Careers page examples, and how to build yours

What a careers page is for

Most careers page examples worth copying have one thing in common, and it is not the design. They are built to produce applications from people who are already interested, and nothing else. A candidate arrives from a job board, a LinkedIn post or a link a friend sent, decides quickly whether this company is real and whether the job is worth the effort, and either applies or leaves.

That is the entire job of the page. Companies that treat it as a showcase produce pages with a slow video header, four scroll sections about values, and the actual list of open roles below the fold. Companies that treat it as a conversion step produce pages where the jobs are the first thing you see. Three structures do that reliably at small scale: the one-pager, the department list, and the single-role page that sits underneath both.

A candidate who has never heard of you is checking three things: that the company is real, that the job is current, and that somebody will actually reply. A headcount in the company paragraph, a named person in the process line, and a role that was clearly posted this month answer all three.

Five things every good page has

The jobs, visible immediately. Title, location, and whether it is remote, on site or hybrid. If a visitor has to scroll or click before seeing whether you have anything for them, you have lost the ones who arrived with a specific hope.

One paragraph about the company that a stranger can understand. Not the mission statement. What you make, who pays you for it, and roughly how many of you there are. Size is the piece people most often leave out and most want to know, because a candidate is deciding whether to join a team of eight or a team of eight hundred.

Something true about how you work. Where the office is and how often people are in it. Whether the team is in one time zone or five. This is where a small company wins, because the specific detail is more convincing than any adjective.

A visible outline of the process. Two lines is enough: how many conversations, with whom, and how long it usually takes. This costs you nothing and it removes the main source of anxiety for someone deciding whether to spend an evening on an application.

One way to apply, obvious on every job. A single button that leads to a short form. Not an email address, not a PDF to fill in, not a choice between three routes.

Three careers page examples that work

Three shapes cover almost every small company, and the right one depends only on how many roles you have open at once.

The one-pager. Everything on a single page: a short company paragraph, the process, and the list of open roles, each expanding in place to show the description. This is the right structure for one to five open jobs, which is most small companies most of the time. The copy blocks it needs are small: a company paragraph of about eighty words, a process line, and per role a short summary, five to eight responsibilities, three or four requirements that are genuinely requirements, and the location and contract type. Nothing else.

The department list. The same page, grouped by team, with a filter for location or department. This becomes useful somewhere above eight or ten roles, when scanning an undifferentiated list stops being pleasant. It costs you nothing except an empty group to explain when a team has no openings, so wait until you actually have the volume.

The single-role page. One page per job, each with its own URL. This is not an alternative to the other two, it is what should exist underneath them. Every role needs a link you can paste into a message, a job board or a post, and that link should open the job rather than a list containing the job. It is also the version search engines can index, which is how a role gets found by someone who was not looking for your company at all. Each of these pages needs the job description, the location, the process, and the apply button repeated at the bottom so nobody has to scroll back up.

The apply form

The rule is that every field you add costs you applications, so each one has to earn its place.

Require the CV. It is the only thing you genuinely cannot proceed without, and modern tooling reads it, so asking a candidate to retype what is already in the document is asking them to do your work. Name and email are the other two, and that is a complete form.

Optional and worth having: a link to a portfolio or profile, and a single free-text box. Label the box honestly. "Anything you want us to know" gets you something useful from the people who have something to say and does not punish the people who do not.

What to leave out: a required cover letter, salary expectations at the application stage, and anything you will not read. A required cover letter filters for people with free time rather than people who are good, and it is the single most common reason a strong passive candidate closes the tab.

Then say what happens next. One line on the confirmation screen, telling them when they will hear from you, prevents most of the follow-up emails you would otherwise answer.

Salary on the page

Publishing a range is increasingly expected, and in some places it is required. Beyond compliance, it is worth doing for a practical reason: it filters. A candidate who would never accept your range does not apply, which saves both of you a first conversation that was never going to work.

It helps most when your range is competitive but your brand is unknown, which describes a lot of small companies. It helps least when the range is genuinely wide for good reasons, because a band that spans two levels reads as evasive rather than transparent.

The practical middle is to decide per role rather than as a policy. Bestpeople shows the salary on a job only when the recruiter chooses to, so a role where the number helps can carry it and a role where it does not can stay quiet.

Getting it live without a developer

The reason most small companies do not have a careers page is not that they disagree with any of the above. It is that the page needs someone to build it, that someone is the one person who also ships the product, and hiring is never the most urgent thing on their list.

Bestpeople includes a careers page at bestpeople.ai/careers/your-company, built by AI from your company website, your description and your logo, so the first draft exists before you have written anything. Applications from it land directly in your talent pool with the CV already read and the profile filled in, which is what separates a careers page from a form that emails you an attachment to file by hand. From there the application is already a record in your applicant tracking system.

Keeping it alive

The failure mode for a small company's careers page is not that it is ugly. It is that it is stale: two roles you filled in spring, listed as open, with an apply button that sends candidates into silence.

A closed role should come down the day it is filled. If you want to keep collecting people for a job that recurs, say so explicitly rather than leaving a live listing that misleads. And when there is nothing open, a page that says so and offers a way to be contacted later is more credible than a page frozen mid-2025.

Reread the whole thing once a quarter. It takes ten minutes, and the company paragraph is almost always out of date, because small companies change faster than their websites.