Turn Your Employee Handbook Into Culture Highlights

Your Handbook Is Better Content Than Your Careers Page

Every company has a careers page that says "great culture" and "amazing team." Candidates have learned to ignore these.

But specific policies? Those are hard to fake.

When you share actual handbook content—with the reasoning behind it—you give candidates real insight into how you operate. That's employer branding that actually works.

Why Handbook Content Beats Generic Culture Posts

It's Verifiable

Anyone can claim "we trust our employees." A specific unlimited PTO policy proves it. Evidence beats claims.

It's Differentiating

Your handbook contains decisions other companies didn't make. Those differences are what attract the right candidates.

It's Authentic

Handbook policies are what employees actually experience. No gap between marketing and reality.

It's Thought-Provoking

Explaining why you chose a policy invites discussion. Other leaders want to learn from your decisions.

What Makes Good Culture Content

Policies That Show Trust

Expense policies, PTO policies, remote work guidelines—anything that demonstrates how much autonomy you give employees.

Unique Benefits

Not "we have health insurance" but "here's the unusual thing we do and why."

Decision-Making Processes

How do decisions get made? Who has authority? This reveals more about culture than any values statement.

Communication Norms

Meeting policies, async work expectations, feedback processes—the invisible rules that shape daily experience. Use our values to day-in-the-life converter to show these in action.

The Framework for Handbook Posts

1. State the Policy

Be specific. "We have unlimited PTO" is vague. "Employees are encouraged to take at least 4 weeks off, and managers are evaluated on whether their teams actually do" is concrete.

2. Explain the Why

This is where it gets interesting. Why did you choose this approach? What alternatives did you consider? What problem does it solve?

3. Share the Results

Has it worked? What's changed since implementing it? Honest reflection adds credibility.

4. Invite Discussion

End with a question. How do other companies handle this? What would someone do differently?

Common Mistakes to Avoid

Being Too Generic

"We value our employees" means nothing. "Here's the specific policy that proves it" means everything.

Only Sharing the Good

Trade-offs make content credible. "This policy works well but here's the challenge it creates" is more trustworthy than perfection.

Corporate Speak

Write like a human explaining to a friend, not like an HR document. The handbook is formal; the post shouldn't be.

Forgetting the Candidate Perspective

What would someone evaluating your company want to know? That's what you should share. Use our hiring post generator to craft job posts that match this authentic culture content.

Frequently Asked Questions

What parts of the employee handbook make the best content?

Policies that show trust in employees, unique benefits, decision-making processes, and anything that makes your company different. Avoid generic policies that every company has. Focus on the specific practices that reveal your actual culture.

Won't this feel like bragging?

Not if you focus on the "why" behind policies. Explaining the reasoning makes it educational and relatable. Instead of "look how great we are," the tone should be "here's what we've learned about building a good workplace."

How do I avoid sounding like generic corporate PR?

Be specific. Instead of "we value work-life balance," share the exact policy that proves it. Real details are memorable and credible. Vague claims are forgettable and suspicious.

Should I share policies that might not appeal to everyone?

Yes. Polarizing content attracts the right people and filters out the wrong ones. If your unlimited PTO policy scares someone who prefers structure, that's valuable information for both parties. Authenticity attracts better fits.