Give the reader enough verified information to decide whether to open the brief, without publishing facts the client has not approved.
A public feed post has a smaller job than a full vacancy brief. It needs to identify the opportunity, make the relevant facts easy to understand and point to the right next step. It should also make clear that you are the recruiter representing the opportunity, rather than a member of the client's team.
These LinkedIn job post templates are for an agency consultant preparing a feed post. They are editable, hypothetical patterns, not real vacancies or formal LinkedIn Jobs listings. Replace every bracket with an approved fact and delete any sentence you cannot substantiate.
Choose the version that matches the vacancy
A permanent role, a temporary assignment and a confidential search need different information. Use the version that lets you say what is known without implying more.
| Situation | Lead with | Confirm before drafting |
|---|---|---|
| Permanent appointment | Recognisable role title, location and the work | Approved responsibilities, employment terms, shareable remuneration and client-naming decision |
| Temporary or contract work | Actual engagement type, duration and working pattern | Approved classification, rate basis, hours, location and which dates are confirmed |
| Confidential search | What can be shared about the work and how to request details | Agreed anonymity boundaries, permitted facts and a destination that preserves them |
LinkedIn's job-posting advice recommends recognisable job titles and direct language. Its quality guidelines require truthful, accurate and complete information for formal Jobs listings. Those policies do not turn a feed post into a Jobs listing, but accuracy is a useful standard for the copy you prepare here too.
Template 1: a permanent role with a clear reason to read
Choose this when the client has approved a public description of the appointment. Name the work before reaching for a claim about culture or growth. The reader should be able to tell what the role involves without needing to believe that it is a dream opportunity.
I'm recruiting a [recognisable role title] for [approved client name or description] in [approved location].
The role focuses on [primary responsibility], with responsibility for [specific approved scope]. It may be relevant if you have [job-related experience or capability from the brief].
The confirmed terms include [employment type], [working arrangement] and [approved remuneration information, if shareable].
Read the brief and apply here: [approved application link]. If you would like to discuss the role first, contact me at [approved business contact route].
[recruiter name], [agency name]
Before publishing, compare the scope and requirements with the current brief. A desirable capability should not become an essential requirement because that makes the post sound more selective. LinkedIn's job-description guidance says the description should accurately reflect the work.
Use client-approved employer claims only. “Growing team”, “flexible culture” and “clear promotion path” each say something a reader may rely on. If you have no support for them, describe the confirmed responsibility and working arrangement instead.
Template 2: temporary or contract work with usable terms
Choose this when the engagement's practical details are central to the decision. Use the approved engagement type rather than treating “temporary” and “contractor” as interchangeable labels. A duration or start date under discussion should not be presented as settled.
I'm recruiting a [role title] for a [approved temporary/contract engagement description] based in [location].
The assignment involves [specific work] across [approved scope]. The confirmed working pattern is [hours/days/roster and on-site or other arrangement].
[Confirmed start timing and duration, or an accurate statement of what remains to be agreed.]
The approved rate is [amount and unit], [explicit treatment of superannuation, loading or allowances where relevant and confirmed].
Review the full terms and application details here: [approved link]. For questions before applying, contact [business contact route].
[recruiter name], [agency name]
Don't fill the rate line from a similar assignment. Confirm the rate, unit and relevant inclusions with the responsible person, including applicable award or agreement considerations. Where the basis is not ready, hold that line and resolve what can appropriately be advertised before publication.
The Fair Work Ombudsman's job-ad guidance says advertised rates cannot breach the Fair Work Act or a fair work instrument such as an award or agreement. That is not a blanket rule that every Australian advert must publish a salary. It is a reason to verify any pay information you choose to publish, rather than invent an attractive number or leave its basis ambiguous.
Keep any promise of extension out unless it is authorised and accurately qualified. A possible extension is different from a guaranteed term. The post should help a person evaluate the engagement that exists.
Template 3: a confidential search with a genuine next step
Use this when the client has approved anonymous public promotion. The absence of a name does not make every other detail safe to publish. Agree the combination of location, sector, scope and project detail that can appear together.
I'm representing a client on a confidential [role title] search in [approved location detail].
The role is responsible for [approved broad scope]. Relevant experience includes [job-related capability the client has authorised for public use].
I can share [approved information available at this stage] through [agreed confidential discussion or application route]. Some employer details are being withheld at this public stage.
If the scope is relevant, contact [business contact route] to discuss the brief and the next step. I will explain what can be shared before you decide whether to proceed.
[recruiter name], [agency name]
This version gives a concrete route without pretending the reader has already agreed to be represented. Follow your agency's process for sharing further information and agreeing a submission.
For organisations covered by Australia's Privacy Act, OAIC APP 6 guidance addresses permitted uses and disclosures of personal information. It does not decide your client's commercial confidentiality terms. Check both where they apply; an accurate detail is not automatically appropriate for public disclosure.
Hypothetical edit: remove the identifying clues as well as the name
Suppose a client withdraws permission to be named before the post goes out. The draft names the employer, describes a distinctive project and links to a page whose title shows the client name.
Changing the first sentence to “a confidential client” leaves the other clues in place. Return to the agreed public-fact boundary. Replace the distinctive project detail only with an approved broader description, and use a permitted route that does not reveal the employer in its page title or preview. Check any attached image, logo, filename visible to readers and link text as part of the final item.
If no useful anonymous description or appropriate destination is approved, hold the post. Confidential does not have to mean vague, but it does mean someone must decide what can be said.
Review the public item, not only the words
Open the destination as the intended reader would see it. Does it describe the same role, employment type and conditions? Does the application route work, and is someone responsible for questions? A correct post pointing to an obsolete brief is still an unfinished handoff.
Check that the version represents your authority accurately. “We're adding to our team” implies you work for the hiring employer. An agency consultant can usually be clearer with “I'm recruiting for” or “I'm representing a client”, matched to the actual engagement.
Use requirements that relate to the job. Avoid adding unsupported age, background or personal-character language to make a template feel lively. Keep claims about eligibility and working conditions within the approved brief and the review your agency requires.
Finally, confirm any closing date is real. There is no need to add “last chance” to a vacancy with no approved deadline. A clear scope and next step give the reader something useful without manufactured urgency.
If you need the broader planning process, the recruitment social media guide covers it. These templates stay with the copy and facts of one vacancy. The message approval guide helps with the separate question of testing the release decision.
Prepare the post, then make the publication decision
FluxHire's AI prepares social drafts in the composer, where you can review the wording against the vacancy brief. Client names are kept out of the generated social post. You still need to check the whole public item for identifying detail, including the link and preview; removing a name alone does not settle confidentiality.
In FluxHire's social media tools for recruiters, publishing or scheduling runs from a confirmation card a person presses. A colleague approves where the drafter cannot publish, and edits after approval return the post to drafts. The practical benefit is a prepared post you can inspect, with an actual person taking the release action. These feed templates do not imply that the composer creates a formal LinkedIn Jobs listing.
Request early access with one approved vacancy brief and the person who owns its public facts. Supported records, integrations and review steps are confirmed with each team. Evaluate whether the prepared draft and confirmation step fit the way your desk should represent an opportunity.