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A well-designed career page should do more than list open roles. It should also tell your company’s story and guide candidates from curiosity to application as a part of a well-thought-out candidate experience.
Before submitting an application, candidates want to know who you are, what you stand for, and what it’s like to work with you. Yes–at least 6 in 10 candidates visit a company’s career pages before applying for a job, and they visit the website specifically to evaluate the brand.
So, if your career page is just a list of open roles, you won’t be making a lasting positive impression on top talents.
Whether you’re revamping your current page or building one from scratch, this guide offers a practical roadmap to creating a career page that hooks candidates.
Here’s what we’ll cover on Career Page Design:
- How to design an effective career page
- Enterprise vs. Small Business Career Pages
- Global Considerations
- Technical Essentials
- Examples of high-performing career pages
- Leveraging social media with Facebook career pages
- Top tools to build and manage your career page
- Build a career page that works for you and your candidates
Let’s begin. By the end of the article, you’ll have everything you need to create a career page that attracts and engages top-tier talent.
How to design an effective career page
Your career page is an opportunity for you to control the narrative around your brand and why you’re worth working for. So, think of it as the front door to your employer brand.
A poorly designed page can drive top talent away, while a thoughtful one can inspire the best applicants to take action. With this in mind, what are the key elements of a great career page?
Here are four.
A compelling headline
Sometimes, it looks to me like companies instruct copywriters to work on every website page except their career page. That’s how boring many career pages (and their headlines) are. And it shouldn’t be so.
I like this example of a career page headline from Shopify. It is bold and immediately compels you to learn more about working at the company.
Engaging content
You shouldn’t be shy about using multimedia formats on your career page. Showcase videos, employee testimonials, day-in-the-life features, and any other idea you come up with on your career page. Real voices from your team will build authenticity and trust.
If you want ideas, you can look at Perspective’s career page.
They show a video carousel about what your first week at Perspective will look like, how the company went from being an agency to a software startup, and the company retreat they had in cities like Rome and Mallorca.
Clear branding and messaging
If your company has well-defined values, they must be proudly stated on your career page. Your values, mission, and culture should be front and center.
Canva’s two-step plan and how it was articulated on the company’s career page is an example for you.
Seamless application process
Finally, remember that your career page is just one touchpoint along your candidate’s journey. As a result, it must be designed to contribute to a memorable experience for candidates.
Friction will kill your applicant conversions. So, ensure your application form is short, intuitive, and integrates smoothly with your ATS.
Enterprise vs. Small Business Career Pages
While the goal of every career page is to get the best candidates to join your company, how you approach your design will vary based on whether you’re an enterprise or a small business.
The table below outlines some of the common considerations we’ve seen based on company sizes.
| Enterprise | Small Business |
| Global/national reach requires localization | Focus on local talent pools |
| Larger budget for custom design & tools | May rely on template solutions |
| Integrated with multiple HR systems | Leaner, more agile setup |
| Needs scalability for high-volume hiring | Emphasis on personal touch and agility |
That said, even small businesses can create a high-impact career page using a career site builder like Ongig without any need for heavy IT support.
You can request a demo here.
Global Considerations
If you’re hiring across borders, your career page must speak to a diverse audience:
- Localization: Translate content into local languages. But understand too that localization is more than language. It’s mostly about making candidates feel understood and respected.
- Cultural Sensitivity: Tailor visuals and messaging to reflect regional nuances.
- Compliance: Ensure adherence to local hiring laws and data privacy regulations.
Examples of high-performing career pages
I’ve handpicked five career pages that go beyond the basics and offer a unique experience to candidates. Here’s what makes them shine.
Starbucks
- Reinforced branding and messaging: Starbucks places its mission and values front and center. Its strong focus on community, inclusion, and opportunity is clear for candidates that go to its career page.
- Easy job search functionality: Starbucks makes it easy for candidates to find open roles across its organization with its job search function. Beyond the job title, you can also find open roles using keywords like hourly, job ID, or location.
- Employee testimonials: Employee testimonials are a must have for any career page. Starbucks uses a video as testimonial to show what it’s like to work across the organization.
Canva
- Emphasis on values and culture: You’d have to scroll 2 or 3 times before you see any mention of open roles on Canva’s career homepage. Instead, Canva went to great pains to explain what its culture, mission, and value are. They want to make sure they are resonating with the right people.
- Beautifully designed microsites: Canva also has pages dedicated to recruiting for specific departments. These pages also do not just list open roles. They explain how the department as a whole contributes to Canva’s growth. And they’re beautifully designed, which you’d expect from a design powerhouse.
Uber
- Laser-focused mission: Some organizations try to cram multiple values and goals onto a single page (which is not necessarily a bad thing). But I like how Uber focuses on a single thing–innovation. It’s the only thing the page talks about. Tackling complex problems and innovating at a rapid pace. Sure, not everyone will resonate with that. But the people that do will feel like they’ve found their home.
Amazon
- Smooth search functionality: Firstly, I’m not surprised that the search bar is so high up on amazon’s career page. For a company its size that hires at the scale it does, helping people find the right role is the biggest problem it has to solve. That said, the search functionality is clean, with smart filters and location-based job recommendations.
- Easily navigable career: Again, it is obvious that Amazon’s career page main aim is to help candidates find open roles across its sprawling empire. The page is designed to allow this. It is easily navigable with sections for finding all teams in Amazon, locations that have open roles, and all the departments in the organization.
Chipotle
- Clear perks and benefits: Chipotle understands that a huge part of its workforce will mostly be concerned about the perks and benefits that come along with the job. They displayed these perks prominently on their career page, making it easier for candidates to apply for roles at the company.
- Strong employee testimonials: Employee testimonials are a powerful way to build trust and compel candidates to apply for a role. Chipotle leverages really strong stories on its career page to show how it improves the lives of employees.
Leveraging social media with Facebook career pages
It’s become clear that you also need to meet candidates where they already spend time: social media. 9 out of 10 companies already use social media as part of their hiring process.
While LinkedIn is a common choice, Facebook remains a powerful channel for employer branding and candidate engagement, offering the scale and tools to extend your reach and drive traffic to your career site.
I found 3 organizations that use Facebook career pages to great effect.
Unilab
- Posting Themes: Unilab publishes content on Facebook that are more tips related to job search, hiring process, and work. This type of content engages people at a higher rate rather than posting strictly about their company and job openings.
- Good use of featured section: Unilab uses the featured section to showcase awards, regular behind-the-scenes videos and “Day in the Life” posts that humanize the brand.
Shaw Healthcare
- Social Media: Have a section for all of your accounts on social media, all of them serve different roles.
EY Careers
- Authentic storytelling: EY uses employee spotlights, “day-in-the-life” features, and career journey posts to humanize the organization.
- Strong focus on diversity and inclusion: Ernst & Young highlights cultural events, and DEI initiatives to attract diverse talent.
- Engaging career content: The page showcases engaging content like virtual events, professional growth tips, and global job opportunities that showcase value beyond job listings.
Top tools to build and manage your career page
Self-service career site builders allow your team to take control of redesigning your career page without relying on IT or external developers.
If you want a tool that can help you launch your career pages faster and stay compliant, all while delivering a branded, engaging experience to candidates, I’ve compiled a list of the top 5 leading self-service career page builders for you.
These tools help you launch faster, stay compliant, and scale easily, all while delivering a branded, engaging experience to candidates.
Ongig Career Site Builder
Standout features include:
- Artificial intelligence-based job search partnership with Google – so job seekers can quickly find the right jobs, creating a better candidate experience.
- Image, brand-enhanced, and video job descriptions (with media library!)
- SEO – make your job postings searchable and visible on search engines.
- Mobile-optimized – make your job descriptions more accessible and readable on mobile devices.
- Recruiting widgets like Google Maps, Glassdoor, Talent Community, and walkability scores for more candidate interaction.
- Email job alerts.
- Auto-generated landing pages with a career page website template tailored to your specific initiatives like ERGs and veteran programs.
- Source-tracking analytics including apply rates, using tools like LookerStudio, and also developing reports to track your hiring progress.
- Diversity & Inclusion/JD Rewriting — Option to add Text Analyzer to eliminate bias and enhance job description writing by flagging exclusionary words and replacing them with more inclusive words and phrases. Text Analyzer also replaces jargon and technical terms with easy-to-understand alternatives.
- Allow quick connections so you can link up with job search tools, applicant tracking systems, and Google for Jobs for a smoother experience.
- Improved user experience – boost site speed for a more seamless navigation.
- Standardize job ads with AI-generated templates, automatically adding required sections like EEO to create more consistent and compliant job descriptions.
- If you are volume hiring, you can update job descriptions with large-scaling reformatting to ensure they match your company’s style and standards. Once you have chosen your preferred format, you can export them to your ATS for a more streamlined recruitment process.
- Create a centralized job repository allowing HR and hiring managers to track the latest job descriptions for easy edits and updates.
Phenom People
Key features:
- Employer branding
- Seamless apply process
- Best-fit job recommendations
- Recruiting chatbot
- Digital accessibility
iCIMS Attract
Key features:
- Powered by machine learning and Google optimized
- End-to-end analytics with dashboard
- Intuitive job search
- Recruitment landing pages
- Career site branding
Symphony Talent SmashFlyX
Key features:
- Real-time chat assistant
- Personalized content and landing pages
- Cohesive branding
- Enhanced job descriptions with rich content
- Conversion tracking
Beamery Talent Operating System
Key features:
- Purpose-built branded career site self-service tools
- Dynamic individualized content
- Flexible editing and content arrangement
- SEO search capabilities
- Multilingual and accessible
Build a career page that works for you and your candidates
Optimizing your career page is more than just a design upgrade. It’s a strategic investment in your company’s recruitment success and employer brand.
A high performing career page:
- Attracts top talent by showcasing your culture, values, and opportunities.
- Engages candidates with intuitive design, personalized content, and multimedia.
- Streamlines hiring with seamless integrations and simplified application processes.
- Scales with your growth — across departments, regions, and hiring needs.
- Delivers insights through analytics and feedback for continuous improvement.
Incorporating DEI into Career Page Design
Creating a strong career page means making sure it’s welcoming to all potential candidates. A well-crafted career page should reflect your company’s culture, highlight core values, and make it easy for prospective employees to see if they’d be a good fit. So, here’s the best way to incorporate diversity, equity, and inclusion (DEI) into your company career page design to attract the right candidates.
Use Inclusive Language in Job Descriptions
Your career website is often the first point of contact for potential applicants, so the words you use matter. Clear job descriptions should focus on skills and experience rather than unnecessary requirements that might discourage top candidates from applying.
For example, avoid gendered language like “rockstar” or “ninja” when hiring a software engineer. Instead, focus on the impact of the role and how it fits into the company’s values. A good career page will use creative copy that speaks to a diverse target audience while clearly outlining the career path and available job opportunities.
Showcase Diversity and Belonging Through Content
A great careers page should make it easy for prospective candidates to get a better idea of your work environment and company culture. One of the best ways to do this is by featuring current employees from different departments through short video testimonials, case studies, and engaging visuals.
Highlighting employee benefits like remote work, health insurance, and professional development can help attract potential hires who are looking for a great place to work. Including a dedicated section about your company’s commitment to diversity can also leave a lasting impression on potential talent.
Ensure Accessibility for All Users
A modern design with clear navigation and ease of use is crucial for creating a powerful tool that welcomes everyone. The best career pages use an inclusive color scheme, readable fonts, and bold use of colors to improve readability.
So, make sure your career page example follows accessibility best practices by adding alt text to graphic elements, captions to videos, and ensuring that screen readers can navigate the site easily. Prioritizing accessibility can help your company website attract more job candidates. Thus improving conversion rates and showing that you truly value inclusion.
So, by focusing on these elements, your own careers page can start attracting the best talent and set your business apart on job boards. A strong employer brand starts with a good career page, so ensure that it provides all the necessary information and showcases why your company is a great place to work.
Ready to Upgrade Your Career Page?
Whether you’re looking to build from scratch or simply enhance your existing page, Ongig’s Career Site Builder helps you:
- Launch branded, mobile-friendly pages — without coding.
- Ensure compliance and accessibility out of the box.
- Gain actionable insights with built-in analytics.
- Integrate seamlessly with your ATS and HR tech stack.
Schedule a free demo today and see how easy it is to create a career page that attracts and converts top talent.
