Why Your Remote Job Ads Suck and How I’m Fixing Them

Let's face it, the remote job market is a wild jungle, but a lot of the vines are just dead weight. I’ve seen one too many remote job ads that read like they were churned out by a soulless machine. Yawn. Here’s a wake-up call from someone who’s been on both sides of the screen - we need a serious overhaul.

The Real Deal on Today’s Talent Hunt

Right now, it seems like every company is scrambling to snag top-tier talent in marketing, tech, you name it. But here’s the kicker: their approach is as outdated as dial-up internet. They're still playing checkers while the game has moved on to 3D chess.

What these companies don't get is that one-size-fits-all just doesn’t cut it anymore. You’ve got to customize. It’s 2025, folks - customization isn’t just a perk; it’s the baseline expectation.

Now, I’ve been neck-deep in building brands and businesses since I could practically ride a bike. And if there’s one thing I’ve learned, it’s that authenticity sells. Drop the corporate speak and get real. That’s where the magic happens.

Carving Out the Next-Gen Job Ad

So, how do we fix this mess? First, ditch the robotic job descriptions. If I need another ‘dynamic team player’ I’ll scream. We need ads that breathe life, that speak to the human on the other side of that screen looking for not just a job, but a calling.

Second, let’s talk perks. And I don't mean just throwing in a free gym membership and calling it a day. I mean real, valuable, life-enhancing perks. Remote jobs should shout flexibility and understanding from the rooftops, not just whisper it in the fine print.

It's All in the Details

Every candidate screening process says they’re thorough, but what does that even mean? Here’s a thought - let’s actually engage with applicants. Automation is cool and all, but a machine can’t understand the passion in someone’s voice or the gleam of ambition in their eyes.

It’s time for a personal touch. Yes, it takes more time, but guess what? It’s worth it. You end up with a team that’s as invested in your vision as you are in them. That’s how I run my ventures, and let me tell you, it pays off in spades.

Spot the Difference: Old vs. New Job Ads

• Old: “Seeking a skilled marketer with 5+ years of experience.”
• New: “Got a knack for storytelling and digital wizardry? Let’s talk!”
• Old: “Must be a team player.”
• New: “If you thrive in a creative hive, you’ll fit right in!”
• Old: “Competitive salary.”
• New: “We reward creativity and drive - let's discuss what you need.”
• Old: “Flexible hours.”
• New: “Work how you work best. Yes, really.”

See the difference? It’s like night and day.

In my experience, once you start treating candidates like real people rather than entries in a database, the whole dynamic shifts. You’re not just filling a slot; you’re starting a partnership.