How to Create a Good Vacancy on Insolvo and Get a Lot of Feedback

29 Feb. 2024

The recruiter's dream is to find an employee without any hassle, spending as little time as possible on it. If you are a business owner and have to personally engage in recruiting, then this desire increases exponentially. Insolvo has a vacancy section for this purpose. We will tell you how to place a vacancy correctly and what to write in the ad.


Rules for posting vacancies on Insolvo

Each vacancy is moderated manually. Your ad will pass moderation without any problems if it complies with the rules of the service:

Vacancy title

  • It must capture the essence of the proposed work, specify the position, or briefly describe the essence of the work. Abbreviations are better not to use.
  • Start with a capital letter
  • Do not use CapsLock or emojis.
  • A title must match the vacancy description.
  • Avoid mentioning the names of brands, websites, or companies that do not belong to the employer.

Vacancy description:

  • Accurately reflects the essence of the work.
  • It is impossible to specify such requirements for applicants as gender, race, skin color, nationality, origin, property, family, social and official status, age, place of residence, attitude toward religion, beliefs, membership or non-membership in public associations or any social groups.
  • It is forbidden to describe two or more different vacancies in one ad.
  • The use of emojis is not allowed.
  • It is not allowed to specify the names of brands, websites, and companies that do not belong to the employer.

If there is a discrepancy between the text of the vacancy and the rules, it may be deleted (in this case, payment will be refunded to your account) or changed without notice by the moderator.

Please check the text carefully, especially the contacts. Until the vacancy has passed moderation, you can edit it in your profile. But once it is published, it is impossible to make changes.

If your vacancy hasn't passed moderation, you can remove it yourself. If you weren't able to cancel the placement before it was published, please contact technical support at

What information should be included in the job posting?

Candidates use filters to exclusively view vacancies within industries of their interest. Consequently, the employer's initial task is to accurately determine the category of the vacancy.

Vacancy title

This is the first thing candidates see in a long list of offers. Try to make it clear from the title what you have to do. Use the formula "Who? Where?" for example: "Manager in an online store" or "Copywriter in a project about health." Creativity is welcome, but not at the expense of informativeness.

Remotely or in the city

Specify the city if the work requires a physical presence in the office. If you are looking for a remote employee, select the appropriate item.


Vacancies that include salary information tend to receive more responses from applicants.


Provide a clear description of the employee's responsibilities and create a list of tasks. This will assist candidates in matching their skills and making an informed decision. Use straightforward language. For instance, instead of the complex phrase "conduct accounting activities to inform buyers about new products and services of the company," you can write "contact regular buyers."


Specify the necessary skills, experience, and education. Anything that will help the candidate understand that he will cope and will weed out unsuitable applicants Don't write platitudes. It is clear that you do not need an irresponsible, lazy person who does a bad job.

Working conditions

Write about the schedule and working hours, bonuses, if any, and features of the corporate culture.

Test task

For easy responses, consider including a questionnaire or a test task in Google Forms format. This approach will lighten the workload in your inbox, enable the sorting of results based on desired criteria (such as expected salary level), and help identify the most promising candidates.

Information about your company

Write about your company as if you were telling a friend about it. Give links to the company's website and social networks to increase the confidence of job seekers and give them more information about you as an employer.


And furthermore!

It would be good to specify in the job posting how long you take to respond to applicants and when they can expect a reply. Uncertainty is never appreciated, and your candidates are no exception.


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