Writing job posts to attract quality subcontractors is one of the biggest challenges coaches and service-based business owners face when trying to scale.
Guest Blog
Most business owners post a role, then get flooded with applicants. What ends up happening is that you spend hours interviewing, and still end up with no one worth hiring.
Does this sound familiar? You’ve probably blamed the job board. You thought quality subcontractors were just hard to find these days. Maybe you even wondered if the role itself isn’t compelling enough.
But guess what…?
None of that is the problem.
What’s The Problem?
The problem is your job post. Why? Because it attracts people who apply to everything, not those who read it and think, “This is exactly what I’ve been looking for.”
The Good News
The good news is that you don’t need to rewrite the whole job post. The right adjustments will help you go from interviewing ten unqualified people to two perfect fits.
Why Your Job Posts Keep Attracting the Wrong Subcontractors
You know why your job posts keep attracting the wrong subcontractors, because they all sound the same. Most job posts today sound the same, like the examples below.
Example:
“Seeking a virtual assistant. Must be organized, detail-oriented, and a self-starter. Experience with email management and scheduling required. 10-15 hours per week.”
It will help if you read that again. Who does it speak to?
Everyone. And no one.
A person who is amazing at email management reads that and thinks, “Okay, sure, I could do that.” But so does someone who’s never managed an inbox in their life and needs any job.
Job posts like this aren’t filtering people OUT, it’s inviting everyone IN.
So, where are the people who are actually great at what they do? They’re not desperately scrolling job boards because they are being COURTED.
Someone else’s job post made them stop scrolling and think, “Wait, this sounds like it was written for me.”
Whereas your post sounds like it was written for a resume database. The difference isn’t the pay. And it’s not the hours. So, what is the difference?
It’s the LANGUAGE
It is the language. When you write like you’re filling a position, you attract people looking to fill their calendar. When you write like you’re inviting someone into something they’d be excited about, you attract people who actually care.
And if you’ve used Tammy’s W-O-N-D-E-R System to figure out what to delegate, the next step is communicating it in a way that attracts the RIGHT person to do it.
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Five (5) Shifts to Write Job Posts that Attract Quality Subcontractors
1. Stop Writing Job Posts. Start Writing Invitations.
🔹The transaction problem
Most job posts sound like orders from a to-do list: “Seeking VA. Must know Asana. 10 hours/week. $20/hour.”
That’s not a job post. That’s a transaction. The best subcontractors aren’t looking for transactions. They’re looking for opportunities they can get excited about.
Here’s The Shift:
❌ BEFORE:
- “Seeking a virtual assistant. Must have 2+ years of experience. Must know Asana and project management.”
✅ AFTER:
- “Looking for a detail-obsessed virtual assistant who wants to be the right hand to a fast-growing coaching business. If you’re the type of person who color-codes their calendar and gets a thrill from crossing things off a list, we should talk.”
Did you see the difference? The first one could apply to anyone. The second one, however, sounds like it was written for someone specific, and that someone will read it and think, “Wait, that’s me.”
Those who are wrong for the job keep scrolling.
2. Be Specific About Who You’re Looking For (Not Just What They Do)
🔹Stop listing tasks. Start describing traits.
Most people go wrong because they list tasks, not traits.
Example: “Must manage inbox. Must schedule meetings. Must handle customer inquiries.”
Cool. But WHO is the person who thrives at this?
Are you looking for someone who loves systems and processes? Someone who’s great with people? Someone who can handle chaos without breaking a sweat?
The more specific you are about the TYPE of person, the more the right people will self-select in.
Here’s The Shift:
❌ BEFORE:
- “I need a social media manager. Must post 3x/week. Must know Instagram and LinkedIn.”
✅ AFTER:
- “Looking for a social media manager who’s a natural storyteller. You don’t just schedule posts, you think about what makes people stop scrolling. You’re equally comfortable writing a casual Instagram caption and a professional LinkedIn article. Bonus if you’ve ever turned a ‘boring’ update into something people actually engaged with.”
See what happened?
The first version? Anyone with an Instagram account thinks they qualify.
The second version? Only storytellers apply. And they apply EXCITED.
3. Lead With What They Get (Not Just What YOU Need)
🔹The classic mistake
Most job posts are all about YOU: “We need someone who can…” Or, “Our company is looking for…” And even something like this, “You will be responsible for…”
Try Flipping It
What would it look like if you flipped it? Think about what the right person gets out of working with you? Is it flexibility? Autonomy? The chance to work directly with the founder instead of being buried in a corporate hierarchy? The opportunity to actually see the impact of their work? Tell them that first.
Here’s The Shift:
❌ BEFORE:
- “We need a bookkeeper to manage QuickBooks, reconcile accounts, and prepare monthly reports. Must have 3+ years of experience.”
✅ AFTER:
- “Join a fast-growing e-commerce brand as our go-to numbers person. You’ll work directly with the founder (no corporate red tape), have full ownership of our financial systems, and actually see how your work impacts business decisions. If you love clean spreadsheets and hate pointless meetings, this is for you.”
Did you notice the shift? The first one tells them what YOU need. The second one tells them what THEY get. And the right person reads that and thinks, “Finally, someone who gets it.”
The wrong person reads it and thinks, “Eh, not for me.” Perfect!
4. Use Language That Filters Out The Wrong People
🔹Being too specific won’t hurt you. It’ll help you.
This is the tip most people are afraid of, but it’s the most powerful.
You’re worried that if you’re too specific or too honest, you’ll scare people away.
Good.
You want the wrong people to self-select out.
Most job posts try to appeal to everyone.
That’s the problem. When you write for everyone, you attract everyone, including people who aren’t a fit.
Instead, be honest about what WON’T work.
Here’s The Shift:
❌ BEFORE:
- “Looking for a virtual assistant. Must be available 10-15 hours per week.”
✅ AFTER:
- “Looking for a virtual assistant who thrives in a fast-paced environment. We move quickly, pivot often, and don’t micromanage. If you need detailed instructions for every task or prefer a slow, predictable workflow, this isn’t the role for you. But if you love figuring things out and taking initiative, you’ll thrive here.”
See what happened?
The first version? Everyone applies.
The second version?
People who need hand-holding read it and think, “Nope, not me.”
People who love autonomy read it and think, “YES, finally.”
You just saved yourself five useless interviews.
As Tammy emphasizes in her article, having systems before outsourcing, clarity is everything. If you’re not clear about what WON’T work, you’ll waste time with people who aren’t a fit.
5. End With A Clear, Low-Barrier Next Step.
🔹Don’t lose them at the finish line
You’ve written a great post. You’ve attracted the right people. Now don’t lose them with a confusing application process.
Most job posts end with: “Send resume to jobs@company.com.” That’s it. No personality. No clarity on what happens next.
The right candidates want to know: What do I send? What happens after I apply? When will I hear back?
Make it easy.
Make it clear.
Make it feel like you’re a real person, not a black hole.
Here’s The Shift:
❌ BEFORE:
- “Interested candidates should send their resume to hiring@company.com.”
✅ AFTER:
“If this sounds like you, send me an email at sarah@company.com
with:
- A few sentences about what specifically caught your attention in this post.
- One example of a time you solved a problem without being told how.
- No formal cover letter needed. I’ll review applications as they come in and reach out to strong candidates within a week.”
See the difference?
The first one feels like you’re submitting your resume into the void.
The second one feels like you’re reaching out to an actual human who will actually respond.
And here’s the bonus: asking for “what specifically caught your attention” immediately filters out copy-pasters.
Only people who actually read your post will respond thoughtfully.
That’s what these five shifts do: turn your job post from a generic listing into a filter, attracting the right people and repelling the wrong ones.
The Right Subcontractor Is Out There
Your job post needs to find them. The reality is simple: quality subcontractors exist. They’re out there right now, looking for their next opportunity. But they’re not applying to job posts that sound like everyone else’s. These subcontractors are applying to the ones that feel like they were written for them. The ones where they read it and think, “Wait, this person actually gets it.”
Here Is What You Can Do Right Now
Pull up your last job post and start by reading it out loud. Then, ask yourself: “Would I be excited to apply to this?”
If the answer is “meh,” then here is a quick recap to help.
🔹Position the role as an invitation, not a transaction
🔹Be specific about who you’re looking for (not just what they do)
🔹Lead with what they get (not just what you need)
🔹Use language that filters out the wrong people.
🔹Make the next step clear
Final Notes
If you do these things, you’ll get fewer applications, but the ones you get will actually be worth interviewing.
Instead of spending four hours talking to people who aren’t a fit, you’ll spend 30 minutes talking to two people who are both perfectly qualified. That’s the difference between filling a role and finding the right person.
A Big Thank You to our Guest Author: Fatima Jalloh (learn more about her below). She is worth getting to know, my friends! Supercharge your messages and socials with Fatima.
About the Author:
Fatima Jalloh helps coaches and service-based business owners clarify their messaging, from job posts to onboarding email sequences, so that they can attract better talent and scale without constant bottlenecks. Connect with her on LinkedIn
About Fearless Business Boss with Tammy Durden:
Tammy is a Business Coach & Consultant. Tammy loves empowering others to create and grow their agencies. Add your first subcontractor with her help. Don’t put it off – Reach out if you have questions, or set a Free 30-Minute Session with Tammy.