Most job ads are written the same way: a short company blurb, a long list of duties, a longer list of “must-haves”, and a vague promise of a “great culture”. Candidates skim them, apply to dozens, and you’re left sorting through applications from people who never really understood the job.
If your business runs on EOS® (the Entrepreneurial Operating System®), you already have better material for a job ad than most companies. You have a clearly defined seat, its Rocks, its Scorecard measurables and your Core Values. Put them in an EOS job ad, and you’ll attract candidates who think the way your team works.
Why EOS language makes a better job ad
A good job ad does two jobs at once. It attracts the right people, and it helps the wrong people rule themselves out.
EOS tools are built for exactly that kind of clarity:
- The seat on your Accountability Chart™ shows what the person will be accountable for.
- Rocks show the most important priorities for the next 90 days.
- Scorecard measurables show the weekly numbers the person will own.
- Core Values show who belongs in your culture.
- GWC™ (Get it, Want it, Capacity to do it) gives candidates a way to test their own fit.
Candidates who’ve worked in an EOS company will recognize these straight away. Candidates who haven’t will still appreciate an ad that tells them what the job really is.
The building blocks of an EOS-style job ad
1. Lead with the seat
Start with the seat name and a one- or two-sentence summary of why it exists. If the business title is different, include both. For example: “Seat: Operations (title: Operations Manager)”.
Then list the seat’s key roles, usually about five. Keep them outcome-focused, not task lists.
2. Share one or two Rocks
Rocks are the three to seven most important priorities to complete in the next 90 days. You don’t need to list all of them. One or two Rocks for the new person’s first quarter are enough to show what they’ll walk into.
Make each Rock specific and measurable. “Improve onboarding” is vague. “Document and roll out the new client onboarding process by the end of the quarter” is a Rock.
3. Show the Scorecard measurables
List the two to four weekly numbers the seat will own, with goals if you’re comfortable sharing them. For example:
- Projects delivered on time: 90% or more
- Client satisfaction score: 9 out of 10 or higher
- Open support tickets older than five days: zero
Real numbers tell a candidate more about the job than a paragraph of adjectives ever will.
4. Name your Core Values, with examples
Listing your Core Values is a good start. Explaining what each one looks like in practice is better. A value such as “Own it” means much more when it’s followed by a line like “We fix problems we find, even when they’re not our fault.”
5. Explain GWC for this seat
Help candidates check their own fit by describing what it takes to get, want and have the capacity to do this seat:
- Get it: what someone needs to understand about the role.
- Want it: the kind of work they’ll genuinely enjoy.
- Capacity: the experience, skills and availability the seat needs.
6. Be clear about the practical details
Don’t hide the basics. Include the location, the work arrangement (on-site, hybrid or remote), the hours, and an honest pay range. A clear pay range saves everyone time and builds trust from the first click.
7. Say how you run
A short line about your operating rhythm helps EOS-minded candidates picture the job. For example: “We’ve run on EOS for three years. You’ll join our weekly Level 10 Meeting™ and help set Rocks each quarter.”
A short job ad template
Copy this into your own document and fill in the brackets.
Seat: [Seat name] (title: [business title])
Reports to: [Seat name]
Location and arrangement: [Suburb, state] · [On-site / hybrid / remote] · [Full-time / part-time / fractional]
Pay: [$X–$Y plus super]
Why this seat exists: [One or two sentences.]
The roles in this seat:
- [Role]
- [Role]
- [Role]
- [Role]
- [Role]
Your first Rocks (first 90 days):
- [Specific, measurable priority]
- [Specific, measurable priority]
Scorecard measurables you’ll own (weekly):
- [Measurable and goal]
- [Measurable and goal]
Our Core Values:
- [Value]: [What it looks like in practice]
- [Value]: [What it looks like in practice]
Is this your seat? (GWC)
- Get it: [What someone needs to understand]
- Want it: [What they’ll enjoy]
- Capacity: [Experience and skills needed]
How we run: [How long you’ve run on EOS, your meeting rhythm]
How to apply: [Instructions]
Tips for writing the ad
- Write for one person. Picture the ideal person for the seat and write to them directly, using “you”.
- Cut the jargon. EOS terms are helpful, but explain each one briefly so candidates new to EOS aren’t left behind.
- Be specific. Numbers and examples beat adjectives every time.
- Keep it fair. Describe the skills and behaviors the seat needs, not personal characteristics. Make sure the ad complies with employment and anti-discrimination laws where the role is based.
- Be honest about the hard parts. If the seat involves difficult conversations or a turnaround, say so. The right person will appreciate it.
Common mistakes to avoid
- Listing every task the last person did, instead of the seat’s roles.
- Including Rocks that are really ongoing duties.
- Naming Core Values without explaining them.
- Leaving out the pay range.
- Mentioning EOS without showing what it means for the role.
Put your ad in front of the right people
A clear, EOS-style job ad will work harder for you wherever you post it. On EOS Jobs, it’s built in: every ad can show the seat, its Rocks, its Scorecard measurables, your Core Values and GWC for the seat, and a person checks every ad before it goes live. Read the FAQ for more on what we check, then post your job for US$99 (Standard) or US$199 (Premium, pinned to the top for 30 days). Each ad runs for 30 days. Want to see how other EOS companies describe their seats? Browse current jobs.
EOS Jobs is an independent job board and is not affiliated with, endorsed by, or sponsored by EOS Worldwide, LLC. EOS® and the Entrepreneurial Operating System® are registered trademarks of EOS Worldwide, LLC.