How to Market a Job Board: The 20-Channel Growth Playbook

Most job board marketing advice fails for a simple reason: it treats job boards like regular websites. Run some ads. Do some SEO. Watch the traffic roll in.

But job boards are not regular websites. They are two-sided marketplaces where your product has no value until both sides show up. Post a hundred jobs with zero applicants, and employers leave. Attract thousands of job seekers to an empty board, and they never return. Understanding two-sided retention is just as important as acquisition.

This is the chicken-and-egg problem that kills most job boards before they gain traction. You need jobs to attract seekers. You need seekers to attract employers. Neither side will commit until they see the other side already committed. (One solution: job backfilling to bootstrap your supply side.)

The job boards that break through this deadlock do not stumble into success. They execute systematic marketing across multiple channels, carefully balancing employer acquisition with job seeker growth. They understand that marketing a marketplace requires marketing two different products to two different audiences simultaneously.

This playbook is built on the Traction framework from Gabriel Weinberg and Justin Mares' book Traction: How Any Startup Can Achieve Explosive Customer Growth. Their 19 traction channels provide a step-by-step approach to customer acquisition that applies directly to job boards, with one addition. We've added Answer Engine Optimization (AEO) as a 20th channel because AI-powered search is reshaping how job seekers discover opportunities, and no other job board guide addresses it.

The strategies here come from analysis of successful niche boards across the spectrum: RemoteOK generating hundreds of thousands in annual revenue, Himalayas monetizing both sides of their marketplace, and hundreds of specialized industry boards that command premium pricing in their verticals. The patterns are consistent. The tactics are replicable.

Whether you launched last month or last year, this playbook delivers specific, actionable tactics for both sides of your marketplace. Growth on only one side is not growth at all.

The Bullseye framework: how to prioritize channels

Before diving into the 20 channels, you need a system for deciding which ones to pursue. The Bullseye Framework from the Traction book provides exactly that, but job boards need to apply it twice: once for job seekers, once for employers.

The Framework in Brief

Step 1: Brainstorm. For each of the 20 channels, write down at least one tactic you could test. Don't dismiss any channel yet.

Step 2: Rank into three tiers. Inner Circle (top 3), Potential, and Long-shots.

Step 3: Test your inner circle. Run cheap experiments on your top three. Track cost and scalability.

Step 4: Focus on ONE. When you find a channel that works, drop everything else and double down.

Step 5: Repeat when saturated. Every channel eventually maxes out. Run Bullseye again to find your next channel.

"At any stage of your startup, you should have one traction channel that you're focusing on and optimizing." — Gabriel Weinberg

Applying Bullseye to Job Boards

Job boards are two-sided marketplaces, which means you need traction on both sides. But here's the key insight: you don't need to run Bullseye for both sides simultaneously. Focus on one side first, then the other.

Which side first? Job seekers. Here's why:

• Backfilling solves the empty board problem: you can have job inventory from day one without employer relationships
• Employers are paying for access to candidates, so build the audience first
• Once you have traffic, employer acquisition becomes a sales conversation: "We have X job seekers in your niche"

Channels That Work for Job Seekers

Start here. Use backfilled jobs for initial inventory, then run Bullseye to build your audience:

Start here: SEO and Google for Jobs are almost always in your inner circle. They capture high-intent searches with no ad spend. Content marketing compounds over time.

Channels That Work for Employers

Once you have job seeker traffic, employer acquisition becomes a sales conversation. Run Bullseye for the paying side:

Start here: Most job boards find their first paying employers through direct sales. "We have X monthly visitors looking for [niche] jobs" is a compelling pitch.

The Two-Channel Reality

In practice, most successful job boards operate with one primary channel per side:

• Job seeker side: SEO/content or community (build audience first)
• Employer side: Direct sales or partnerships (monetize the audience)

Don't spread yourself across five channels hoping something works. Find your one channel for job seekers, build traffic, then find your one channel for employers. Make each work ten times harder before adding anything else.

Job Board Marketing Fundamentals

Understanding the two-sided marketplace dynamics

Job boards are two-sided marketplaces, but that doesn't mean you market both sides equally from day one. The classic chicken-and-egg framing ("I need jobs to attract seekers, but I need seekers to attract employers") paralyzes operators into inaction or scattered efforts.

Here's how successful job boards actually solve it: job seekers first, employers second.

Backfilling through job wrapping breaks the chicken-and-egg problem. Aggregate jobs from other sources to populate your board from day one. Now you have inventory without employer relationships. Job seekers can find relevant listings, and you can focus your marketing energy on building an audience.

Once you have traffic, the employer conversation changes completely. You're no longer cold-calling and hoping. You're saying: "We have 5,000 monthly visitors looking for [niche] jobs. Want access to them?" That's a sales pitch with proof.

The liquidity flywheel kicks in once both sides are active: More seekers mean more applications per job. More applications mean happier employers. Happier employers post more jobs and refer other employers. More jobs attract more seekers. The cycle reinforces itself.

This is why network effects matter so much for job boards. Each new participant on either side increases the value for everyone else. A job board with 10,000 active seekers is not just ten times more valuable than one with 1,000. It is exponentially more valuable because employers know their posts will generate results.

The strategic implication: build the audience first, monetize second. Use backfilling and organic channels to attract job seekers. Then convert that traffic into employer revenue.

Defining your niche and positioning

"If you're going to host a job board, don't make the mistake of going broad. You're not Indeed. You're not LinkedIn."

This advice has never been more true. Generalist job boards compete on scale, spending millions to aggregate every job in every industry. You cannot win that game. But you can win a different game entirely.

Niche job boards win by focus, not scale. A specialized board for healthcare data scientists or sustainable energy engineers creates value that Indeed cannot match. The jobs are more relevant. The candidates are more qualified. The community is more engaged.

The economics reflect this reality. Generalist boards race to the bottom, charging $99 or less per posting because they compete purely on reach. Niche boards command $300-600 per post (sometimes much more) because they deliver targeted access to specialized talent pools. See pricing benchmarks by niche.

Your competitive positioning against the giants should not be "we're like Indeed but smaller." It should be "we're the only place where [specific employer type] finds [specific candidate type]." This positioning shapes every marketing message, every channel choice, every piece of content you create.

Vertical marketplaces succeed by going deep rather than wide. They become the authoritative destination for a specific intersection of industry, role type, geography, or work arrangement. When employers in your niche think about hiring, your board should be the first place that comes to mind, not one option among dozens.

Employer branding takes on particular importance in niche markets. The employers posting on your board are not anonymous corporations. They are known entities within their industry, and their presence signals something about your board's quality. Early employer acquisition should prioritize brands that lend credibility, even if it means offering discounts or free initial postings.

Explore 30+ profitable niche job board ideas to find the right vertical for your board.

The metrics that matter for job board marketing

Most job board operators track vanity metrics (total page views, registered users, social media followers) while ignoring the numbers that actually predict success. A rigorous metrics framework separates boards that grow from boards that guess.

Job seeker metrics measure the health of your demand side:

• Traffic tells you whether people can find you, but raw traffic means nothing without context. A thousand visitors who bounce immediately indicate a positioning or targeting problem, not a traffic problem.
• Applications submitted measures whether seekers find jobs worth pursuing. This is your core demand-side transaction metric.
• Application completion rate reveals friction in your process. The industry benchmark sits around 10.6%, meaning roughly one in ten started applications gets submitted. If you are significantly below this, your application flow needs work.
• Application abandonment runs at a 95% rate across the industry. Seekers start applications and give up. Every percentage point improvement here directly increases the value you deliver to employers.

Note: These application metrics can be difficult to track if you're using job aggregation, since applications happen on external sites.

Employer metrics measure the health of your supply side:

• Jobs posted tracks raw inventory, but quality matters more than quantity. Ten relevant jobs outperform a hundred irrelevant ones.
• Employer retention measures whether your board delivers enough value to keep employers coming back. High churn signals a product or positioning problem that no amount of marketing will solve.
• Revenue per employer combines pricing power with upsell success. Rising RPE indicates growing perceived value.
• Lifetime value (LTV) projects total revenue per employer relationship, guiding how much you can spend on acquisition while remaining profitable.

Marketing metrics measure the efficiency of your growth efforts:

• Customer acquisition cost (CAC) by channel reveals where your marketing dollars work hardest. Most operators calculate blended CAC, which hides the fact that some channels deliver employers at $50 while others cost $500.
• Conversion rates at each funnel stage identify where prospects drop off. A channel that drives traffic but no conversions wastes resources.
• Source of hire tracks which channels ultimately produce successful placements, the metric employers care about most. This data becomes a powerful sales tool: "Employers who post with us fill roles 40% faster than industry average."

Track these metrics from day one. The operators who build measurement discipline early make better decisions as they scale. Those who fly blind optimize for the wrong outcomes and wonder why growth stalls.

Free Marketing Channels for Job Boards

These channels require time and effort rather than direct ad spend. Most successful job boards get 50-90% of traffic from organic sources. The math is simple: if you can acquire users without paying per click, your unit economics improve dramatically as you scale. A job board spending $0.50 per job seeker through SEO versus $5.00 through paid ads has a 10x advantage in margin, and that compounds over thousands of visitors monthly.

The seven channels below include six from the Traction book (SEO, Content Marketing, Viral Marketing, Community Building, Email Marketing, Engineering as Marketing) plus our addition: Answer Engine Optimization. AEO addresses how AI-powered search is changing job discovery, a gap no other job board guide covers.

1. Search Engine Optimization (SEO)

SEO remains the highest-ROI channel for job boards. Millions of job-related searches happen daily, and Google's job search features give properly optimized boards significant visibility. Unlike paid channels where you pay per click, organic traffic compounds over time. The content you create today continues driving visitors for years.

Job Page SEO

Every job posting is a potential landing page. Optimize each one:

Title optimization: Front-load the job title with the exact phrase candidates search. "Senior Software Engineer" beats "We're Looking for an Amazing Code Ninja." Include location when relevant ("Senior Software Engineer - Austin, TX" captures local intent).

Job description best practices: Structure descriptions with headers (Responsibilities, Requirements, Benefits). Include salary information: pages with salary data see 30% higher click-through rates from search results. Use natural language that matches how candidates search: "3+ years Python experience" rather than "seasoned Pythonista."

URL structure: Keep URLs clean and keyword-rich. Use /jobs/senior-software-engineer-austin-tx rather than /jobs/posting?id=847293. Descriptive URLs improve click-through rates and provide crawling context.

Meta descriptions: Write compelling 150-160 character summaries that include the job title, company name, and a hook. "Senior Software Engineer at TechCorp in Austin. Competitive salary, remote-friendly, and equity. Apply now." These appear in search results and directly impact click-through.

Programmatic Landing Pages

The real SEO opportunity for job boards lies in category pages: aggregated listings targeting high-volume search queries. "[Job Title] Jobs in [City]" pages are traffic machines. Someone searching "nursing jobs in Chicago" has clear intent and high conversion potential.

Manually creating thousands of location/category pages isn't feasible. Programmatic SEO automates this at scale using templates and data to auto-generate pages for every valuable keyword combination:

• 50 job titles x 100 cities = 5,000 pages
• Add seniority levels: 5,000 x 3 = 15,000 pages
• Add employment types: 15,000 x 3 = 45,000 pages

Each page should include:

• An H1 matching the search query exactly
• A brief intro paragraph with keyword variations
• A filterable list of relevant jobs
• Salary data for the role in that location
• Related job categories (internal links)
• FAQ section addressing common questions

The aggregate traffic from thousands of long-tail pages often exceeds what you'd get from ranking for a few high-volume terms.

Cavuno auto-generates SEO-optimized category pages and clean URL structures, handling programmatic SEO without custom development. The platform creates these pages based on your job data, maintaining proper canonicalization and internal linking automatically.

Technical SEO

Job boards face unique technical challenges:

Page speed: Job seekers are impatient. Pages loading in 2+ seconds see significant drop-off. Compress images, use caching, and minimize JavaScript. Core Web Vitals directly impact rankings.

Mobile-first: Over 60% of job searches happen on mobile devices. Google uses mobile-first indexing. Test every page type on mobile: job listings, application forms, category pages.

Crawl budget: Large job boards may have millions of pages. Help search engines prioritize by using XML sitemaps intelligently, setting proper canonicals for duplicate content, and blocking low-value pages with robots.txt or noindex tags. Expired job postings should return 410 status codes or redirect to category pages.

Internal linking: Connect related content. Job pages should link to their category pages. Category pages should link to related categories. Blog posts should link to relevant job listings. This distributes page authority and helps crawlers discover content.

Technical SEO deep dive for job boards

Link Building

Backlinks remain a top ranking factor. For job boards, effective strategies include:

Resource page outreach: Universities, industry associations, and career sites maintain job resource pages. Pitch your niche board as a valuable addition. "We specialize in [industry] jobs and have 500+ active listings—would be a great resource for your [industry] career page."

Industry partnerships: Partner with professional associations, trade publications, and industry blogs. Offer exclusive job data or guest content in exchange for links.

Data-driven content: Original salary reports, hiring trend analyses, and industry benchmarks naturally attract links. Journalists and bloggers cite sources with unique data.

21 link building tactics for job boards | Backlink strategies documentation

Google for Jobs Optimization

Google for Jobs changed job search permanently. When someone searches "[job title] jobs," Google displays a dedicated job search experience directly in results. According to the iCIMS reports, 83% of millennials, 68% of Gen-Xers, and 53% of Boomers use Google to find a job. If your jobs don't appear in Google for Jobs, you're invisible to a massive segment of candidates.

Google for Jobs requires JobPosting structured data in JSON-LD format. Without it, your jobs won't appear in Google's job search interface.

Required fields:

• title: The job title (concise, no codes or salary info)
• description: Full job description in HTML format
• datePosted: When the job was posted (ISO 8601)
• hiringOrganization: Company name and details
• jobLocation: Physical work location with address (or use applicantLocationRequirements for remote)

Recommended fields that impact ranking:

• baseSalary: Salary range with currency (jobs with salary rank higher)
• employmentType: FULL_TIME, PART_TIME, CONTRACTOR, etc.
• validThrough: Application deadline (ISO 8601)
• directApply: Boolean indicating if candidates can apply directly on your site

Optimization for better ranking within Google for Jobs:

Include salary data: This is the biggest ranking factor you can control. Jobs with salary information rank higher and get more clicks.

"If you neglect to add salary to your job posts, and your competitors do add it, they will rank higher on Google listings. It's that simple." — Tim Sackett, President of HRU Technical Resources

Add occupationalCategory: Include O*NET-SOC codes to help Google categorize jobs correctly.

Enable direct apply: The directApply property tells Google candidates can apply directly on your site without creating an account. Jobs with direct apply get preferential treatment. Only enable this if you have a dedicated application form on your site.

Use Google Indexing API: Standard crawling can take days or weeks. The Indexing API notifies Google of new jobs immediately, enabling same-day visibility. For job boards where freshness matters, this is essential. But be sure to remove jobs from the index when they expire.

ZipRecruiter achieved 4.5x higher conversion and 10% lower bounce rate after optimizing their Google for Jobs implementation. The traffic quality from Google for Jobs is exceptional because searchers have clear intent.

Cavuno includes built-in Google for Jobs schema and automatic sitemap submission, no developer needed. Job listings are automatically marked up with the correct structured data, and the Indexing API integration notifies Google when new jobs are posted.

Complete job board SEO playbook | Job posting schema guide | Technical SEO documentation

2. Answer Engine Optimization (AEO)

AEO represents the next frontier of search, and almost no job boards are prepared for it.

Answer engines include Google's AI Overviews, ChatGPT, Perplexity, and voice assistants like Alexa and Siri. These systems don't just return links. They synthesize answers from multiple sources. The voice search market has grown to over $26 billion, and continues expanding.

For job boards, this shift means your content needs to be answer-ready, not just rank-ready.

Structured Data as Foundation

Answer engines rely heavily on structured data to understand content. JobPosting schema (covered above in SEO) is essential, but AEO requires going further:

• Organization schema: Help AI understand who you are
• FAQPage schema: Structure Q&A content for direct extraction
• BreadcrumbList schema: Clarify site hierarchy
• Aggregate ratings: If you have employer reviews, mark them up

Structured data is how you communicate with machines. The more context you provide, the more likely answer engines will use your content.

FAQ Content Strategy

Answer engines love FAQ content because it's already in question-answer format. Create thorough FAQ sections for:

Job seeker queries:

• "What's the average salary for [job title] in [city]?"
• "What qualifications do I need to become a [job title]?"
• "Are [industry] jobs in demand?"
• "What's the job market like for [role] in 2026?"

Employer queries:

• "How much should I pay a [job title]?"
• "What should I include in a [job title] job description?"
• "How long does it take to hire a [role]?"

Structure these as literal questions with concise, direct answers. The goal is for AI systems to extract your answer verbatim.

Voice Search Optimization

Voice queries are conversational and question-based. Someone typing might search "nurse jobs Chicago" but speaking might ask "What are the best nursing jobs in Chicago right now?"

Optimize for voice by:

• Using natural, conversational language
• Answering questions directly in the first sentence
• Targeting question keywords (who, what, where, when, how)
• Keeping answers concise (40-50 words for featured snippet targeting)

3. Content Marketing

Content marketing for job boards serves two distinct audiences with different needs. The best job boards create content for both job seekers and employers, building traffic and authority on both sides of the marketplace.

Content for Job Seekers

Job seeker content captures high-intent search traffic and builds brand affinity. Focus on:

Salary guides by role and location: These are search traffic goldmines. "Software Engineer Salary in San Francisco 2026" has significant search volume and clear intent. Create detailed guides with data ranges by experience level, company size, and specialization. Update annually at minimum.

Career advice content: Resume tips, interview guides, and career transition advice attract job seekers early in their journey. Topics like "How to Transition from [Role A] to [Role B]" or "10 Questions to Ask in a [Industry] Interview" perform consistently well.

Industry trend reports: Position your board as the authority on your niche. Publish quarterly or annual reports on hiring trends, emerging roles, skills demand, and compensation changes. These attract links and establish credibility.

Skills-based content: "Top Skills for [Job Title] in 2026" or "Is [Certification] Worth It for [Career Path]?" help job seekers upskill and view your board as a career resource, not just a listings aggregator.

Content for Employers

Employer content supports recruiting teams and positions your board as a partner, not just a vendor:

Hiring guides for specific roles: "How to Hire a [Job Title]: Complete Guide" content helps recruiters unfamiliar with technical roles. Include what to look for, interview questions, red flags, and compensation benchmarks.

Employer branding best practices: Content on building company culture pages, writing compelling job descriptions, and showcasing workplace benefits helps employers succeed with your platform.

Recruiting benchmarks and data: Share aggregated data on time-to-fill, application rates, and hiring trends. Employers crave competitive intelligence.

Case studies: Document successful hires made through your platform. "How [Company] Hired 5 Engineers in 30 Days" builds credibility and provides social proof.

Content Formats Beyond Blog Posts

In 2026, content marketing extends well beyond written articles:

Video content: YouTube videos on career advice, salary breakdowns, and "day in the life" content for roles in your niche. Short-form video (TikTok, Reels, YouTube Shorts) works well for quick tips, job market updates, and salary reveals.

Podcasts: Interview hiring managers, successful professionals, and career coaches in your niche. Podcasts build deep audience relationships and position you as the industry hub.

Newsletters: A weekly email roundup of jobs, industry news, and career advice builds owned audience. Unlike social followers, email subscribers don't disappear when algorithms change.

Social content: LinkedIn posts, Twitter/X threads, and TikTok videos sharing insights from your job data. "We analyzed 1,000 [niche] job postings: here's what we found" performs well across platforms.

Content Calendar Framework

Sustainable content marketing requires consistency:

• Weekly: Publish one blog post (alternate job seeker and employer focus)
• Monthly: Release one data report or research piece (salary data, hiring trends)
• Quarterly: Publish one in-depth industry guide (state of [niche] hiring, annual salary guide)
• Ongoing: Regular social posts, newsletter issues, and short-form video

Deep dive into content marketing for job boards | Set up your blog

4. Viral Marketing

Viral mechanics in job boards are underutilized. Unlike consumer apps where viral loops are table stakes, most job boards rely entirely on search and paid acquisition. This creates opportunity for boards willing to build sharing into their product.

Referral Mechanics for Job Seekers

Implement refer-a-friend programs that reward job seekers for bringing other candidates:

• "Refer a friend who gets hired, get a $100 gift card"
• Gamification: "Referred 5 friends? Get priority application status"
• Social proof: "You were referred by [Name] at [Company]"

The key is making referrals valuable to both parties. A job seeker who refers a friend and helps them get hired becomes a brand advocate.

Social Sharing on Listings

Make every job posting shareable by default:

• One-click share to LinkedIn, Twitter, and Facebook
• Pre-populated share text that's actually compelling
• Track which jobs get shared and why, then optimize listings that perform

Jobs with salary transparency, unique perks, or notable companies get shared organically. Identify what makes a job shareable in your niche.

Viral Job Posting Formats

Some job postings naturally get shared more than others:

• Salary transparency: Jobs with clear salary ranges get shared as examples of "how it should be done"
• Unique perks: Four-day work weeks, unlimited PTO, or unusual benefits create conversation
• Notable missions: Companies solving interesting problems attract sharing among industry communities

5. Community Building

Community building creates owned audiences that don't depend on search algorithms or paid distribution. The investment is time-intensive, but communities generate compounding returns through network effects.

Industry Slack and Discord Communities

Many industries have active Slack or Discord communities where professionals gather. Options:

Join existing communities: Participate authentically (don't spam). Share relevant jobs when appropriate. Become a known, helpful presence before promoting your board.

Create your own community: Build a community around your niche. A job board for data scientists could run "Data Science Careers" Slack. Provide value through discussions, AMAs, and resources so jobs become a natural extension.

LinkedIn Groups

LinkedIn Groups have declined in engagement, but niche professional groups remain active. Strategies:

• Create a group around your specialty ("[Industry] Career Network")
• Share jobs as discussion starters, not ads
• Post industry news and invite discussion
• Engage with member questions consistently

Newsletter-First Strategy

Build your audience through email before (or alongside) the job board:

• Weekly industry newsletter with curated content
• Include job highlights as a feature, not the focus
• Build subscriber base independent of any platform
• Monetize through job listings and employer sponsorships

This approach builds audience ownership. Email subscribers don't disappear when algorithms change.

Built In created city-specific tech communities (Built In Austin, Built In Chicago, etc.) that drive both employer and job seeker traffic. The community content and events create engagement that pure job boards can't match.

6. Engineering as Marketing

Engineering as marketing means building free tools that attract your target users. The tools provide value independent of your job board, but users who find value often become customers.

Tools for Job Seekers

Salary comparison calculator: Enter role, location, and experience to get market salary range. Embed data visualization, comparison to cost of living, and salary trajectory projections. This tool captures high-intent searches like "software engineer salary calculator."

Resume scoring tool: Upload a resume, get instant feedback on formatting, keyword optimization, and ATS compatibility. Offer specific improvement suggestions. Users who improve their resume need somewhere to apply.

Interview question generator: Enter a job title and company, generate likely interview questions with suggested answer frameworks. Include behavioral questions, technical questions, and questions to ask the interviewer.

Career path visualization: Show common career progressions for different roles. "Most Product Managers were previously engineers, marketers, or consultants. Here's how each path differs." Interactive visualizations increase time on site and sharing.

Tools for Employers

Job description optimizer: Paste a job description, get analysis on clarity, inclusivity of language, keyword optimization, and comparison to similar postings. Suggest improvements. Employers with optimized descriptions get more applicants through your board.

Competitor hiring tracker: Show which companies are hiring for which roles, team growth trends, and hiring velocity. Sales teams already use tools like this; make it free for employers in your niche.

Hiring cost calculator: Input role, location, and hiring method to estimate total cost to hire including recruiter fees, job board costs, interview time, and vacancy cost. Position your board's pricing within this context.

These tools serve as top-of-funnel acquisition. Someone using your salary calculator today is a job seeker who might apply through your board tomorrow, or an employer who should post with you.

7. Email Marketing

Email is the most underleveraged channel in job board marketing. While social platforms algorithm-throttle your reach and SEO is competitive, email delivers directly to inboxes you own. Open rates of 20-25% for job alerts are common. Try getting that engagement on social media.

Job Seeker Email Strategy

Job alert optimization: This is your highest-value email program. Optimize for:

• Relevance: Better matching = higher engagement. Alerts for irrelevant jobs train users to ignore your emails.
• Frequency: Test daily vs. weekly. Some niches prefer immediate notification; others want weekly digests.
• Personalization: "5 new Senior Engineer roles in Austin" beats "New jobs matching your search."
• Click depth: Show enough detail to qualify interest, not so much they don't need to click.

Welcome sequences: New signups should receive an onboarding sequence:

• Day 0: Welcome + complete your profile prompt
• Day 2: How to set up job alerts effectively
• Day 5: Featured employers in your field
• Day 10: Career resources relevant to their target roles

Re-engagement campaigns: Dormant users (no activity 30+ days) need different treatment:

• "We noticed you haven't visited in a while—here are 3 jobs you might have missed"
• "The job market in [their field] has changed—here's what's new"
• Clear unsubscribe option (keeping disengaged users hurts deliverability)

Segmentation

Don't blast the same email to everyone. Segment by:

• Target role/function
• Location preferences
• Experience level
• Activity level (active seekers vs. passive browsers)
• Stage in job search (just started vs. interviewing)

List Hygiene

A smaller active list beats a large inactive one. Proactively remove subscribers who haven't opened in 4-6 weeks. Inactive subscribers hurt your deliverability rates, which means your emails to engaged subscribers are more likely to land in spam. Run a re-engagement campaign first ("We noticed you haven't opened recently—still looking?"), then remove non-responders.

Employer Email Strategy

Nurture sequences for trial/free employers: Convert free users to paying customers:

• Day 1: Welcome + quick start guide
• Day 3: Your first posting is live—here's how to optimize it
• Day 7: Your posting has received [X] views—upgrade for more visibility
• Day 14: Case study of employer who hired successfully

Renewal reminders: For subscription models, proactive renewal communication:

• 30 days before: Renewal reminder + account performance summary
• 14 days before: Highlight features they've used + new features available
• 7 days before: Final reminder with easy renewal link

Market insights emails: Position yourself as a partner:

• Monthly hiring trends in their industry
• Salary benchmark updates
• Competitive intelligence on who's hiring

Email Metrics That Matter

Track beyond open rates:

• Click-through rate: Are people engaging with content?
• Click-to-apply rate: For job alerts, how many clicks result in applications?
• Unsubscribe rate: Warning sign if above 0.5% per send
• Deliverability: Monitor spam complaints and bounce rates
• Revenue per email: Especially for employer campaigns

Cavuno's automated job alert system handles segmentation and sends. Configure once, let it run. Set matching criteria and frequency, and the system delivers relevant jobs to the right subscribers without manual intervention.

Set up job alerts

How to Use Paid Ads to Grow Your Job Board

When organic momentum builds, paid channels accelerate growth. Here's a key insight: strong SEO lets you outspend competitors on paid channels. If 70% of your traffic comes from organic search, your blended customer acquisition cost is much lower than a competitor paying for every click. You can afford to bid more aggressively on paid keywords because your overall CAC stays healthy.

The key is understanding which channels work for employers vs. job seekers. Most job board operators make the mistake of only advertising to one side.

8. Search Engine Marketing (SEM/PPC)

Search advertising captures high-intent users at the exact moment they're looking for what you offer. For job boards, the most valuable keywords are niche-level queries that signal someone is looking for exactly what you offer.

Job Seeker Campaigns

Focus on top-level queries for your niche rather than generic job searches:

• Niche queries: "private equity jobs," "venture capital job board," "climate tech careers," "healthcare data science jobs"
• Board-level queries: "[your niche] job board," "best [industry] job sites"
• Location + niche: "[your niche] jobs in [city]," "remote [your niche] jobs"

Avoid competing for generic queries like "software engineer jobs" or "marketing jobs." You'll be outbid by Indeed and LinkedIn. Your advantage is specificity.

Remarketing campaigns are where job seeker PPC becomes cost-effective. Someone who visited your site but didn't apply is infinitely more qualified than a cold searcher. Remarketing CPCs typically run 30-50% lower than prospecting campaigns with 2-3x higher conversion rates.

Employer Campaigns

Employer-focused PPC targets hiring managers searching for recruiting solutions in your niche:

• Niche hiring queries: "hire [your niche role]," "find [industry] talent," "[niche] recruiters"
• Board-level queries: "[your niche] job board," "post [industry] jobs," "best job board for [niche]"
• Comparison keywords: "Indeed alternatives for [industry]," "[competitor job board] vs"

Competitor conquesting (bidding on competitor brand names) works particularly well for niche boards. If someone searches "post job on Indeed" and you're a specialized healthcare job board, your ad highlighting industry focus can convert at surprisingly high rates.

Landing Page Optimization

Landing pages matter more for employer campaigns than job seeker campaigns. Employers evaluate before purchasing; job seekers just want to see jobs. Your employer landing pages need:

• Clear pricing (or a compelling reason to contact sales)
• Social proof from similar companies
• Specific metrics about your audience
• Frictionless paths to posting or demo requests

Budget guidance: Start with $500-1,000 per month. Run for 60-90 days minimum before making scaling decisions. Track cost-per-application for job seeker campaigns and cost-per-lead for employer campaigns. Scale what works; pause what doesn't.

9. Social and Display Ads

Different platforms serve different acquisition goals for job board operators.

LinkedIn Ads (Employer Acquisition)

LinkedIn is expensive (expect $50-100 CPM and $5-15 per click) but unmatched for reaching employers who might post on your board. The targeting precision justifies the premium when you're acquiring paying customers.

Sponsored content works best when targeting:

• Job titles: Recruiter, Talent Acquisition Manager, HR Director, Hiring Manager
• Company size filters matching your ideal customer profile
• Industries aligned with your niche

InMail campaigns suit enterprise sales motions. A personalized message to a VP of Talent at a target company converts better than display ads when you're selling annual contracts or partnerships.

Meta Ads (Job Seeker Acquisition)

Facebook and Instagram can drive job seekers to your board efficiently. The targeting has limitations for employment ads (anti-discrimination rules), but lookalike audiences work well.

Build lookalike audiences from:

• Your email subscriber list
• Website visitors who spent significant time on job listings
• Users who signed up for job alerts

Focus your creative on driving people to your board, not to specific jobs. "The best [niche] jobs, updated daily" or "Join 10,000 [profession] finding their next role."

Reddit Ads

Reddit offers lower CPMs ($2-5) and access to highly engaged niche communities. Targeting works at the subreddit level: r/cscareerquestions for tech, r/nursing for healthcare, r/accounting for finance.

The catch: Reddit users are skeptical of advertising. Your creative needs to feel authentic. "Weekly roundup: 50 new remote data science jobs" outperforms "Visit our job board!"

Organic Social

Don't overlook organic social as a complement to paid. Regular posts sharing interesting jobs, salary insights, or hiring trends from your niche build following over time. This is particularly effective on LinkedIn and Twitter/X for professional niches.

10. Offline Advertising

Digital dominates, but offline channels still drive results for specific job board niches.

Industry publication advertising reaches employers who read trade magazines and professional journals. A full-page ad in a nursing publication puts your healthcare job board in front of hiring managers who don't respond to digital ads.

Local newspaper and magazine placements serve geographic niche boards effectively. A regional job board covering a specific metro area benefits from visibility in local business journals and community publications.

Billboard and transit advertising works for high-volume blue-collar boards. A staffing-focused job board targeting warehouse workers, drivers, or manufacturing roles can reach candidates during their commutes.

Radio sponsorships reach job seekers in industries where workers don't sit at desks. Morning and afternoon drive-time spots on local stations build awareness at scale.

Direct mail to employer targets remains viable for B2B acquisition, particularly for high-value accounts. A well-designed mailer to 500 target companies in your niche costs a few hundred dollars and can generate meetings that would cost thousands in digital advertising.

When offline works best:

• Geographic niche boards serving specific metros or regions
• Trades and hourly position boards where candidates aren't constantly online
• Association-affiliated boards reaching professional communities
• Healthcare, manufacturing, logistics, and construction verticals

Job Board Partnership Strategies

Partnerships let you reach established audiences rather than building your own from scratch. While content and community channels require months of consistent effort to build momentum, partnerships can deliver qualified traffic and employer leads almost immediately.

11. Targeting Content Creators

In 2026, "publications" means far more than blogs and magazines. Your niche audience consumes content across newsletters, podcasts, YouTube channels, TikTok creators, LinkedIn influencers, and traditional media. Each is an opportunity to reach established audiences.

Mapping the Content Ecosystem

Start by identifying every content creator serving your niche:

• Newsletters: Industry-specific email newsletters often have highly engaged subscribers
• Podcasts: Interview shows and industry commentary podcasts need guests
• YouTube channels: Career advice, industry explainers, day-in-the-life content
• TikTok/Reels/Shorts: Short-form career content is exploding, and creators need topics and data
• LinkedIn creators: Thought leaders with large followings in your industry
• Traditional blogs and publications: Still valuable for SEO and credibility

Evaluate targets based on audience engagement (comments, shares, open rates), content relevance, and whether competitors have appeared.

Outreach Strategy

The goal isn't just a backlink. It's positioning your job board as the go-to resource for your niche. Lead with value: data, insights, or exclusive access.

Subject: Quick pitch—[specific topic] for [publication/show name]

Hi [name], I run [job board name] and we see [specific insight from your data]. I'd love to [write a piece / come on the show / share data for a video] exploring [topic] with real numbers from our platform. Interested?

For podcast guesting, pitch yourself as someone who can share hiring trends, salary data, or career advice specific to your niche, not as someone promoting a job board.

Data Partnerships

Job boards sit on valuable data that content creators crave: salary trends, hiring velocity, skill demand shifts, and geographic patterns. Offering exclusive data creates recurring reasons for creators to mention you. A quarterly "State of [Niche] Hiring" report gives podcasters, YouTubers, and newsletter writers fresh material to cover.

12. Business Development and Partnerships

Strategic alliances multiply your reach by embedding your job board into existing workflows and relationships.

Association Partnerships

Industry associations need member benefits. Job boards need qualified audiences. White-label job board partnerships solve both problems. You provide the technology and job supply; they provide the audience and trusted brand.

Structure matters here. Revenue sharing on employer job postings (typically 20-30% to the association) creates alignment. The association is incentivized to promote the board to members, and you're incentivized to deliver quality job supply.

University Career Center Integrations

Academic partnerships create renewable audience pipelines. Some job boards partner with universities that share the job board with graduating seniors, meaning a new class of eager young professionals accesses the board year after year. This isn't a one-time traffic spike. It's an annually replenishing source of early-career job seekers.

Bootcamp and Training Program Partnerships

Coding bootcamps, professional certification programs, and continuing education providers all promise career outcomes to their students. Your job board can help deliver on that promise. Partner with programs to feature their graduates to employers, or create dedicated sections for bootcamp-ready roles.

ATS Integration Partnerships

Employers live inside their applicant tracking systems. Integrations with platforms like Greenhouse, Lever, and BambooHR reduce friction for employers posting jobs and tracking applicants. Technical partnerships require development investment, but they create switching costs that improve retention.

13. Affiliate Programs

Affiliate programs turn your users and partners into an extended sales force. By sharing revenue, you align incentives and create scalable acquisition channels that only cost money when they generate results.

Commission Structures

Job board affiliate programs typically offer either percentage-based or flat-rate commissions:

• 10-20% of first job posting fee for new employer referrals
• Flat payments of $25-50 per paying employer acquired
• Recurring commissions (5-10%) for subscription-based models

Choose your structure based on unit economics. If your average employer lifetime value is $500, a $50 flat fee represents a 10% CAC, reasonable for a channel with no upfront cost.

High-Value Affiliate Partners

Different partners reach different sides of your marketplace:

For job seeker referrals:

• Career coaches and resume writers (interact at peak motivation)
• Bootcamps and training programs (graduates need jobs)
• University career centers (annual graduating classes)
• Professional certification bodies (newly certified professionals)
• Industry influencers and content creators

For employer referrals:

• HR consultants and fractional HR providers
• Recruiting agencies (for roles they don't fill themselves)
• Industry associations (member benefit programs)
• Complementary SaaS tools (ATS, HRIS, payroll providers)
• Business coaches serving companies in your niche

See our job board monetization guide for more affiliate program structures and pricing strategies.

14. Existing Platforms

The Traction book emphasizes a key insight: go where your customers already are. For job boards, this means using platforms that already aggregate job seekers and employers rather than building audience from scratch.

This channel is particularly powerful at launch because it requires no existing audience. You're borrowing someone else's.

Job Distribution Networks

Indeed, ZipRecruiter, and LinkedIn dominate job search traffic. Rather than competing directly, use them as distribution channels. Programmatic job distribution gets your employer listings in front of massive audiences, while tracking which applications come from which source helps you understand true channel value.

The tactical approach: use aggregators for initial job supply to attract job seekers, then convert employers to direct posting by demonstrating the higher-quality applicants your niche audience provides. Beyond aggregators, job board directories like JobBoardSearch and JobBoardFinder list your board as a platform, driving brand discovery and backlinks from day one.

Google for Jobs is the most important existing platform for job boards. It surfaces job listings directly in Google search results, giving you massive visibility for properly structured postings. This is a launch-day tactic: once your jobs have JobPosting schema, you can appear in Google's job search immediately. See the SEO section above for implementation details.

How to Sell to Employers: Direct Outreach Tactics

For employer acquisition, direct outreach often outperforms waiting for inbound interest. While content marketing and SEO build long-term visibility, a well-executed sales motion can generate revenue within weeks. For the complete employer acquisition playbook with email templates and pricing frameworks, see our guide on how to attract employers to your job board.

15. Sales (Direct Employer Outreach)

Most job board operators underinvest in proactive employer sales because it feels uncomfortable or "salesy." This creates an opportunity. While competitors wait for employers to find them, you can build relationships with hiring managers directly.

Identifying Target Employers

Start by building a prospect list of companies actively hiring in your niche. The best signals include:

Job posting activity - Companies posting roles on LinkedIn, Indeed, or competitor boards are already spending money on recruitment. These are warm prospects.

Funding announcements - Startups that just raised a round typically go on hiring sprees within 60-90 days.

Growth indicators - Office expansions, new product launches, or leadership hires often precede broader team growth.

LinkedIn Sales Navigator Prospecting

LinkedIn Sales Navigator remains the most efficient tool for B2B employer outreach:

• Filter by company size, industry, and job function (target HR directors, talent acquisition managers, and hiring managers)
• Save lead lists by niche segment for organized follow-up
• Monitor job posting activity as a trigger for outreach timing
• Use InMail strategically—after warming prospects with content engagement

Cold Email Sequences for Employer Acquisition

Cold email works when it provides value rather than just asking for attention. The key is leading with insight about their specific hiring challenges.

Effective outreach sequence:

Email 1: Industry Insight + Problem Acknowledgment

Subject: Saw [Company] is hiring [role type]—quick thought

Hi [Name], Noticed you're scaling your [department] team. One pattern we're seeing with [industry] companies hiring [role type]: the generic job boards send volume, but the conversion-to-interview rate is brutal. We built [Your Board] specifically for [niche] roles. Curious if improving candidate quality is on your radar right now?

Email 2: Case Study from Similar Employer (Day 4)

[Similar Company] was struggling to find qualified [role type] candidates. They tested posting with us for one role. Results: 47 applicants, 12 met qualifications, hired within 3 weeks.

Email 3: Free Trial or Featured Post Offer (Day 8)

I'll give you a free featured post for your [role] so you can see the candidate quality firsthand. No catch—we'd rather prove value than pitch you.

Email 4: Scarcity/Deadline (Day 14)

We're onboarding 5 new employers in [their industry] this month as part of a case study cohort. Includes free featured posts and priority support for 90 days.

Target metrics: 20% open rate, 3-5% reply rate, 10% trial-to-paid conversion

16. Public Relations (PR)

Earned media coverage builds credibility that paid advertising cannot replicate. When industry publications write about your job board, employers trust you more—and that trust shortens sales cycles.

Industry Report Releases as PR Hooks

The most effective PR strategy for job boards is publishing original research. You have access to data journalists want: salary trends, hiring patterns, geographic demand shifts, skill requirements.

PR hooks that consistently generate coverage:

• "X% salary increase for [role] in [industry] over 12 months"
• "Hiring trends show [surprising insight about your niche]"
• "[Number] new jobs added in [niche]—up X% from last year"
• "The most in-demand skill in [industry] isn't what you'd expect"

HARO (Help a Reporter Out) Monitoring

HARO and similar services connect journalists seeking expert sources with people willing to provide quotes. Subscribe and monitor daily for requests related to hiring and recruitment trends, your specific industry, and workplace topics where you can provide data.

17. Unconventional PR

Sometimes the best coverage comes not from traditional press releases but from creative campaigns that capture attention through unexpectedness.

Industry Awards and "Best Places to Work" Lists

Creating your own awards program generates employer interest, press coverage, and valuable content simultaneously.

"Best Companies to Work For in [Your Niche]" lists work particularly well because:

• Employers want to be included and will share widely when featured
• The content itself is linkable and searchable
• Awards create annual recurring coverage opportunities
• Winning companies often become paying customers

Scale this by creating geographic variations: "Best [Niche] Companies in Austin," "Top Remote [Niche] Employers," "Best [Niche] Startups in Europe." Each variation targets different search queries and gives you more reasons to reach out to employers.

Creating Buzzworthy Job Postings

Unusual job postings can go viral and drive significant traffic. This works best when the role itself is genuinely interesting or the posting is written in an unexpectedly engaging way.

Using Events to Market Your Job Board

Events build relationships that digital channels can't replicate, making them especially valuable for employer acquisition.

18. Trade Shows and Conferences

Face-to-face interactions with employers and industry leaders accelerate trust-building in ways that emails and ads simply cannot match.

Identifying the right events starts with understanding where your target employers gather. For general job boards, HR Tech Conference and SHRM Annual Conference are the flagship events—thousands of HR decision-makers concentrated in one venue. For niche boards, industry-specific conferences often deliver better ROI.

Booth strategy for job boards differs from typical SaaS exhibitors. You're not just selling software—you're selling access to candidates. Your booth should demonstrate that access immediately. Display real-time candidate statistics, showcase success stories from similar employers, and have demo stations where visitors can search your actual database.

Speaking opportunities position you as an authority rather than a vendor. Apply to present on topics where job boards have unique data insights—hiring trends in your niche, salary benchmarking, candidate behavior patterns.

Post-event follow-up determines whether conference investments pay off. Within one week of returning, send personalized emails to every meaningful contact. Reference specific conversations. Share the resources you promised.

19. Speaking Engagements

Positioning yourself as an industry thought leader opens doors that cold outreach never could.

Live Speaking

Local HR association presentations offer the fastest path to speaking experience. Every major metro area has SHRM chapters, HR management associations, and recruiting professional groups that need monthly speakers.

Webinars for employer audiences deserve special attention. Research consistently shows that webinars drive purchasing decisions for B2B audiences. Create monthly or quarterly webinars addressing employer pain points in your niche.

Media Appearances

Podcast guesting extends your reach without travel. Dozens of podcasts serve HR and recruiting professionals, plus countless more serve your specific industry. Pitch yourself as a guest who can share hiring data and career insights.

YouTube appearances work similarly—many industry YouTube channels feature guest experts. Offer to discuss hiring trends, salary data, or career advice for your niche. These videos continue driving traffic long after they're published.

Your Own Content

Consider launching your own podcast or YouTube channel focused on careers in your niche. This is a long-term play, but it builds owned audience and positions your job board as the industry authority.

20. Offline Events

Hosting your own community gatherings creates owned media in the physical world.

Networking events for your niche industry position your job board as the community hub. A construction job board might host quarterly contractor meetups. A nonprofit job board could organize monthly gatherings for development professionals.

Hiring mixers connecting employers and candidates deliver immediate value to both sides of your marketplace. Employers meet pre-screened candidates in a low-pressure environment. Candidates access multiple opportunities efficiently.

Career fairs remain relevant, particularly in industries where candidates value face-to-face interaction. Virtual career fairs have matured significantly, with platforms enabling video chats, booth visits, and resume exchanges.

Putting It All Together: Your Job Board Marketing Stack

This level of focused, sustained effort requires real commitment. Make sure the job board model aligns with your goals before investing months into marketing.

The biggest mistake job board operators make is spreading themselves across a dozen channels, executing poorly on all of them, and wondering why growth stalls. The Traction book is clear on this: focus beats diversification. At any given time, your job board should have ONE primary channel you're optimizing—not five.

Channel Selection by Growth Stage

Different channels work at different stages. The table below shows which channels to test first at each stage—not which channels to run simultaneously. Remember: test three, then focus on one.

Critical insight: Google for Jobs belongs at the launch stage, not later. Once you have job postings with proper JobPosting schema, you can appear in Google's job search immediately—this is an "existing platform" play that requires no audience.

At launch, your goal is finding what works while proving the concept. Test SEO fundamentals (your jobs should be indexable from day one), target niche blogs your audience reads, and do direct sales outreach to validate employer willingness to pay.

During growth, double down on whatever channel proved itself during launch. If targeting blogs drove your first 1,000 visitors, go deeper: more blogs, better relationships, guest posting. Don't abandon it for paid ads just because you have budget now.

At scale, your winning channel from growth may saturate. That's when you run Bullseye again to find the next channel—not when you diversify into five channels simultaneously.

The 50% Rule

The Traction book's most counterintuitive advice: spend 50% of your time on traction, even while building your product. Most job boards fail not because they can't build features, but because they can't get employers or job seekers. The core reasons to start a job board—high margins, defensible positioning, and compounding assets—only materialize if you put in this work.

This means from day one—even before you have a complete product—you should be:

• Testing which channels could work
• Building relationships with potential employers
• Creating content that will compound over time
• Validating that people actually want what you're building

The pull to spend 100% of time on product is strong. Resist it. A mediocre job board with great distribution beats a perfect job board nobody knows about.

This is why we recommend using job board software rather than building from scratch. Every hour spent coding authentication, payment processing, or job search filters is an hour not spent on marketing. As Jeff Bezos puts it:

"We needed to stop spending so much of our energy on the undifferentiated heavy lifting, and really focus on what makes your beer taste better."

Job posting forms, applicant tracking, and SEO optimization don't make your beer taste better—they're table stakes. What makes your job board win is your niche positioning, your employer relationships, your content, and your community. Job board software handles the undifferentiated lifting so you can spend that 50% on traction instead of reinventing infrastructure.

Budget Allocation: Double Down, Don't Diversify

Forget the typical advice to split budget across organic, paid, and partnerships. The Traction approach is simpler and more effective:

When you find a channel that works, pour everything into it.

What about budget when nothing works yet?

At the testing phase (before you've found your winning channel), keep experiments cheap:

• $0-500/month: Focus on free channels (SEO, community, content, targeting blogs)
• $500-2,000/month: Run small paid tests to validate if paid can work for you
• $2,000+/month: You can test more channels faster, but still only scale what's proven

The key insight: budget allocation isn't about percentages across categories. It's about finding one channel that works, then making it work harder. If direct sales is your channel, spend $0 on ads. If SEO is your channel, don't waste money on trade shows.

Learn about job board monetization to understand how revenue enables marketing investment.

Measuring Success Across Channels

Multi-channel marketing creates attribution complexity. A candidate might discover your board through search, return via email, and apply after seeing a retargeting ad.

Set up multi-touch attribution from the start. Use UTM parameters religiously. Implement proper analytics tracking. Ask customers how they found you during onboarding.

Track channel-specific KPIs to measure health before conversions appear. For SEO, monitor rankings and organic traffic growth. For email, watch open rates and click rates. For paid, track cost per click and conversion rates.

Establish a monthly reporting cadence. Review performance across all active channels. Compare against previous periods and benchmarks. Document insights so you build institutional knowledge over time.

Define optimization triggers that tell you when to act. Double down when a channel exceeds targets for two consecutive months. Investigate when performance drops 20% or more. Cut channels that fail to show improvement after 90 days of optimization.

Job Board Growth Strategy: Key Takeaways

The Traction book's central insight applies perfectly to job boards: almost every failed startup has a product—what they don't have is customers. Job boards fail not because they can't build features, but because they can't acquire employers and job seekers.

The framework is straightforward:

1. Brainstorm all 20 channels without dismissing any
2. Test your top three with cheap experiments
3. Focus on the ONE channel that shows traction
4. Double down until that channel saturates
5. Repeat the Bullseye process for your next growth phase

This isn't multi-channel marketing in the traditional sense. It's sequential focus: one channel at a time, mastered and maximized before moving on.

The job board flywheel works like this: organic traffic brings candidates, candidates generate applications, applications create employer success, employer success attracts more employers, more employers mean more jobs, and more jobs drive more organic traffic. Every revolution accelerates the next. But the flywheel starts spinning from ONE channel working well—not from five channels working poorly.

Pieter Levels grew Remote OK to hundreds of thousands of dollars in annual revenue through this kind of focused, sequential growth. He didn't run five channels simultaneously. He found what worked (SEO, Google for Jobs, email), doubled down, then expanded when each channel saturated.

Technology enables this focus. The job boards winning today use software to handle the technical foundation—SEO optimization, programmatic pages, job alerts, Google for Jobs integration—so human energy focuses on the one channel that matters most right now. Cavuno handles this infrastructure so you can focus on growth.

The job board market is larger and more fragmented than most people realize. Indeed and LinkedIn dominate general search, but they cannot serve every niche, geography, or employer need. The opportunity for specialized boards has never been greater.

Your next step: Run the Bullseye process. Brainstorm all 20 channels. Pick your top three to test. Find the one that works. Then make it work ten times harder.

Ready to build your job board? Start with our step-by-step creation guide or jump straight to the quick start documentation.