When choosing a Telegram channel to post a job opening, check its specialization, recent postings, the number of post views over a given period, and the specific terms for posting. Before making a payment, agree on the post format, date, cost, and how you’ll receive responses. The number of subscribers helps describe the channel, but by itself does not determine how many suitable candidates you will receive.
It’s helpful for employers to create a brief profile for each channel: who it’s aimed at, what types of roles are posted there, what the offer includes, and how the team will evaluate the results. Below is the process for such an evaluation.
Does the channel match your job opening?
Start with the most recent postings. Look at the job titles, experience level, language, location, and work format. Compare the details of these job openings with the responsibilities of your future colleague.
For example, for a performance marketer, the required advertising tools and product type are important, while for a team leader, management experience and the scope of responsibility are key. Similar job titles may hide different expectations. Evaluate the specific requirements.
Then check whether the channel’s specialization is clearly described. The professional focus and examples of posts provide a basis for a conversation with the administrator. To assess the audience composition more accurately, ask for an explanation of the data on which the relevant statements are based.
The presence of an advertisement from a specific company confirms that the channel is active. The results of working with that company can only be assessed based on independently verified reviews, interviews, or case studies.
How to Compare Followers and Views
Select several recent posts with similar job openings and compare their view counts at the same time after publication. Save the links, date, and time of observation. If you viewed one post a few hours later and another a week later, these are different conditions for comparison.
Also consider the format: a single job posting, a roundup, informational content, or an advertising post may receive varying levels of attention. To evaluate paid placements, first consider examples of the format being offered to you.
The view counter shows the number of views a post has received. Responses, candidates’ alignment with your requirements, and their willingness to interview require separate tracking. If the channel provides statistics, clarify the time period and how they are calculated.
A useful evaluation sequence: topic relevance → clear terms → observed posts → results of your own placement. Record your findings in a single table to compare channels based on the same criteria.
What exactly is included in a post
Ask for a description of the service before paying. It’s important to know what your job posting will look like, where it will be available, and what the employer needs to do to prepare it.
| Questions | What to document |
|---|---|
| Ad format | A standalone post or inclusion in a roundup; text, images, links |
| Additional platforms | Does this include a website, other social media platforms, or a newsletter? Please list them specifically |
| Schedule | Expected publication date, approval process for materials, and possible changes |
| Edits | Who prepares the text, how it is approved, and how to correct errors after publication |
| Feedback | Where does the candidate go next, and who receives the application |
| Reposting | Is it provided, under what conditions, and in what format? |
| Confirmation | Links to published content and available reports |
Specify separately whether the post will be pinned, if required for your format. Its inclusion, duration, and conditions must be explicitly agreed upon. Also, verify exactly which features are included in a package containing multiple job postings.
How to find out the current price and compare offers
Compare the cost along with the placement details. Note the amount, currency, number of job postings, and list of platforms. For packages, clarify the validity period, the procedure for submitting subsequent job postings, and how remaining credits are tracked.
If the price isn’t publicly listed, mark it as “to be confirmed” and contact the team. Record the date you received the offer. Use old articles and forwarded price lists only as historical context before verifying current terms.
The offer card may contain the following fields:
- Channel name and official contact.
- The role for which you are considering the placement.
- Service format and scope.
- Agreed amount and currency.
- Publication date and preparation process.
- Feedback process and method of measuring results.
- Links to current terms and conditions and the date they were last reviewed.
When offers vary, first determine which elements are necessary for your specific need. For example, a full job description on the website may be useful for a complex role, while a few postings may suffice for regular hiring. Test the effectiveness of a specific format based on your own results.
Zaichenko Team Website and Telegram
Zaichenko Team—verified job openings in IT, Marketing, and Affiliate Marketing, with a focus on positions offering salaries starting at $5,000. Find new opportunities at zaichenkoteam.com and on Telegram @zaichenkoteam. You post a job—we help you fill it quickly.
The website and the channel are part of the same project. On Telegram, you can view sample job postings, and on the website, you’ll find job descriptions and instructions on how to apply for a specific role. For employers, there’s a posting page with packages for 1, 2, 5, and 10 job openings. A posting covers the website, Telegram, Facebook, Instagram, and email newsletters.
If you’re considering posting with us, tell the team about the role and requirements, confirm the current price, and agree on how to receive applications. This is content for the Zaichenko Team blog; information about our service is provided on behalf of the project.
How to Prepare a Job Posting for Telegram
The beginning of the ad should help the reader quickly understand the offer. Include the job title, company name, work format, and location or time zone, if relevant. Next, list the main responsibilities, mandatory requirements, and terms of employment.
For specialized roles, specify the specific tools, markets, or product types the person will be working with. Explain the level of responsibility: individual tasks, a specific department, or a team. If some skills are preferred, list them separately.
Conclude the posting with a single, clear way to apply. If the full description is posted on your website, verify that the link leads directly to the correct job posting and opens on a mobile device. If the recruiter is receiving applications, verify the contact information and agree on who will respond to candidates.
Before publishing, review the text with the person who will be conducting the selection process. This will help ensure that the same criteria are applied in the job posting and when reviewing applications.
How to Track the Results of Your Post
Before publishing, define the evaluation period and the criteria for a qualifying response. In the report, categorize all applications, applications that meet the mandatory requirements, interview invitations, and confirmed hires.
If your ATS or form supports a separate link for the channel, use it and test the click-through. When determining the source of applications based on the candidate’s statement, keep this information separate from the technically identified referral path. Some sources may be impossible to trace—leave them as unknown.
When posting on multiple platforms, check for duplicate applications. Record costs in the original currency. Compare channels based on identical role requirements and observation periods; also note any changes in compensation, requirements, or work format in the report.
After the first posting, discuss the results with the hiring manager: which requirements are being met, where rejections are occurring, and what should be clarified in the next posting. Data about your own job opening will provide the basis for a decision on whether to repost it.
Frequently Asked Questions
Does a large number of subscribers guarantee that the position will be filled?
The number of subscribers reflects the channel’s size. To evaluate a specific job posting, you need to consider audience fit, the terms of the offer, and data on the responses received. The hiring decision depends on the selection process and the employer’s agreements with the candidate.
Is one Telegram channel enough?
Choose your initial posting volume based on your specialization, budget, and ability to process applications. If you’re testing multiple channels, determine in advance how you’ll compare and track sources.
Where can I find examples of Zaichenko Team job postings?
Visit our public Telegram feed and job listings directory. You’ll find posting formats and application forms on the employers’ page, and current terms of cooperation on our website. You can discuss questions about your role with our team.
