Marketing / Digital Marketing
  • Communications
  • Business Administration

Experience Requirements

Typical Experience Range:

  • 2-5 years of direct experience in talent acquisition, recruitment marketing, or performance-based digital marketing.

Preferred:

  • Experience working within a corporate talent acquisition function or a recruitment advertising agency is highly desirable.
  • A proven track record of using data to improve recruitment outcomes.
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