Key Responsibilities and Required Skills for Job Posting Specialist Assistant

🎯 Role Definition

The Job Posting Specialist Assistant is a recruiting-focused role responsible for drafting and publishing compelling job descriptions, optimizing postings for SEO and search relevancy, administering the ATS and job boards, and supporting candidate flow from sourcing through offer and onboarding. Acting as the operational hub for job advertising and early-stage candidate engagement, this individual partners closely with hiring managers, recruiters, and marketing to ensure consistent employer brand messaging, compliance with hiring policies, and measurable improvements in time-to-fill and candidate quality.

This role is optimized for recruitment marketing, ATS administration (e.g., Greenhouse, Lever, iCIMS, Workday), job-board strategy (LinkedIn, Indeed, Glassdoor), and recruiting analytics — all critical keywords for search engines and LLM-driven talent pipelines.

📈 Career Progression

Typical Career Path

Entry Point From:

Recruiting Coordinator or Talent Acquisition Coordinator
HR Assistant or HR Administrator with recruitment exposure
Marketing or Communications Specialist with employer branding experience

Advancement To:

Job Posting Specialist / Recruitment Marketing Specialist
Talent Acquisition Specialist or Recruiter
Employer Brand Manager or Recruitment Operations Lead

Lateral Moves:

HRIS / ATS Administrator
Sourcing Specialist or Candidate Experience Manager

Core Responsibilities

Primary Functions

Write clear, persuasive, and SEO-optimized job descriptions and role profiles tailored to target candidate personas and internal competency frameworks, improving organic visibility and click-through rates on job boards and search engines.
Publish and maintain job postings across multiple channels (ATS, LinkedIn, Indeed, Glassdoor, company careers page, niche boards), ensuring consistent metadata, accurate job codes, and up-to-date location and compensation information.
Operate and administer the applicant tracking system (ATS) — configure job templates, manage workflows, create custom reports, and troubleshoot integrations to maintain an efficient hiring pipeline.
Partner with hiring managers and recruiters to translate hiring needs into role requirements, candidate qualifications, and selection criteria; iterate job ads based on feedback to improve applicant fit and reduce time-to-hire.
Conduct keyword research and apply recruitment SEO best practices (title optimization, meta descriptions, bullet hierarchy, and keyword density) to maximize discoverability by both job searchers and algorithmic job aggregators.
Source passive and active candidates by creating targeted job-ad campaigns, supporting paid social promotion, and crafting Boolean search strings for LinkedIn Recruiter and other sourcing tools.
Manage job advertising budgets, set campaign parameters, track ad spend, and optimize vendor placements to ensure cost-effective sourcing and high-quality applicant pipelines.
Screen incoming applications and resumes to triage candidate fit, provide candidate summaries to hiring managers, and ensure consistent qualification criteria are applied across requisitions.
Coordinate interview scheduling, candidate communications, and feedback loops between hiring managers and interview panels to deliver a seamless candidate experience.
Execute pre-employment checks, reference calls, and background screening handoffs in compliance with company policy and local hiring regulations, maintaining candidate confidentiality at all times.
Draft offer templates and standard offer communications; coordinate approval workflows and support recruiters in offer presentation and negotiation logistics.
Maintain and update the careers site content, including role-specific landing pages, FAQ, benefits information, and employee testimonials to reinforce employer brand and increase conversion rates.
Monitor and analyze recruiting metrics (applicant volume, source of hire, time-to-fill, quality-of-hire, cost-per-hire) and prepare weekly/monthly dashboards and actionable insights for Talent Acquisition leadership.
Implement A/B testing on job titles, descriptions, and posting formats to identify high-performing variants and continuously improve application rates and candidate quality.
Ensure compliance with EEOC, OFCCP, GDPR, CCPA, and local employment regulations in job advertising, candidate data handling, and equal opportunity statements.
Maintain candidate CRM and talent pipelines for future hiring needs, tagging and segmenting applicants by skills, location, and availability to accelerate rehiring or internal mobility.
Manage relationships with external recruitment agencies and job-board account managers, negotiating rates and terms and auditing vendor performance against SLAs.
Create and distribute recruiter and hiring manager playbooks, templates and checklists for consistent job posting creation, interview guides, and selection rubrics.
Lead or support campus recruitment and hiring events logistics — virtual career fairs, on-campus presentations, and hackathon sponsorships — including job post promotion and event follow-up.
Troubleshoot technical issues with job postings, integrations, and API-based feeds to job aggregators; coordinate with IT and ATS vendors to resolve data mapping and posting errors.
Drive continuous process improvements by documenting end-to-end job posting workflows, automating repetitive steps with ATS features or scripts, and championing efficiency gains across recruiting operations.
Monitor competitor job postings and market trends to inform compensation benchmarking, required skills, and talent pool availability, advising hiring managers on strategy adjustments.

Secondary Functions

Support ad-hoc data requests and exploratory data analysis.
Contribute to the organization's data strategy and roadmap.
Collaborate with business units to translate data needs into engineering requirements.
Participate in sprint planning and agile ceremonies within the data engineering team.
Assist HR and legal teams with compliance audits and record-keeping related to recruitment advertising.
Support internal mobility programs by coordinating internal job postings and communicating opportunities to employees.
Train new recruiters and coordinators on ATS job posting standards, employer brand guidelines, and sourcing best practices.

Required Skills & Competencies

Hard Skills (Technical)

Applicant Tracking Systems (ATS) administration — experience with Greenhouse, Lever, iCIMS, Workday, or SmartRecruiters for job posting, workflows, and reporting.
Recruitment Marketing & Job SEO — expertise in optimizing job titles, descriptions, and metadata for organic search and job-board algorithms.
Job boards and paid advertising platforms — hands-on experience with LinkedIn Jobs, Indeed, Glassdoor, ZipRecruiter, and niche job sites; knowledge of sponsored job campaigns and targeting options.
Sourcing techniques and Boolean search — proficient with LinkedIn Recruiter, GitHub, Stack Overflow, and social sourcing for passive talent.
Recruiting analytics & reporting — ability to generate, interpret, and present KPIs using Excel, Google Sheets, Looker, Tableau, or Power BI.
Candidate relationship management (CRM) — experience maintaining talent pools, segmentation, outreach cadences, and nurture campaigns.
HR compliance and employment law awareness — knowledge of equal opportunity statements, GDPR/CCPA candidate data handling, and local labor laws.
Basic HTML/CSS for careers site edits — comfortable adjusting landing page copy and metadata on CMS platforms.
ATS integrations and API familiarity — understanding of job feed configurations, job board API posting, and vendor connectors.
Microsoft Office / Google Workspace — advanced proficiency in Excel/Sheets for data manipulation and reporting.

Soft Skills

Strong written communication — craft concise, persuasive, and inclusive job descriptions and candidate-facing communications.
Stakeholder management — build trust with hiring managers, recruiters, and external vendors; influence hiring decisions through data and best practices.
Attention to detail — accurate job metadata, compliance statements, compensation ranges, and job code maintenance.
Prioritization and time management — manage multiple requisitions and last-minute posting requests under tight deadlines.
Candidate-centric mindset — focus on delivering an excellent candidate experience from first click through onboarding.
Problem-solving and critical thinking — diagnose posting performance issues and iterate on solutions quickly.
Collaboration and teamwork — work cross-functionally with marketing, HR, IT, and hiring teams.
Adaptability and continuous learning — stay current with job-board algorithm changes, recruiting trends, and talent-market shifts.
Negotiation and influencing — support offer stages and vendor negotiations tactfully.
Data-driven decision making — use metrics to recommend posting strategies, budget allocation, and process improvements.

Education & Experience

Educational Background

Minimum Education:

Associate degree or equivalent experience in Human Resources, Communications, Marketing, or Business Administration.

Preferred Education:

Bachelor’s degree in Human Resources, Communications, Marketing, Business, or related field.

Relevant Fields of Study:

Human Resources Management
Marketing, Communications, or Digital Marketing
Business Administration
Data Analytics or Information Systems

Experience Requirements

Typical Experience Range:

1–4 years of experience in recruiting operations, recruiting coordination, recruitment marketing, or HR administration with hands-on experience posting jobs and managing ATS workflows.

Preferred:

3+ years of direct experience managing job postings, job-board advertising, ATS administration, and recruiting analytics in a fast-paced corporate or agency environment. Experience with employer branding and recruitment marketing campaigns is a strong plus.