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Indeed continually refines its job posting guidelines to ensure a high-quality experience for both job seekers and employers. While these updates, which include stricter policies on duplicate posts and job visibility, are designed to optimize the platform, they can impact organic applicant flow and increase the risk of jobs being designated as sponsored-only if not properly managed.

This is where the Hireology + Indeed Platinum Partnership becomes invaluable. While Indeed does not publicly disclose the specifics of their policy changes, our Platinum Partnership grants us priority access to these critical updates. This means Hireology is among a select group of partners who receive advance visibility into policy adjustments, allowing us to proactively adapt and provide our customers with the most up-to-date guidance.

Our close collaboration with Indeed ensures that the guidelines we provide are based on the latest information, even as policies evolve. We are committed to helping you navigate these changes, remain compliant with Indeed's policies, and ultimately put you in the best possible position to fill your open roles quickly and efficiently with high-quality candidates. We're in this together, dedicated to your hiring success. To maintain strong visibility on Indeed's organic and sponsored job feeds, refer to the best practices below:

In This Article We Will Cover:

• Top Recommendations
• Related Topics

NOTE: Recommendations will be updated as new information and policies become available

Top Recommendations:

• Job Posting Channel: If customers were posting jobs direct to Indeed and through Hireology, one of the jobs would be flagged as potential duplicates
  • For best results, we encourage customers to post through one channel -- Hireology
  • Contact your Indeed rep to let them know their posts from Hireology should get preference
• Post Real Jobs: Only post legitimate job openings. No spam, scams, or other offers.
• Be Specific:
  • Use a clear job title (e.g., "Caregiver," not "Caregiver/CNA").
  • Avoid extra info in the title (like "full time," "signing bonus," or all caps).
  • Don't include location or relocation in the job title.
  • Write detailed job descriptions (company overview, benefits, responsibilities, qualifications).
  • Don't just list keywords; describe the job.
• Specify Location:
  • List the exact city or nearest major city. Indeed searches within 25 miles.
  • If targeting multiple cities, include them in the job description to avoid "location blasting."
  • Do not mention relocation in the title or description.
• Gender Neutral Language: Avoid using gender-specific language in job titles and descriptions, such as “handyman”
• Punctuation, special characters or symbols: Do not use excessive punctuation, special characters or other symbols in job titles or descriptions.
• Avoid General Recruitment:
  • Write descriptions for one person (e.g., "Caregiver," not "Caregivers").
  • Don't mention self-employment or commission-only salaries.
• Salary Bands: Include specific salary bands that accurately reflect compensation, in as narrow a band as possible. Too wide of a range could be flagged by Indeed and limit visibility.
• No Duplicates:
  • Multiple openings for the same role? Add an additional ‘seat’ for the existing posting instead of creating a second new job posting.
  • Need to hire for the same job at locations within 25 miles of each other?
    • Make sure to clearly call out the specific, detailed location info for each job in the job description
    • If possible, make the descriptions for each job as distinct as possible, even if it’s the  same job at different locations. Consider including references to unique aspects of the role, team or area based on the specific location.
  • Similar job with different shifts, locations, client (Territory Management): If you are posting similar jobs but with differences in shift, title, responsibilities, or other info, call those differences out clearly in the job description (not in the job title).
• Passive Recruiting Strategies: If the purpose of always-on jobs is to build your candidate pipeline: we recommend reviewing your sourcing strategies.
  • Explore other channels, such as your dedicated career site, talent communities, or professional networking platforms, to build a pipeline of interested candidates
  • Consider leveraging a referral network to drive quality applicants or a re-engagement campaign to silver medal candidates already in your applicant pool.
  • Using job postings to source candidates when you don’t have a role to fill can negatively impact candidate experience & trust, your brand image, reduce applicant flow when you need it, and impact your standing with job boards like Indeed.
• Refresh carefully (or not at all): For roles that take some time to fill, or the need to re-post to backfill a hire that didn’t work out, try these methods instead of immediately closing and re-opening a job:
  • Make real updates: Change the job description, responsibilities, or qualifications. Even small changes tell Indeed that the job has been reviewed.
  • Wait before re-posting: If updating the job doesn't work, the job is 60 days or older, and you really need to re-post it, wait at least a week. Re-posting too soon looks like you're trying to trick the system and can hurt your job's visibility. 

Related Topics

• Job Board Visibility Best Practices
• Indeed Search Quality Standards
• Job Board Integrations