6 Ways to Improve the Content on your Careers Page

Franchises, restaurants, and businesses of all shapes and sizes are constantly in sales mode- either selling their product to customers, their business idea to investors, or their employment opportunities to candidates.

These days, hiring has become a two-way street. Just as employers evaluate candidates, those same candidates are sizing up potential employers. And some of the same practices that apply to sell products and business ideas are just as effective in persuading your would-be applicants.

Recall the many online purchases you’ve made since the arrival of e-commerce. Chances are, you’ve peeked at customer reviews and compared products side-by-side at some point. Many reviews available today before you purchase a product include photos and videos of the product in use, demographic details about the reviewer, and a lengthy description of the customer’s experience.

Prospective employees are, in essence, searching for a “product.” In this case, it’s a bit bigger than a product – it’s their job. Before investing the time required to apply for a position, candidates want to learn exactly what it could be like to work for your company (and your competitors!) 

Every employer has the ability to make a unique impact on a candidate in a variety of ways. However, you only get a short amount of candidates time and attention. You need to convey your corporate culture, company history, perks, and employee experience with a few words, images and videos. Here are a handful of ways to show prospective employees what your company is made of:

1. Authentic Team Photos

Remember when you could just buy a few stock photos, slap them onto a website, and call it a day? Those days are long gone. Today’s candidates are much more tech-savvy than they used to be, they can tell the difference between a stock photo and a real one.

Real photos of actual employees wearing your uniforms, doing the actual job, and having fun, are more likely to resonate with your applicants. It helps them visualize what it would be like to work with and for you. Take a look at the recruiting photo below for Goldfish Swim School. These ladies are clearly real swimming instructors – they even have wet hair to prove it!

2. Visible Values

Accepting a job offer is similar to joining a new group of friends, or even a new family. Employees want to make sure they’ve found a good fit that compliments their personal values – before making the leap and securing employment.

Sharing your corporate mission and values on your careers page gives candidates an idea of what your organization stands for. Is your company fun and casual, employee-driven, community-focused, or maybe all of the above? This type of information doesn’t have to wait until the interview process. Try to find a meaningful way to incorporate your values into your careers page. Sometimes written content about why candidates might want to work there will do the trick, like this example from Logan’s Roadhouse:

Video content is also very effective in describing corporate values, as in this example from Planet Fitness:


Whichever format you use, make sure to spell out your core values so applicants can enter the process with a clear understanding of what makes your organization so great!

3. Active Social Media Presence

Social media use among the general population is staggering. According to figures we found on Social Media Today:

  • Teenagers consume nearly 9 hours PER DAY on social media.
  • 30% of all online time is used for social media.
  • Of that online time, 60 percent of it happens on a mobile device.

If you’re looking to make an impression on your future candidates, it makes sense to be visible where they are spending a huge chunk of their time. Having an active social media presence is a great way to do just that.

Keep in mind, social media management is a busy job. It means posting about your company’s hiring activity, adding employee appreciation, interacting with customers and thanking them for kind comments, and sharing updates to your brand on platforms like Twitter, Facebook, Instagram, and Snapchat. Frequent activity on social media will create more ways to interact with and direct candidates straight to your careers page (and right into your hiring funnel). Here’s an employee appreciation Facebook post from Logan’s Roadhouse about their long-time employee, Anna Mason:

Social media also serves as an easy way to share job postings, like this one from Retro Fitness:

Whether you decide to only post job openings, or sprinkle in openings, employee stories, and interesting news, make sure you post regularly. Employees need to see frequent activity on social media to legitimize your organization. Social media icons make it easy for a viewer to reach out to someone in their network who they know might be a good fit. 

4. Detailed Employee Testimonials

There’s a treasure trove of data showing that customers are much more likely to purchase products with reviews. Employee testimonials are not much different – but instead of selling a physical product, your employees are selling “the dream experience”.

Connecting prospective candidates with your current employees helps to build confidence and excitement around the possibility of a new job. Candidates will identify with your current staff when your real-life employee explains how your brand has invested in them, launched their career, taught them new skills, and helped them give back to their community.

Written employee testimonials are effective, but there’s nothing quite like listening to someone gush about their job. The optimal format for conveying that excitement online, is video. 

Logan’s Roadhouse employee Hollie Sweeden shares her enthusiasm for her role as Division Training Coordinator in this career spotlight video:

5. Captivating Careers Video

The power of video extends beyond your employee testimonials. To capture the true essence of your company culture, consider creating a fun, informative careers video! Seeing employees in action and hearing from corporate leaders (and even founders) can really demonstrate why your business stands out from your competitors.

Don’t just take our word for it… take a look at this careers video from Jersey Mike’s:

Candidates learn that Jersey Mike’s is a business with a celebrated history – a company with integrity that uses fresh ingredients, Jersey Mikes has a consistent and repeatable method, and each employee is invested in the process. What could be better than that? Consider how you might create something similar that highlights your business’s unique attributes.

6. A Well-Defined Career Path

With all the tips we’ve just shared, you’re much better equipped to attract more candidates into your hiring funnel. But you can take it even a step further! Some companies can boast a real career path for candidate growth. If you can find a way to do this too, you’re much more likely to attract rockstar candidates and keep them for the long term.

When creating content for your careers page, make sure prospective employees know that there’s a way to move beyond entry-level openings. Showcase team members who started at the bottom and moved up through the ranks from an hourly employee, to team lead, to manager, to maybe even executive. You never know – employees browsing your careers page today could be with you all the way from entry-level to sitting at your executive table, many years from now.

Here’s a wonderful example from Logan’s Roadhouse: 

A defined career path video can show applicants that we all have to start somewhere. Those that start from humble beginnings can get on track for long-term career growth and success.

Today’s Applicants Require Authentic Content That Gives Them a 360-Degree View of Your Company.

In order to attract quality candidates in today’s competitive market, hiring processes must change with the times. Part of your hiring process is how candidates interact with, and their first impression of your Careers Page. 

Want to learn more?

Request a free personalized demo of CareerPlug today and one of our certified Hiring Experts will show you how your Careers Page can help make the right hires.

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Nicolle Gatlin

Manager of Partner Success

Kacie Sommers

Creative Design Manager

Kacie was born and raised in Houston, Texas, and graduated from The University of Texas at Austin in 2012 with a degree in Anthropology.

Kacie joined CareerPlug as an intern while still in college in 2012. Post-graduation, she joined the CareerPlug team full-time as a Talent Specialist on the Recruitment Services side of the business, eventually working her way up to be the Recruitment Services Manager. From there, she learned her passion for the internal processes of what makes the business tick and explored other roles at the company, including Internal Support, Implementation, and Quality Management, before eventually finding her home in Design. She is now building a Creative Design branch off of the Marketing team.

Outside of work, you can find Kacie walking her dogs Bixby & Bean along Buffalo Bayou, hanging out with friends (and their pets), and tending to her 40+ house plants.

Jenny Leman


Native to Texas, Jenny graduated from the University of Texas at Austin in 2004 and joined CareerPlug in 2017. She retired her first career path as a Registered Dietitian after 10 years, and has found her true belonging in business operations.

As CareerPlug’s President, Jenny leads all teams to an aligned effort toward achieving our vision. She works to build healthy and scalable internal systems to equip and empower the CareerPlug teams to bring their best for our clients. She loves contributing new ideas and rethinking the status quo. Jenny really connects with the company’s core values, but especially with our intent to “Keep Growing.”

In her non-work life, Jenny enjoys time with her family, playing drums and performing with the Austin Samba School, and finding excuses to be on the lake.

Chris Igou

Vice President of Sales

Chris accidentally started a 20-year career in franchising when he was 18 years old and took a job painting houses for College Pro Painters. That job turned into the ownership of his first franchise (a house painting franchise). While at Monmouth College in IL, he operated his business, played on the varsity football team, and studied to become a teacher.

The taste of entrepreneurship and desire to coach others led Chris deeper into franchising, working with a few franchise brands helping them grow their businesses. He lived in the Chicagoland area his entire life until recently moving his family to Austin, TX.

In his free time Chris coaches youth sports, especially youth football, and spends as much time as he can with his wife and 2 children.

Andrew Robinson III

Vice President of Product and Engineering

Natalie Morgan

Senior Director of People

Leslie Chamberlain

Senior Director of Client Experience

Brad Pilot

Director of Sales

Teresa Hall

Director of UX & Product Design

Canaan Davis

Director of Engineering

Ashley Garia

Director of Product Marketing

Desiree Echevarria

Senior Content Marketing Manager

Ashley Johnson

Implementation Manager

Originally from small town in central Texas, Ashley Johnson graduated from Texas State University in 2013 with a degree in Business Administration. She was hired by CareerPlug as a Talent Specialist in 2014, and moved up to ultimately lead the Recruitment Services team. From there, she pivoted to Implementation, and is now the Implementation Manager.

As the Implementation Manager, Ashley and 3 direct reports function as a transition between Sales and Partner Success in helping our clients get set up and established in our software. She spends her free time raising her 2 dogs, playing cornhole, and perfecting the art of charcuterie.

Tulay Solak

HR Manager

Aiden Kinney

Consultant Manager

Zach Garcia

Sales Operations Manager

Kirsten Penaloza

Director of Client Experience

Eric Morales

Manager of Account Executives

Brandy Lee

Operational Manager


Use our templates to create an attractive careers page and job posting. Then promote it through our job board partners, as well as directly with your employees, customers, and social network.



Use our notifications and automations to be the first to respond to qualified applicants. Send texts and emails from directly from CareerPlug to convert applicants to scheduled interviews.



Use our prescreen questions and assessments to identify the best applicants. Then use our interview questions and scorecards to evaluate for the right things consistently.



Once you think you have found the right person, use our reference and background check resources to verify them. Then, send an electronic offer letter from CareerPlug to close the deal!



Hiring is hard, but partnering with us makes it easier. From posting jobs to scheduling interviews, CareerPlug allows you to automate certain parts of the process to improve your results and save you time.


Polly Schandorf

Engineering Manager

Joe Lepis

Engineering Manager

Clint Smith

Founder & CEO

Clint founded CareerPlug in 2007 with the simple idea that there was a better way to help employers connect with quality applicants. Today Clint works every day to fulfill CareerPlug’s mission: Make Hiring Easier. Leading by example, Clint loves spending his time developing new ideas and teaching others.

After graduating from the University of Florida, Clint worked in investment banking and strategic marketing; both experiences influenced the development of CareerPlug. He also spent a year away from the business world teaching 5th grade in Boulder.

Clint is passionate about helping others succeed and is involved in numerous mentoring programs. He and his wife, Sarah, are also foster parents. Clint enjoys family time, beach volleyball, and outdoor adventures.