A job post that gets plenty of views and almost no applications is telling you something specific. People arrived, read it, and decided against applying. That is a different problem from nobody finding the post, and it usually comes down to one of five things.
You did not publish a salary range
This one outweighs the other four combined. Someone who is already employed will not spend an evening on an application only to find out on the third call that the role pays less than their current job. So they skip it. The candidates with the most options skip it fastest, which means leaving the range off filtered your pipeline in exactly the wrong direction.
The usual objection is that publishing a number gives away negotiating room, or that your internal bands are messy and putting them in public would start arguments. Both are fair. Neither costs as much as the applications you are not getting. If you are not sure what to put, work out the band before you post rather than deciding it live on the first call.
Your requirements list reads as a warning
Fifteen must-haves does not signal that you are selective. It signals that you have not decided what the job is yet. A strong candidate who meets twelve of them tends to assume the missing three are the ones you actually care about, and moves on.
Try splitting the list into what someone needs in week one and what they can pick up by the end of the quarter. Most lists lose half their length. The ones that do not usually turn out to be two jobs that got merged to save a headcount.
Nobody can tell where the job is
“Flexible” and “hybrid” each mean about five different things. Two days a week in an office forty minutes away is a completely different job from two days a month. Remote within one country is not the same as remote within a timezone band, which is not the same as remote anywhere.
Give the number of days, name the city, and say the timezone range if it is remote. You will lose the people who were never going to accept that commute, which is the entire point of saying it.
The process is a black box
Someone weighing three opportunities will put their effort into the one that tells them what happens next. How many stages, roughly how long it takes, who they will meet. Three sentences covers it.
It is worth settling this before the role goes live instead of improvising once a good candidate is already in the pipeline and you are trying not to lose them. If you have not mapped it out, plan the quarter's hiring first and the process tends to fall out of that.
It could be any company
Most posts open with a paragraph about a fast-paced, mission-driven team that values collaboration and ownership. Every company writes that, so it reads as nothing at all. It is skipped the way people skip terms and conditions.
Write about the work instead. What this person will build in their first six months, who is already on the team, what is genuinely hard about the role. Candidates can weigh that against their current job. They cannot weigh an adjective.
You will not fix all five before the next role goes out, and you do not have to. Publish the range and cut the requirements list down, and most posts recover the bulk of the gap without touching anything else.