How to Improve Your Job’s Visibility on Indeed

When you have an open role to fill, going to major job boards like Indeed is a logical first step. These websites can help you get your jobs in front of the right people so that you can make a hire. 

In our recent Recruiting Metrics Report, we found that our clients posted 49% more jobs in 2021 over the previous year and with millions of open jobs in the U.S. right now, many business owners are wondering how to increase their visibility on major job boards and make their job postings stand out. 

We collaborated with our resident Indeed expert, Daria Islam, to put together some Indeed posting basics. We’re going to share what you can do to improve your job’s visibility and make the right hires sooner. 

How jobs are posted on Indeed 

There are a few different ways that a job can get posted on Indeed. Of course, employers can post jobs directly on the website. These are called “hosted jobs” and in this instance, all applicants will stay inside of Indeed. 

Additionally, “aggregated jobs” are job postings that are already out in the world that get picked up by Indeed. For these, Indeed works like a search engine, scraping corners of the internet to find them. 

Lastly, third party or “indexed jobs” is when a job posting is sent to Indeed through another source. This is how an ATS like CareerPlug distributes jobs to Indeed.

However your job is posted to Indeed, there are certain guidelines that can ensure it shows up on the feeds of your target job seekers. Let’s go over best practices for Indeed job posting. 

The four basic components of every job posting  

To get accepted by Indeed, every job posting has to have the following four components. These may seem straightforward and obvious, but let’s talk a little bit about how to optimize each of these components to improve your job postings’ visibility. 

1. Description 

When writing your job posting, it’s important to get very detailed in the job description. This helps the right job seekers find your posting. Additionally, a thorough and accurate job description can also save time further down the funnel as it helps applicants determine if the role is right for them earlier in the process. 

Think about what the applicant will be doing and the kind of experience you want them to have. Make sure to build out your qualifications section so that your job posting is targeted towards people that have those qualifications on their resume – the more specific, the better. 

Crafting a great job description is the first step in getting the right people on your team. CareerPlug’s Senior Director of People, Natalie Morgan, shares some of our best practices in this video:

2. Apply method

Your Indeed job posting will also need an application method. One option is “Indeed Apply” which applicants can do without leaving Indeed. This allows job seekers to upload a resume and to send it to employers with just a few clicks. Additionally, you can include an “apply URL,” where the applicant would be redirected to your website or careers page or their application would go to an applicant tracking system like CareerPlug. 

It’s a good idea to include pre-screen questions in your application that help you weed out unqualified candidates, but you’ll want to find the sweet spot where your application isn’t too long. If your application requires people to upload a resume and also re-type that same information into a long application, you’ve already deterred some potential candidates from applying. 

3. Location

All jobs on Indeed must include a city and state, as location is usually a part of a job seeker’s search queries. Indeed recently added an option for remote jobs, but still requires employers to input a physical location as well. For example, CareerPlug is fully remote, but since the company is based out of Austin, we would also include Austin, Texas as a location in job postings. 

This can be a good thing for remote employers as it can actually give you double visibility, meaning you’ll show up on Indeed feeds of job seekers searching for both “remote” and whatever city you’re located in. 

Pro tip: If you are hiring in a small town and not seeing many applicants, consider using the location of the closest, large city. This can help you increase your visibility by showing up in more searches. 

4. Title 

Your job title is incredibly important and should aim to match the words that job seekers are typing into Indeed. Use clear, concise, and straightforward names instead of creative job titles like “coding ninja” or “marketing guru”. 

If you’re not totally sure what to title the position you’re filling, search for similar jobs on Google and see what other companies are titling their jobs. 

Job posting do’s

Here are a few more job posting do’s to get more visibility on job boards like Indeed: 

  • Include compensation. This helps job seekers self-select in or out and is becoming more and more common as pay transparency gains traction. Trust us, it’s a good look! 
  • Highlight benefits. In a job seeker’s market, it’s more important than ever to entice job seekers with the right benefits. Include the standard benefits you offer, and spend some time thinking about the creative benefits your employees receive as well. Birthdays off work? Free lunch every Wednesday? Let job seekers know! 
  • If you’re hiring for multiple roles, make sure to create a posting for each unique position and location. Each job posting needs to be for just one opportunity. (Avoid hiring in “career fair” style or for multiple positions on one job posting.)
  • Keep your posting mobile friendly since nearly 70% of applicants apply from their phones. Limit your posting to three to five prescreen questions and avoid open-ended questions. 

Job posting don’ts 

Now let’s talk about what not to do. The following can hurt your job’s visibility on Indeed and even get your job posting flagged and removed. 

  • Avoid spammy titles. As previously mentioned, your job title should be clear and straightforward. Don’t advertise a sign on bonus in your job title or use phrases like “HIRING URGENTLY”.
  • Don’t use discriminatory language. Avoid gender-specific job titles. For example, use “server” instead of “waitress”. Also avoid anything the EEOC (Equal Employment Opportunity Commission) would see as coded language for discriminatory hiring practices such as “must live within city limits”, “must be currently employed”, “no criminal record”, and “recent graduate”. 
  • Although having a background check in your hiring process is a good idea, don’t include language around background or fingerprint checks in your job description. Indeed will likely flag these postings in order to stay compliant with cities/states that ban criminal-history based job discrimination.
  • Don’t include too large of a pay range. A gap of $30-40,000 can appear to be unrealistic and not truly represent what most people in the role are likely to make. It is best to think about what most people in the role make on average and include an absolute minimum. Try to give job seekers an accurate and realistic salary range.

Organic vs. Sponsored jobs

One obvious method for boosting the visibility of your jobs: pay to sponsor them. Organic jobs are posted for free. These jobs are placed based on keyword relevancy, then by chronological order. Because of this, they fall further down the search results as they age. 

Sponsored jobs are paid to post, based on a daily or monthly budget, and Indeed gives them “premium placement” in search results. This gives job postings additional and longer visibility, which can be a great choice if you need to fill a role urgently or are having trouble finding applicants. 

Diversify your applicant sources beyond the job boards

It may surprise you to learn that although major job boards produce the highest quantity of applicants, they actually only account for less than half of hires overall. 

According to our research, some of the best sources of hires are employee referrals and custom or niche sources. While doing all of the things we discussed above will help your job postings get more visibility, make sure you’re not solely relying on job boards to fill your open roles. 

Need help getting your job postings in front of the right people?

An ATS like CareerPlug can help you make the most of recruitment by distributing your job posting to all the major job boards, providing a branded careers page, and automating the tedious steps of a hiring process. To learn more, take a tour of our software.


Recent Posts

Steve Fowler

Manager of Partner Growth

Christina Waite

Platform Engineering Manager

Taylor Coleman

Tier 2 Manager

Al Foote

Consultant Manager

Sydney Kidd

Tier 1 Manager

Nicolle Gatlin

Manager of Partner Success

Aiden Kinney

Consultant Manager

Joe Lepis

Engineering Manager

Polly Schandorf

Engineering Manager


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.



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!



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.



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 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.


Brandy Lee

Business Intelligence Manager

Eric Morales

Manager of Account Executives

Kirsten Penaloza

Director of Client Experience

Zach Garcia

Senior Manager of Operations

Tulay Solak

HR Manager

Tyler Berndsen

Manager of Partnership Account Executives

Ashley Johnson

Senior Manager of Partner Services

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.

Kate Sensmeier

VP Marketing

Ashley Garia

Director of Product Marketing

Canaan Davis

Director of Engineering

Teresa Hall

Director of UX & Product Design

Brad Pilot

Senior Director of Sales

Leslie Chamberlain

Senior Director of Client Experience

Natalie Morgan

Senior Director of People

Andrew Robinson III

Vice President of Product and Engineering

Chris Igou

VP of Business Development

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.

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.

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.