1. Policies for creating high-quality job posts

High-quality job posts can help you connect with quality candidates faster. Indeed employer policies are designed to keep listings clear and easy for job seekers to find. When you follow them, you can improve your post’s visibility and reduce the chance of your post being hidden or removed.

Low-quality job titles and descriptions

The title and description are often the first things a candidate notices about your job post. When they’re clear and accurate, candidates can determine if the role fits what they’re looking for. When they’re vague or cluttered, they can make your post look less credible.

To make your posts more effective, try writing job titles and descriptions that:

• Use simple, searchable titles that match what candidates type into Indeed
• Focus on the essentials: responsibilities, pay, benefits and qualifications
• Break information into short, easy-to-read sections
• Avoid all caps, extra punctuation and symbols, or promotional language

Job titles like “Amazing Opportunity! Earn Big $$$—Apply Now!” may appear spammy and lead to a reduction in visibility on Indeed. Indeed’s low-quality job titles policy and low-quality descriptions policy help make sure your listings stay professional and appealing to job seekers.

General recruitment ads

The general recruitment policy helps maintain a fair experience for both employers and job seekers by ensuring each application connects to a single, clearly defined position.

Each job post on Indeed should describe one open role. When a single listing includes several positions, it can confuse job seekers or lead to mismatched applications.

While you can list multiple positions in one post, doing so requires sponsorship. In many cases, it’s best to create a separate post for each job to keep your listings clear and relevant.

Unpaid or misleading roles

Pay transparency and clear job details can help you attract quality candidates and build trust throughout the hiring process. When job seekers understand exactly how a role is compensated, they may be more likely to apply and stay engaged throughout the application process.

All jobs on Indeed must be paid. Posts for unpaid work, misleading commission-only structures or vague “marketing” roles aren’t typically allowed. Make sure your job post explains how compensation works and accurately reflects the position.

For direct sales and marketing jobs, Indeed requires employers to adhere to a distinct set of requirements for clarity. These include:

• Ensure the company name and job title are accurate reflections of the business and role
• Disclose details on salary structure (including base, base with commission or commission-only)
• Provide information on where the job seeker will be working and what product they will be marketing or selling

For more details on maintaining compliance, review Indeed’s policy on misleading direct sales and marketing jobs.

Tips and examples

The following examples can help you follow these policies in your posts.

Use effective titles:
Try: Retail Store Manager
Avoid: APPLY NOW!!! Retail Store Manager ~HIRING IMMEDIATELY~

What to do and avoid regarding general recruitment:
Try: Create one post for “Customer Service Representative” and another post for “Sales Associate”
Avoid: Combine several openings in one listing like “Now Hiring: Sales, Customer Service and Admin Roles”

Have transparent pay descriptions:
Try: $18 per hour plus monthly commission
Avoid: Unlimited Earning Potential

2. Policies for non-discriminatory hiring

Non-discriminatory job posts could potentially help you reach more quality candidates and may help strengthen your reputation as an employer who supports fair opportunities. When your postings follow Indeed’s anti-discrimination standards, you can potentially create a more positive experience for job seekers while helping to protect your business from compliance risks.

Gender discrimination

Posts that show a preference for one gender may violate Indeed’s policy on gender discrimination. In your posts, consider using gender-neutral wording that focuses on skills, experience and the value of the role.

Here are a few ways to make your titles and descriptions more inclusive:

• Choose gender-neutral terms (“Server” instead of “Waitress”)
• Avoid titles ending in “-man” or “-ess.” (Try “Firefighter” instead of “Fireman”)
• Reinforce your company’s commitment to bringing together individuals with different backgrounds and viewpoints

Racial discrimination

Job posts that include racial preferences or exclusions violate Indeed’s policy on racial discrimination.

Age discrimination

Language like “recent graduates” or “younger applicants” that targets specific age groups isn’t allowed under Indeed’s age discrimination policy. This helps to ensure that all qualified people have an equal chance to apply.

• Jobs with legally required age limits, such as 18+, are permitted
• Consider avoiding language that implies an upper age cap or age-related preference

National origin and language preference

Indeed’s national origin and language policy prohibits language that targets or excludes job seekers based on national origin, ethnicity or accent. Consider emphasizing fluency or proficiency rather than a candidate’s national origin or first language.

Examples to consider for your job descriptions include:

• “Fluent in Spanish and English” instead of “Native Spanish speaker”
• “Proficient in German” instead of “German must be your first language”

Approved occupational qualifications

Some roles require certain characteristics for legitimate, job-related reasons. These are known as approved occupational qualifications. If your position has a legally recognized requirement, you may typically include that detail in your post.

Identity-based abuse and hate speech

Indeed prohibits identity-based abuse, hate speech or harassment in any job post or employer messaging. Posts that contain offensive or discriminatory language may be removed.

Tips and examples

Here are some more examples to help you write posts that align with Indeed job posting rules on non-discriminatory hiring:

Avoid gendered job titles or descriptions
Try: Property Manager or Chairperson
Avoid: Landlady or Chairman

Keep opportunities open to qualified candidates of all ages
Try: Ideal for candidates with customer service experience
Avoid: Perfect for recent grads or young professionals

Emphasize language proficiency instead of native status
Try: “Bilingual receptionist”
Avoid: “Must be a native English speaker”

Include occupational qualifications only when legally required
Try: Applicants must be 18 or older to comply with state employment law
Avoid: Looking for young, energetic staff

3. Policies for maximizing job visibility

Writing clear, accurate job descriptions can help quality candidates find your job. When posts are duplicated, overloaded with keywords or listed in the wrong locations, they may appear less often in search results.

Duplicate jobs and reposting

Posting the same job multiple times can make it harder for candidates to know which listing is current. It can also potentially reduce your job’s visibility on Indeed. Each position should typically be represented by a single, active post. When you need to refresh an old post, update it instead of creating a new one.

Indeed’s policy on reposted and duplicate content explains that frequent reposting or duplication can lead to lower ranking in search results or require sponsorship to maintain visibility.

Keyword stuffing

Using natural, relevant keywords helps candidates find your job. Adding too many—or repeating them in unnatural ways—can make your post seem spammy and may result in lower visibility.

Focus on describing the role and its requirements, rather than including unnecessary terms. According to Indeed’s policy on keyword stuffing, posts filled with repetitive phrases could potentially appear less often in search results.

To make your job easier to find:

• Use clear job titles that match what candidates search for
• Write complete sentences or bullet points instead of long keyword lists
• Include only relevant skills and responsibilities

Location blasting

Job seekers expect accurate information about where they’ll work. Known as “location blasting”, posting the same job in multiple cities where the role isn’t actually located can confuse candidates and reduce trust in your listing. Indeed’s policy on location blasting notes that this practice may require sponsorship or result in a post being removed from organic search results.

To help avoid issues, make sure:

• Each job post lists the true city and state where the employee will work
• Remote roles are labeled as such instead of being duplicated across locations
• Multi-location hiring is posted only where openings truly exist

Tips and examples

Consider the following tips to help your posts meet Indeed’s policies for maximizing job visibility.

Avoid posting duplicate or outdated listings
Try: Update your existing “Administrative Assistant” post to reflect new details
Avoid: Post the same “Administrative Assistant” job multiple times in one week

Jobs should only be posted to locations in which the opportunity is currently available.
Try: Making sure the location indicated in the posting is the actual location for the job
Avoid: Posting a job title with a location and then specifying a different location in the job description

Use terms candidates would realistically search for, rather than stuffing multiple variations of the same keyword
Try: “We’re hiring a Certified Nursing Assistant (CNA) to join our patient care team”
Avoid: “CNA Certified Nursing Assistant Health Care Medical Hospital Patient Care Job Openings”

Ensure city and state are accurate in every post
Try: “Hiring for our Chicago and Evanston locations”
Avoid: “Hiring across the state”

Keep job descriptions concise and relevant
Try: “Responsibilities include greeting guests, answering phones and managing appointments.”
Avoid: “The ideal candidate will be responsible for greeting all guests in a friendly and professional manner at all times, answering a high volume of calls and transferring them as appropriate, and scheduling, confirming and managing appointments on a daily basis.”

4. Policies for applying & candidate experience

A smooth, compliant application flow helps candidates stay engaged and can help you hire faster. Clear communication, approved application methods and respectful use of media can help protect job seekers’ privacy, build trust and potentially help reduce the risk of post removals or lost visibility.

Appropriate use of email

Use Indeed’s messaging and email tools only to communicate about the job a candidate applied for. Keep messages relevant, timely and professional, rather than marketing unrelated roles or ask candidates to re-apply elsewhere. Read Indeed’s email policy for details on acceptable use and enforcement.

Consider using an interview confirmation email template like this one:

Subject: Interview with [Company] for the [Role] position

Hi [Candidate],

Thanks for applying to [Role]. We’d like to meet on [Day, Date] from [Time–Time, Time Zone] at [Location or Video link]. You’ll meet with [Interviewer name, title]. We’ll cover [topics or format]. Please bring [materials, if any].

If the time doesn’t work, please reply with alternatives. Looking forward to speaking.

Best,
[Name], [Title] [Contact information]

Requests to apply outside of approved methods

Application processes must use an approved method such as a vetted ATS, Indeed Apply or an integrated apply option. Don’t ask candidates to submit a second application after they’ve applied on Indeed. Also, do not redirect them in ways that break the logical flow of the application process.

Other application methods are subject to review. Roles that don’t follow the policy on requests to apply outside of Indeed’s approved methods may be removed.

Incorporating media (photos and videos) respectfully

Indeed’s success is built on the trust it maintains with employers and job seekers. When used thoughtfully, photos and videos can help improve employer branding and increase candidate trust by helping them understand your workplace. Keep media truthful, relevant to your company and avoid content that resembles advertising or promotional materials.

Photos
Photos can enhance employer branding for your job post or Company Page by showing what it’s like to work at your business. To ensure images meet Indeed’s standards, keep in mind the following guidelines:

• Use images that are relevant to your company and the specific role
• Make sure you own the rights to all images or have clear permission to use them
• Avoid stock photos unless they’ve been customized to represent your company
• Don’t include photos of minors unless the job directly involves work with children
• Exclude any unsafe, adult, violent or hateful imagery
• Avoid adding external links, QR codes or advertising elements in photos
• Never share sensitive or personally identifiable information, such as addresses or ID numbers
• Maintain professional quality, which includes no blurry, pixelated or distorted images

Thoughtful, authentic photos can also strengthen your overall employer brand—resources like Indeed’s Employer Branding Hub offer ideas for how to represent your workplace effectively. For more information on how to use photos correctly, please refer to Indeed’s policy for photo content.

Videos
Video responses can be a helpful addition to your hiring process and help you learn more about a candidate’s communication skills or work style. One-way video responses allow candidates to record their answers at their own convenience, providing you with more consistent insights across all applicants.

These videos should only be used for job evaluation and must never be repurposed for marketing or public content.

Appropriate uses of video include:

• Culture-add questions that reveal how a candidate may contribute to your team’s values and environment
• General interview questions that explore motivation or problem-solving
• Industry-specific assessments for roles like acting, modeling or public speaking

Examples of video prompts you might use:

• “Describe a time you overcame a challenge at work.”
• “What’s something unique you could bring to our team culture?”
• “Show how you would deliver a short customer greeting.”

For more information on privacy and compliance details, read Indeed’s policy on maintaining user safety.

Tips and examples

Here are some more examples to help you write posts that align with Indeed’s rules on incorporating media (photos and videos) respectfully:

Provide a clear application link directly on Indeed and consider using Indeed Apply.
Try: “Apply directly on Indeed using the Apply Now button.”
Avoid: “Email your resume to jobs@company.com to apply.”

Keep application steps straightforward
Try: “Once you apply on Indeed, we’ll contact you directly if you’re selected for an interview.”
Avoid: “After you apply here, please visit our company page to complete an additional intake form.”

Provide context for video responses and specify one-way or live interviews clearly
Try: “You’ll record short, one-way video answers to three interview questions as part of the screening process.” or “You’ll join a live virtual interview with the hiring manager to discuss your experience.”
Avoid: “Send a short video introducing yourself.”

Use photos and videos to highlight your company culture or role expectations
Try: A short clip showing your team collaborating during a project.
Avoid: A promotional ad or slideshow about your products.

5. Policies for avoiding restricted job types

Posting only approved job types helps keep your listings compliant and supports a safe, reliable experience for job seekers. It also helps protect your account and maintain visibility on Indeed. Certain types of jobs can’t appear on Indeed because they carry financial risk, lack transparency or don’t meet our job posting quality standards.

Every role you post must represent a legitimate, clearly defined opportunity with fair pay and expectations consistent with a professional work environment.

Adult industry roles

Only low-risk roles are allowed. For more information, please see Indeed’s policy page regarding job types that are not allowed.

Mystery shopper roles

These roles are not permitted on Indeed, as they often pose risks to job seekers.

Multi-level marketing (MLM) companies

Roles tied to multi-level marketing companies aren’t allowed on Indeed due to high financial risk.

Unpaid internships

According to Indeed’s policy on unpaid internships, all internships listed on Indeed must offer pay.

Business opportunities

Indeed’s policy on new business opportunities states that listings that require candidates to invest money or create their own job aren’t eligible.

Internal-only job roles

These should be shared through your internal channels rather than public job boards.

Tips and examples
Consider the following tips to help your posts meet Indeed’s policies for avoiding not-allowed job types.

Confirm job type and eligibility
Try: Verify the role type before posting to ensure it’s an approved category or sponsor posts when required for exceptions.
Avoid: “Work from home! Build your own business and earn unlimited income.”

Ensure compensation and compliance
Try: “$20/hour, hybrid schedule.”

Avoid: “Great experience and exposure (unpaid).”

Use appropriate channels
Try: Share internal openings privately through company channels or career sites rather than public job boards.
Avoid: “Senior Analyst—Internal candidates only.”

6. Policies for transparent pay practices

Sharing clear, accurate pay details can help you attract quality candidates and helps job seekers make informed decisions. In some locations, this may be required by law. Pay transparency may also help contribute to a fairer, more consistent hiring experience.

Paid opportunities only

All jobs on Indeed must provide financial compensation. Indeed’s policy regarding unpaid roles requires that every opportunity offers proper pay for work performed, whether it’s a full-time position, internship or training period

Unpaid jobs, including those that compensate with non-traditional methods like gift cards, goods, company equity or housing, are not allowed. These forms of payment don’t meet Indeed’s compensation standards and can lead to your job being removed.

Salary transparency and visibility

Including salary information is a best practice that can improve your post’s reach. According to Indeed data, jobs with employer-provided pay details receive more applications than those without. In fact, most new postings now include salary information because it helps candidates decide whether a role aligns with their expectations.

Here’s why you should consider adding pay details, even in areas where it’s not required:

• Builds trust and shows you value fair compensation
• Improves job performance by increasing candidate engagement
• Helps filter unqualified applicants, saving you time
• Strengthens your employer brand by being open and consistent

Avoid misleading pay practices

Commission-only or other variable-pay roles can sometimes mislead job seekers if the earnings are not accurately described. Indeed’s Commission-Only Policy requires employers to sponsor remote or work-from-home commission only jobs, as well as any job with guaranteed or inflated pay ranges, to keep them visible on the platform.

Because income from commission roles often fluctuates based on performance, advertising a set or “guaranteed” salary can create false expectations. To stay compliant and transparent, always:

• Clearly label commission-only roles
• Avoid using “up to” or exaggerated earnings claims
• Describe compensation structures in plain language (for example, “base pay plus commission”)

This helps ensure job seekers understand how pay works and helps you maintain visibility for your listings.

Tips and examples

Consider the following tips to help your posts meet Indeed’s policies for transparent pay practices.

Be transparent and compliant
Try: Including salary or hourly pay in every post.
Avoid: Leaving pay blank or describe it vaguely (“Competitive pay”).

Use clear, consistent formatting
Try: Presenting pay as a defined range: “$22–$25/hour depending on experience” using standard formats such as hourly or annual figures.
Avoid: Using phrases like “Earn up to $100K+ potential!” or “Unlimited income!”

Describe commission structures honestly
Try: Clarifying if pay is commission-only or base pay plus commission.
Avoid: “Sales role—average reps make $90K+ guaranteed!”

Follow Indeed’s policies for better job posts

Following Indeed’s job posting policies can help you reach quality candidates faster, protect your account and maintain a trustworthy hiring experience. It isn’t just about avoiding problems, it’s about hiring more effectively.

Posting clear and compliant jobs can help you:

• Improve visibility so your roles reach the right candidates
• Increase the quality of applicants
• Streamline the application and interview experience
• Maintain a positive candidate experience

When in doubt, review the Indeed Policies Help Center for detailed guidance and examples.