The post-holiday hiring freeze is officially over. As we close out January 2026, we are seeing a significant surge in premium job listings on the Mediabistro career hub. But the story for employers isn’t just about volume; it’s about competition within the industry.
When you are posting media jobs, you are competing for attention against “six-figure strategists,” “true remote” opportunities, and major broadcast networks expanding across the US. We analyze thousands of listings to see which ones attract applications and which are scrolled past.
The difference often isn’t the role itself; it’s how the story is told. If you want to win the war for talent this year, treat your job post like a feature story. Here are 5 tips to format your job description for success in the current landscape.
1. The Job Post Headline: Flag the “Lifestyle” Immediately
In our latest “Hot Jobs” analysis, the most clicked roles weren’t just defined by seniority; they were defined by lifestyle. Candidates are searching for “True Remote,” “Executive,” or “Field Work.” It also helps with AI visibility, as job seekers are querying LLMs with long-tail requests like “Find me a copywriting job that’s really remote and doesn’t require me to come into the office.”
When formatting your title, don’t bury the lead. If the job offers a specific lifestyle benefit, put it in the post headline or as the very first sentence.
The Fix:
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Don’t just say: “Senior Editor.”
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Do say: “Senior Editor [Remote – PST Hours]” or “Senior Editor – Executive Leadership.”
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Why it works: You are immediately signaling respect for the candidate’s life goals. Whether they want to work from a cabin in Montana or a corner office in Midtown, let them know instantly if they fit.
2. The “Human Clause”: Address AI Head-On
This is the newest and most critical trend we’re seeing in 2026. Top-tier creatives—writers, illustrators, and editors—are wary of roles that might turn into “AI cleanup crews.” Or, maybe more importantly, that the cultural view of how to use AI effectively aligns with their own values and principles.
We have seen a spike in posts for roles that explicitly state language like: “Strictly for human creatives: no AI applicants allowed.” Or job posts that include language like “While we use AI in our workflows, your creativity and voice will be respected.” This signals to the candidate that you value their craft, not just their output.
The Fix:
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Be explicit about your tech stack. If you want a human writer to interview real sources, say it.
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The “No-AI” Badge. If the role requires pure human ingenuity, list that as a benefit. It attracts purists who take pride in their work.
3. Transparency: The “Six-Figure” Hook
In the media industry, just posting “competitive salary” very generically has become a red flag. Our data shows that listings with transparent salary ranges receive significantly more qualified applicants.
Look at the top-performing posts from this month: they didn’t hide the numbers. They proudly displayed “$125k–$140k” or “$30/hour.” Transparency builds trust before the interview even begins. And, if you live in certain states, it might even be required by employment law.
The Fix:
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Post the full range. It saves everyone time. You don’t want to interview a candidate who is $40k out of your budget.
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Don’t rely on state laws. Even if you aren’t in NY or CA (where it’s required), posting the salary puts you ahead of 80% of your competitors.
4. The Portfolio: Fix Your Submission Flow
This remains the single biggest friction point when posting media jobs. Unlike sales or admin roles, media pros live and die by their portfolios (clips, reels, designs).
If you ask a video editor to “attach samples” but only provide a text box for a cover letter, you’ve lost them. If you ask for a PDF of a reel, you’ve confused them.
The Fix:
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Ask for links, not files. High-res video files crash inboxes. Explicitly ask for a link to a portfolio site, such as their Dribbble profile or even YouTube or Instagram.
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Be specific. Don’t just say “send portfolio samples.” Say, “Please include links to three published articles regarding tech or finance.”
5. The “Heartland” Advantage: Sell the Impact
Not every media job is in a coastal hub, and that is increasingly an advantage. We are seeing a “Heartland Broadcast Boom,” with major networks hiring aggressively in states like Oklahoma, Iowa, and Alabama.
If you are hiring outside of the major media bubbles like NYC or LA, stop apologizing for it (a surprisingly common trait of job posters). Instead, sell the impact and the community.
The Fix:
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Lead with the Mission. A job in New York might be about “status,” but a job in a smaller market is often about “impact.”
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Bad: “Reporter wanted for local paper.”
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Good: “Lead the conversation in a growing community. Be the voice that holds local power accountable.”
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Highlight the “Why.” If the role involves storm chasing, community building, or local sports, make that the hero of your job description.
Ready to Find Your Next Storyteller?
You have the open role. You now know how to write the perfect job description. The only thing missing is the right audience.
Mediabistro isn’t a generic job board; it’s a community where the best media, creative, and content professionals have lived for over 20 years. When you’re ready to start posting media jobs that actually convert, we’re here to help you find the talent that fits your script.
Post a Job on Mediabistro Today
Topics:
Job Descriptions
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