Don't Post Your Next Job Ad Until You See This

Are you hiring for Search Market talent? Let's talk. https://www.searchforhire.com/contact... Your job ad is costing you A-players, and it's probably not the copy. Josh Peacock (Search for Hire) breaks down the 6 things missing from almost every job ad he reads, and why fixing them takes one 90-minute meeting, not a rewrite. In this episode: 1. A real senior SEO manager ad, read the way a strong candidate actually reads it 2. Why vague phrases like "fast-paced" and "self-starter" show up in every ad (it's not laziness) 3. Why you need an ICP for candidates, not just for clients 4. The 6 things the best hiring brief Josh has ever received did differently 5. How one law firm client filled a tricky role in 23 days, not luck 6. The 4 things that actually belong in a job ad 7. The 6 questions every strong candidate is silently asking on a screening call 8. The 90-minute framework that replaces the rewrite Chapters: 0:00 Why candidates scroll past your ad 0:26 What a normal job ad says 1:06 What candidates actually hear instead 2:32 The ad is the readout, not the problem 3:11 Why requirements don't excite A-players 3:19 Your ICP for hiring, not just clients 4:15 The 6 things the best brief did 5:27 Why slow clients lose more candidates 5:58 How one client filled a role in 23 days 7:01 What actually belongs in a job ad 7:42 What candidates ask on screening calls 8:21 The 90-minute fix and scorecard 9:59 How Josh wrote his own job ad 11:27 What to do before your next ad ABOUT SEARCH FOR HIRE We are specialist headhunters for the search marketing industry. SEO, paid, growth and performance talent placed into specialist agencies and in-house brand teams. 95% of roles filled within 25 days. Every placement guaranteed for a full year. Hiring, or want to talk about keeping the people you already have? https://www.searchforhire.com/contact... Connect with me on LinkedIn:   / joshpeacock-searchforhire   #seohiring #agencygrowth #employeeretention ------------------------------------ Here's your one-page cheat-sheet. Every term from the video, defined properly: Outcome-focused scorecard: a one-page brief built before a job ad is written, 3-5 measurable outcomes for year one, what the person owns in the first 90 days, a 60/40 behavior-to-skill weighting, who to screen in vs out, and a committed decision timeline. ICP for hiring: the same exercise agencies already run for their dream client list, applied to candidates, who they are, what they care about, what they're afraid of, and what makes them choose you over three other conversations. The readout: Josh's term for what a vague job ad actually reveals, not bad copywriting, but a sign nobody in the business has agreed what the role owns yet.