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Gixo Lumen · deck structure

Recruitment Presentation

A recruitment deck competes with every other employer deck, and they all claim great culture. What differentiates is specificity — the actual work, the actual trade-offs, and being willing to say who this is not for.

AudienceCandidates in process
Typical length10–14 slides
Runs for15–20 minutes

Last reviewed: August 2026

The slide sequence

Each step names the Lumen slide layout to use, so you can build this deck by adding layouts to a blank deck in order. Manual building is free and unlimited, and it does not consume the AI meter.

  1. What we do, plainly

    In language a candidate outside your industry can repeat.

    Title
  2. The work you would actually do

    Concrete, with examples from the last quarter.

    TitleContent
  3. Who you would work with

    The immediate team, named, with what each does.

    Team
  4. How we operate

    Cadence, tools, meeting load, remote policy. Specifics beat adjectives.

    Process
  5. What we have shipped recently

    Proof the work is real and moves.

    Stats
  6. What is hard about this role

    Honest trade-offs. The slide candidates remember.

    Comparison
  7. Who this is not for

    Costs you nothing and buys enormous credibility.

    FeatureCallout
  8. How we support growth

    Concrete mechanisms, not a values statement.

    IconGrid
  9. Compensation and benefits

    Range and structure. Vagueness here loses good candidates early.

    Table
  10. The process from here

    Stages, who they will meet, and timing.

    Timeline
  11. Questions candidates usually ask

    Answered before they have to ask.

    FAQ
  12. Next step

    What happens after this conversation, and when.

    ThankYou
Read the titles alone before you present. Written as statements rather than labels, the titles of this deck should tell the whole story on their own. If they read as a table of contents, the sequence is fine but the writing is not.

What makes this deck fail

  • Adjectives instead of specifics. Every company claims a fast-paced collaborative culture; none of it differentiates.
  • Hiding the hard parts. Candidates discover them in month two and leave in month four.
  • No compensation range. Strong candidates opt out early rather than invest time to find out.
  • A process with no timings. Silence after an interview loses candidates to employers who said when.
  • The same deck for every role. The work slide has to be specific or the whole deck reads as generic.

Adapting the length

You haveKeepCut
10 minutesWork, team, trade-offs, processGrowth, benefits detail
20 minutesThe full sequence as listedNothing
Careers page versionEverything, minus process timingsInterview-stage specifics

Frequently asked questions

What should a recruitment presentation include?

The work the person would actually do, the immediate team, how you operate day to day, honest trade-offs, compensation structure, and the process from here with timings.

Should a recruitment deck mention what is difficult?

Yes. It is the most memorable slide and the one that builds trust, and it filters out people who would leave in month four when they discover it anyway.

Should recruitment decks include salary?

A range or the structure, yes. Strong candidates disengage early rather than spend hours discovering the number is wrong for them.

How long should a recruitment presentation be?

Ten to fourteen slides, 15 to 20 minutes, leaving most of the conversation for the candidate's questions rather than your slides.

Can I build a recruitment deck for free?

Yes. Manual building from a blank deck in Gixo Lumen is free and unlimited on every plan, including PPTX export.

Related deck structures

Build this deck without paying for it

Start from a blank deck, add these layouts, and export a real PPTX — manual decks are free and unlimited on every plan, with no export paywall. Use the AI path when you would rather hand over source material and edit the result.