What should a careers page include to make technical professionals apply?

Start with the actual work

A project manager or structural engineer needs to understand the role before there is a reason to get in touch. Photos and company values can help, but should not replace information about projects, responsibilities and the people they would work with.

Someone who is still considering a move may also reach the page. Offer a way to ask a substantive question first. UWV surveyed active job seekers in August and September 2025 and describes their interest in easy contact. That research does not establish how all technical professionals who are not actively searching behave.

Six elements technical professionals actually want to see

• Concrete work and projects. Not challenging assignments in a dynamic environment. Fictional example: a 14,000 m² non-residential construction project in Eindhoven, with a specified delivery schedule. Recognition triggers more than ambition.
• The team and the direct manager. Who leads the team day to day? A short paragraph about the team lead removes anonymity.
• Terms and travel time. Salary indication, remote work options, travel reimbursement and the project location, not just the office address.
• Hard requirements versus what is learnable. State what someone genuinely must know and what you train internally. Strong candidates self-select out when you don't make this distinction.
• The process. Step 1, step 2, step 3. How many interviews? Who decides? When will they hear back?
• One contact route. One name, one phone number or email address. No form with seven mandatory fields.

Make the mobile journey usable and privacy information clear

Test the page and form on a small smartphone, using keyboard navigation and on a slower connection. Are the text, salary information and contact button readable? Can someone correct an error without re-entering their details? Ask a colleague who did not build the page to try it.

Briefly explain why you request the information beside the form, and link to the complete privacy notice. It should describe the actual purposes, legal bases, retention periods and rights. A reassuring sentence does not replace that information; do not promise a fixed retention period that does not reflect the actual process.

Corporate careers page versus vacancy landing page

Your general careers page shows who you are as an employer. A vacancy landing page has one job: convince one specific candidate to apply for one specific role. These two pages should not be the same.

Reduce distracting news blocks and generic marketing. Keep company information, contact and privacy details accessible. The six elements are a starting point; add what candidates need for this particular role.

Check your own page: a fictional example

Below is a fictional example of how an internal audit might look. Presented as an illustration, not a measurement tool and not a predictor of results.

Fictional audit – Construction Company X (hypothetical example):

• Concrete project mentioned: yes
• Team lead named with background: no
• Salary indication visible: yes
• Hard vs. learnable requirements distinguished: no
• Process steps described: yes
• Acceptable mobile load time: no
• Privacy statement present: no
• Direct contact person listed: yes

Four out of eight present. Not a score that predicts anything, but a starting point for a conversation about the page.

For further reading: UWV Labour Market Information: job seekers want easy contact with employers (Dutch).

Red Rocket supports recruitment campaigns for project managers, engineers and BIM professionals. Book a conversation about your vacancy.