Job Post Quality Requirements: LinkedIn and Indeed Guidelines
100Hires submits your job to the boards you select on the Find candidates tab, but each board then runs its own quality review before the listing goes live. A job that looks fine in 100Hires can still be rejected, hidden, or ranked down by the board itself.
This article restates the published guidelines of LinkedIn and Indeed, the two boards that document their quality rules in the most detail, so you can write a job post that clears both on the first attempt. LinkedIn's guidelines are the baseline here because they are the most explicit about completeness and tone; Indeed's rules are layered on top because they go furthest on pay and location.
Where these rules come from
We do not invent quality rules. Everything below is taken from the boards' own public documentation:
- LinkedIn: Quality job post guidelines and Jobs Policies
- Indeed: Job posting guidelines and Indeed's job posting rules and policies for employers
One rule below - the corporate domain email requirement - comes from a July 2026 notice Indeed sent to its integration partners rather than from a public help page.
Boards update their policies without notice. If anything here conflicts with the pages above, the board's own page wins.
Requirements both boards enforce
Treat this list as the minimum bar for any job you publish from 100Hires.
Requirement | What both boards expect | Where you handle it in 100Hires |
|---|---|---|
Real, open role | A post must be a bona fide opening with genuine intent to hire for that specific position. General resume collection and pipeline building are not allowed. | Use a Talent Pool job instead of a public job for pipeline building |
One post, one role | You may hire several people from one post, but you cannot bundle several different roles into one listing. | Create a separate job per role |
Truthful and complete | Title, responsibilities, qualifications, location, and whether you are the employer or a recruiter must all be accurate. Nothing important hidden. | Details tab |
Title matches description | The title must be the name of the role as it would appear on a business card, with no extra information, and the description must support it. | Job title for your Career Site |
No discrimination | No preferences or exclusions based on age, gender, gender identity, religion, ethnicity, race, national origin, disability, sexual orientation, or any other protected characteristic. Use gender-neutral titles ("Server", not "Waitress"). | Description text |
Real location | The listed location must be where the work actually happens. Remote roles must be labelled remote. Posting one role across cities where it does not exist ("location blasting") gets it removed. | Job location: start typing and then choose one of the recommended options, plus the Remote checkbox |
No clickbait or spam formatting | No all caps, rows of symbols, "$$$", promotional language, keyword stuffing, or emoji-heavy titles. Write full sentences. | Description text |
Complete description | Vague or thin descriptions are treated as low quality and lose visibility. Cover responsibilities, requirements, and what you offer. | Compelling job description (the Rewrite with AI-copilot button helps) |
Candidate pays nothing | No application fees, no upfront payments, no requests for financial details. | Description text and application form |
Identifiable, authorised employer | The post must come from someone authorised by the hiring company, with a real company identity behind it. | |
Standard application flow | Candidates apply once, through the normal flow. No "apply again on our site", no phone-or-text-only applications. | Application tab |
No sensitive data up front | Do not ask for photos, ID documents, or similar personal information before a candidate has even applied. | Application tab and questionnaires |
No duplicates | One active post per opening. Repeated reposting and duplicate listings lower ranking or get flagged. | Edit the existing job instead of reposting |
No MLM or pay-to-join business opportunities | Multi-level marketing, franchise and "business opportunity" listings that need an investment or recruiting others are not eligible. | Not supported on either board |
No offensive content | No slurs, harassment, threats, sexually explicit or vulgar content. | Description text |
LinkedIn-specific requirements
These come from LinkedIn's quality guidelines and are stricter than Indeed's on employer detail and tone:
- Employer details in the post. Include information about the employer: the company's physical address or contact details, a valid website, and a valid email on the company domain.
- Primary location plainly visible. The main location for the role has to be visible inside the job description itself, not just in a field.
- Relocation and travel. If the role requires relocation or travel, state the requirement and conditions.
- Paid or unpaid must be stated. For volunteer, internship, or otherwise unpaid opportunities, the post must clearly say whether it is paid or unpaid.
- No ambiguity. The post must clearly state the role and avoid ambiguous responsibilities or qualifications.
- Professional writing. Egregious typos, grammatical errors, stray symbols, incomplete sentences, and unprofessional language all count against the post. Avoid spam-like phrasing such as "plz" or "ez jobs", and avoid heavy internal jargon, slang, capitalisation, or emoji.
- Link your LinkedIn Page. Choose your company from the dropdown so the post is tied to your Page, and describe the company if it is not well known.
- Add skills after posting. Fill the Add skills field on LinkedIn once the job is live so it matches the right candidates.
- Description length. LinkedIn recommends 500 to 600 words for a high-performing post.
- Benefits belong in the description. List perks such as retirement plans, flex time, or stock options inside the job description.
- Post from a company domain email. LinkedIn treats company-domain senders as more trustworthy.
- No phishing or malicious content. A post cannot promote a site that tricks people into handing over personal information, and cannot contain malicious code.
Indeed-specific requirements
Indeed's rules are stricter on compensation, media, and job categories:
- Corporate domain email, enforced from 31 October 2026. Every job submitted to Indeed through an integration must carry a valid employer email on a company domain. A generic free mailbox (Gmail, Yahoo and similar) or a missing email does not meet the requirement, and jobs that are still out of compliance after 31 October 2026 may lose visibility on Indeed. 100Hires sends the email address of the 100Hires account that publishes your jobs, which is normally the account owner, so that address is the one that has to sit on your company domain - update it in Settings / User Settings if it does not (how to change your login email). Indeed has said it is reviewing how franchises fit into this policy, since individual operators often work from personal addresses.
- Every job must be paid. Unpaid roles are not allowed. Payment in gift cards, goods, equity, or housing does not count. This includes internships: all internships listed on Indeed must offer pay.
- Commission-only clarity. Label commission-only roles clearly, describe the structure as base pay plus commission rather than a vague percentage, and never claim guaranteed earnings. Remote commission-only roles require sponsorship.
- Pay transparency helps. Indeed recommends including a salary range and benefits. It is a recommendation on their side, not a hard rule, but posts with pay information perform better.
- Direct sales disclosure. Direct sales and marketing roles must state the real company name, the pay structure (base and commission), the work location, and what product is being sold.
- Media rules. Own the rights to any photo or video, avoid uncustomised stock imagery, no minors unless the role involves working with children, no unsafe or adult imagery, and no external links, QR codes, or advertising inside media. One-way video answers may be used for evaluation only, never repurposed for marketing.
- Restricted job types. Mystery shopper roles, multi-level marketing, and business opportunities requiring investment are not eligible. Career fairs, franchise or training opportunities, and internal-only roles do not appear in organic results.
- Candidate email use. Use candidate email only to discuss the job they applied to. No bulk promotion of other roles.
- Approved application methods only. Do not ask candidates to submit a second application after they have applied, and do not redirect them outside the approved flow. Keep the 100Hires application form as the single way to apply, and do not add a second application step on another site.
- Location blasting is named explicitly. Indeed detects the same job posted across multiple cities. Post only where an opening actually exists, and use satellite jobs when you genuinely hire in several locations.
- Candidate privacy. Information gathered during the application must be shared carefully inside your company and never passed to third parties.
Where the two boards differ most
Topic | Indeed | |
|---|---|---|
Unpaid roles | Allowed if the post clearly states it is unpaid (volunteer, internship) | Not allowed at all, including unpaid internships |
Description length | 500 to 600 words recommended | No word target, but thin or keyword-stuffed text is flagged |
Employer contact details | Physical address or contact details plus valid website expected in the post | Contact details are not required in the body, but the employer email sent with the job must be on your company domain from 31 October 2026 |
Media in posts | No specific media policy published | Detailed rules on photos, videos, stock imagery, and QR codes |
Duplicate posts | One post cannot cover multiple roles | Duplicates and frequent reposting reduce ranking |
What 100Hires checks before submitting your job
Some requirements are checked on our side first, so you see an error instead of a silent rejection. Open the job, go to the Find candidates tab, and read the banner "Your job might not be posted to the job boards, please fix these issues:" plus the Status column next to each board. Blocked boards show "Not sent to the job board because of the issues" with the reason underneath.
The three you will hit most often:
- Indeed & Glassdoor need a valid job location and your company logo. If Indeed needs a minimum salary for your job, you will see a prompt to add it, and the job is not submitted until you do.
- LinkedIn needs your LinkedIn Company ID: "To enable the integration, you need to provide your LinkedIn Company ID".
- Ziprecruiter is location-limited: "Your job location is not supported by this job board. Only locations in the US, CA, and AU are allowed."
"Sent to the job board" means 100Hires delivered the job. The board's own quality review happens after that, which is why the guidelines above matter. For timing, verification queues, and per-board setup, see the related articles at the end.
Pre-publish checklist
Run through this before you set the job to Public:
- Title is the plain name of one role, no caps, symbols, or extra text.
- Description covers responsibilities, requirements, and what you offer, in full sentences, and mentions the primary location.
- Location is the real work location, with Remote checked if the role is remote.
- Salary range filled in wherever you can, with the right currency and period. Use AI Recommend Salary if you are unsure. Indeed can hold a job back when there is no minimum salary, and Indeed reports that posts with pay information perform better.
- Employment type set under the Optional tab (Type), along with Job category for job boards, Required education, Required experience, and Hours per week where they apply.
- Company logo uploaded and LinkedIn Company ID filled in Settings / Company. LinkedIn also expects a valid company website and a physical address or contact details. Both boards prefer a company-domain email, and Indeed will require one from 31 October 2026, so check the email in Settings / User Settings is not a Gmail or Yahoo address.
- Paid role, with no fee or upfront cost for the candidate. If a role is genuinely unpaid, expect LinkedIn only and say so in the post.
- Application form asks nothing sensitive before the candidate applies.
- No duplicate of an existing live job. Edit the original instead.
- Status set to Public, then confirm the Find candidates tab shows no issues.
Related articles
- How Job Posting Rules Work on Indeed and LinkedIn - processing times, verification queues, and what happens when you edit a live job
- All Supported Job Boards: Posting, Timing, Requirements
- How to Create a Job
- Post Jobs to Indeed from 100Hires Automatically
- Post Jobs to LinkedIn Job Board from 100Hires
- Why Aren't My Jobs Showing on LinkedIn
- How to Set Up Your LinkedIn Company Page for Job Posting
- How to View Your Indeed Job Posting
Updated on: 31/07/2026
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