How to Post a Job in Mozambique (Step-by-Step)
Step-by-step guide to posting a job in Mozambique: what to write, real costs, mistakes that drive candidates away, and legal ways to collect applications.
Posting a job in Mozambique takes less than an hour when you know what to write, where to post, and how much it costs. The problem is rarely the platform: it is a poorly written job ad that attracts the wrong candidates and wastes your recruitment budget.
This guide covers everything: what the job posting must include, how much each channel costs, the mistakes that turn candidates away, and what to do in the first few days after publishing. It is part of the Inademy Guide.
The short answer
- Minimum job ad structure: job title with role and location, duties, requirements, terms, and a clear application channel.
- Costs in 2026: posting on a job platform starts at a few hundred meticais per listing; WhatsApp groups are free but disorganized; agencies charge salary-based commissions.
- Disclosing the salary changes everything: ads with a salary range receive fewer irrelevant applications and more qualified candidates.
- Application deadline: an ad without a deadline gets lost in groups; with a deadline, it drives decisions and creates legitimate urgency.
- After posting: answer questions, track applications, and close the process within the promised timeframe.
What the job posting must include
Start with the title: exact role and location. "Heavy vehicle driver — Matola" tells the candidate everything they need to know at a glance. Avoid creative titles: "join our family" says nothing to a job seeker and drives away the most decisive candidates.
In the description, write duties as real day-to-day tasks, not generic phrases. "Serve customers at the counter, log sales in the system, and close the register in the afternoon" makes the work clear; "dynamism and proactivity" does not. Next, list requirements in their dedicated section: separate essential skills from nice-to-haves, as this distinction guides the screening process.
Under job conditions, state the essentials: salary range when possible, work schedule, contract type, and genuine benefits. Lastly, the application method: exact email address, correct WhatsApp number, or the application platform. A job ad without a clear application path generates dozens of messages asking what the ad itself should have answered.
Where to post and how much it costs
Different channels have different costs and audiences. On a recruitment platform like Inademy, posting a job opening costs a few hundred meticais, and the price includes applications organized in a pipeline, screening questions, and process tracking. There is also a free monthly credit for companies getting started.
WhatsApp and Facebook groups are free and offer reach, but the real cost is hidden in the time required: applications arrive as scattered messages, with no order, no record, and mixed with fake ads. It works for very fast, informal hiring, but costs hours of manual screening.
Recruitment agencies handle the entire process for you and charge significant commissions based on the position's annual salary. It is worth it for senior roles or when the company lacks internal capacity; for entry-level roles, the cost is rarely justified. Our article on employment agencies in Mozambique explains how they work.
There is also the direct route: a sign on the shop door with the company's phone number. For local roles, such as a neighborhood store clerk or helper, it still works, but it limits reach to the immediate neighborhood and leaves no organized candidate record.
Job ads with salary perform better
In Mozambique, most job posts hide the salary, which produces the opposite of the intended effect: everyone applies, including those who would never accept that range, doubling the screening workload. When the range is visible, those earning more do not apply, while those accepting less apply with confidence.
Disclosing the salary range is not mandatory, but it is the single change with the highest return on a job ad. If the company cannot state the exact figure, a broad range like "12.000 to 18.000 MT depending on experience" already filters out most of the noise. For market benchmarks, the article on the minimum wage table by sector helps calibrate the offer.
Also make sure the offer meets the legal minimum for the company's sector. A job post offering pay below the sector's legal floor is a risk for the company and a red flag for informed candidates.
Mistakes that turn away the right candidates
The first mistake is a vague title. The second is an impossible list of requirements: requiring five years of experience for an entry-level role ensures that almost no qualified person applies, because anyone who meets every requirement is at a different salary level.
The third mistake is discriminatory requirements: gender, maximum age, marital status, "no children"—these are illegal, and beyond being illegal, they turn away the exact professionals the company claims to want. The fourth mistake is a job ad with no deadline and no clear application path, which gets lost in groups within two days.
The fifth mistake is promising in the ad what the contract does not confirm: "family environment", "fast growth", with no substance behind it. Mozambican candidates have learned to be skeptical, and an employer's reputation circulates in the same groups where the job ad circulates.
After publishing: the first few days
The first three days bring in most applications. During this period, respond quickly to candidates' questions, because every delayed reply loses strong candidates who are applying elsewhere in the meantime. Also make sure the job ad displays well on mobile, as that is where most candidates will read it.
If applications fail to arrive, the problem is almost always the job title, a hidden salary, or impossible requirements. Fix the ad instead of republishing it in the same format. And when you close the hiring process, notify unselected candidates: a short bulk message keeps the door open for the future and protects the company's reputation.
How Inademy simplifies the process
On Inademy, you post jobs using a guided five-step form: industry template, details, screening questions, pipeline, and review. Applications arrive organized by job, with PDF CVs and answers to your questions, allowing you to filter and prioritize without leaving the platform.
The application process for candidates is simple: a free profile, applying in a few taps, and status tracking via a dedicated link. This reduces duplicate applications and repeated questions that usually reach your WhatsApp. To get started, view plans and pricing or learn the full recruitment process before posting.
Also read
- The mistakes that eliminate your CV (and what to put instead)
- How to Make a CV on Your Phone in Mozambique (step by step)
- Net vs Gross Salary in Mozambique: deductions explained
Where these numbers come from
- Publishing costs: Inademy public price list (plans and wallet), verified in September 2026.
- Legal rules for the contract and job ad: Labor Law 13/2023, in force since February 2024, official text in the Boletim da República.
What gives your job posting credibility
A well-written job posting doesn't just fill up; it filters. Anyone who posts vaguely receives misaligned candidates. The clearer the role, the required experience, and the criteria, the better suited the applicants will be.
Set in advance how many days the job posting stays active and whether you want to feature it, so there are no surprises at the end.
When the ideal candidate accepts, archive the job posting properly to keep your history clean.
The difference between a job posting that receives five relevant applications and one that receives fifty comes down entirely to clarity. Write as if you were the one applying.
Save the contact details of candidates who reached the final stage. That record is what turns every job posting into a long-term recruitment asset.
If the job posting doesn't fill up, review the salary and description. Sometimes the problem isn't the writing, but the position's salary expectations relative to the market.
Frequently asked questions
How much does it cost to post a job on Inademy?
Posting an open job costs a few hundred meticais, and companies get a free monthly credit to get started. Current rates are on the platform's pricing page, and payment accepts local methods with proof validated by the team.
Can I post on Facebook instead of a platform?
You can, and many companies do. What you lose is organization: applications mixed with comments, no record of who has already been evaluated, no structured screening. For small volumes it works; above twenty or so applicants, the time spent on manual screening costs more than the paid posting.
How long should a job posting stay open?
Two to three weeks is the standard for regular roles, and less for urgent entry-level positions. What matters is that the deadline is visible on the posting, so candidates can plan, and the company has a set date to close the process instead of letting it drag on.
Do I need a contract to hire for a campaign?
Yes. Even temporary campaign work requires a written contract in most cases, and Law 13/2023 allows verbal contracts only up to 90 days. The article on contract types details when each form is legal.
How do I know if the salary I offer is competitive?
Compare it with the legal minimum for your sector and with what similar job postings advertise. If qualified applications aren't coming in, the range is likely low for the role, and it's worth adjusting the posting before concluding that "there are no candidates."
In summary, what to do today
- Write the profile: actual duties, essential requirements, and the salary range offered by the company.
- Choose the channel based on volume and budget, and prepare the job ad with its complete structure.
- Set an application deadline and a clear submission path, then publish.
- Answer questions during the first few days and monitor application volume.
- Close the process on schedule and notify unsuccessful candidates.
Official source: Law No. 13/2023 (Labour Law) is available as a PDF on the website of Mozambique's Supreme Court (Tribunal Supremo): official text (PDF).
