Your careers page is a liability
Most of them are a stock photo, four values and a job board embed. Candidates check three other places first anyway.
Before someone applies, they look at Glassdoor, they look at your engineering blog if you have one, they ask someone in a Slack community whether you are any good, and then, maybe, they look at your careers page.
That order matters, because most companies invest in the last item on the list.
What the page is actually for
Not persuasion. By the time someone lands on your careers page they are already partway convinced. The page exists to answer questions that would otherwise stop them from applying.
How much does it pay. Where can I work from. What is the interview process. Who would I be working with. How long will this take.
Every one of those is answerable in a sentence. Almost none of them are answered on a typical careers page.
The three fixes
Publish the process. A short list: screen, two interviews, a work sample, a decision, roughly three weeks. Candidates with children, second jobs or notice periods make decisions based on this, and the ones who cannot see it assume the worst.
Publish real ranges. This is now legally required in a growing number of US states and Canadian provinces, and is arriving across the EU. Getting ahead of it is free.
Publish something written by someone who does the job. One page from an engineer about what the last quarter was actually like beats any amount of values copy. It also survives the AI detection instinct that candidates have developed, because it contains specifics nobody would invent.
What to remove
The values block, unless the values are unusual and enforced. Everyone claims integrity and ownership, so the words carry no information.
Stock photography of a diverse team laughing near a whiteboard. Candidates have seen the same photo on four other sites this week.
The perks list that leads with snacks. It reads as a company that has not thought hard about compensation.
The part nobody wants to hear
Your Glassdoor rating and your former employees' opinions are your employer brand. The careers page is an appendix.
If your reviews say the interview process is chaotic and the offer took a month, no amount of page redesign fixes that. Shortening the process does.
A reasonable target
One page per team, not per company. Salary band, process, location rules, and two paragraphs by someone doing the work. Updated when it stops being true.
That takes an afternoon per team and outperforms the redesign you were quoted for.