DON'T MERGE: add job posting rules to the member handbook

content/member-handbook.md

@@ -147,6 +147,186 @@ That said, here are some things we might do, in rough order of severity:
   Usually used when someone refuses to step back from a heated conversation or for trolls.
 - **ban**:  asking someone to log off completely or doing the same via admin tools.
 
+## Job Postings
+
+The `#jobs` channel is a space that we've dedicated for people to post when they
+are looking for work, or when they have jobs.  This section will provide some
+guidance and rules for posting in the `#jobs` channel.
+
+### Pinning Posting Durations
+
+#### About Pinning
+
+Slack allows posts to be pinned to a channel.  This provides a way for job
+openings and for-hire posts to be kept around and highlighted in a channel after
+the conversation has moved on.
+
+Due to the restrictions placed on us by being a free Slack team, the full
+contents of pinned posts may not be available after 10,000 messages have been
+posted (historically that's meant 2-3 weeks for our team).  To work around this
+limitation we strongly encourage you to use a very short summary at the top of
+any posting, so that it's useful when pinned afer the full message has expired.
+
+An example of using this strategy would be:
+
+```
+Data Scientist IV at Rackspace (DM: @rebecca.skinner) https://goo.gl/abcd
+
+<rest of the message>
+```
+
+#### Pinned Message Durations
+
+Pinned messages more than 90 days old will be periodically cleared out by
+administrators.  If you have fulfilled the pinned request (filled the role,
+gotten a job) then we would request that you unpin the message yourself.
+
+#### Pinned Message Eligiability
+
+A post may be pinned if there is no similar post that has already been pinned.
+That is to say, if you posted a job listing last week and it was pinned, then
+you post again today, you need to unpin the previous listing if you want to pin
+the current one.  No hard restrictions are placed on how often you may unpin old
+posts and re-pin new ones, although moderators may request that you reduce
+the frequency of pinning our our discression if it appears to be interfering
+with the normal functioning of the `#jobs` channel.
+
+In order to encourage maximum transparency in our job postings, we place more
+stringent requirements for pinned job postings than unpinned postings.
+Aggregate job listings are not eligible for pinning.  Furthermore, a pinned job
+posting must not only provide all required information, but must provide at
+least 3 of the 6 recommended fields.
+
+For-hire postings are always eligible for pinning as long as the person seeking
+employment is a member in good standing of the community.
+
+### When You're Looking for Work
+
+The `#jobs` channel is available for anyone to use if they are looking for
+technical work.  If you're looking for work, feel free to post a link to your
+resume, linkedin profile, github page, etc.  You may also pin a message saying
+that you are looking for work, provided you unpin when you are no longer on the
+market.
+
+You should not broadcast your availability more than once a week.
+
+### When You're Hiring
+
+Posting in the `#jobs` channel is a great way to find local talent, whether
+you're an individual contributor looking for a new teammate, a hiring manager
+looking to fill a role, or an internal or external recruiter, you're welcome to
+post about your job openings so long as you adhere to our guidelines and rules.
+
+#### Job Location
+
+The STL Tech Slack is concerned with helping people who are in St. Louis find
+jobs.  To this end, we ask that all jobs that are posted be jobs that can be
+carried out by people in St. Louis.  This means any local job, or any non-local
+job that is full-time remote is okay.  There's no strict upper limit on how much
+travel may be involved with a position and have it still be considered remote,
+but use your best judgement ("you can fly home on the weekends" doesn't count").
+There are no strict geographical bounds for what counts as "St. Louis", but
+consider that it should be within a reasonable distance of the greater St. Louis
+Metropolitan area.
+
+#### Posting Frequency
+
+If you have a single job opening that you're hiring for, feel free to post it no
+more often than once a week until you have filled the opening.  If you're
+posting many jobs, we'd ask that you try limit yourself to posting one or two
+jobs per day, and no more than 5 jobs per week.  If you are trying to staff up a
+very large team, you may be interested in creating an aggregate posting, which
+is described later on in this document.
+
+#### Posting Requirements for Individual Jobs
+
+When you are posting for a specific individual job, we have both some required
+rules as well as some recommendations for how you post.
+
+##### Required Information
+
+All jobs that you post should have the following information:
+
+  - Remote or On-Site: All job postings MUST include whether the job is
+    full-time on-site, part-time remote, or full-time remote.
+  - Work Location: For full and part-time on-site roles, posts MUST include the
+    rough geographic area of the work site. Examples would include:
+    "Chesterfield", "Near Forest Park" or "At T-Rex".
+  - Your Relationship to the Role: Job postings MUST disclose the relationship
+    of the post to the company or role.  This includes explicit diclosure if
+    you are a first or third party recruiter, or if you currently work at the
+    company. "Unaffiliated" is a valid option, however any recruiters found to
+    not have disclosed that they are recruiters when posting jobs will be
+    permenantly banned.
+  - The Type of Position: All postings MUST disclose whether they are: Direct
+    hire, contract, or contract to hire.
+  - Employer or staffing company name: All job postings MUST include the name of
+    the company that the candidate would be directly working for, OR, the name
+    of the agency that the recruiter works for.  Posting the name of the
+    employer is not required, but is HIGHLY ENCOURAGED.  If a recruiter posts a
+    job without the employer name, and another member of the community discloses
+    the name of the employer, the moderation team will not take any action.
+  - Adhere to the CoC: All job postings must adhere to the STL Tech community
+    standards and code of conduct.
+
+##### Highly Encouraged Information
+
+We suggest that job postings include as much of the following information as
+possible.  While job postings without this information are not outright
+prohibited, users who continually post jobs without any of the following
+information may be asked on a case-by-case basis to either include more
+information in their postings or to stop posting.
+
+  - Employer Name:  As stated above, the employer name is not required, however
+    it is highly encouraged that all job postings SHOULD include the name of the
+    employer where the candidate would be working.
+  - Salary: Job postings SHOULD include a reasonable salary range.  It's better
+    to guess at this than to omit it, unless you really have no idea at all.
+  - Contract Margins:  For contract and contract-to-hire positions, recruiters
+    SHOULD include their hourly or fixed cost margins that are added to the
+    candidates salary.
+  - Benefits: Job postings SHOULD include a list of available benefits, such as
+    amount of PTO, health insurance, paternity or maternity leave, educational
+    benefits, etc.
+  - Number of positions: A job posting SHOULD disclose how many candidates are
+    expected to be hired for the given position.
+  - Type of work: Many job postings include a list of technology skills and
+    requirements, but do not speak to the nature of the work.  While not
+    required, job postings SHOULD include a description of the type of work to
+    be performed.
+
+##### Additional Considerations
+
+Job postings on the STL Tech Slack should be crafted to speak to our community.
+There is no prohibition against merely copying information from an existing job
+posting, but we encourage members of the STL Tech community go personalize the
+message for the audience.  In particular:
+
+  - Leverage tools like [joblint](http://joblint.org) to ensure your job posting
+    does not contain language that would exclude marginalized people.
+  - Avoid terms like "rockstar" and "ninja".
+  - Understand [what your job posting is
+    saying](https://where.coraline.codes/blog/not_applicable/) and try to be
+    considerate of using inclusive language.
+  - Participate in the community, don't just stop by to dump a job listing and
+    then go silent.
+
+
+### Aggregate Job Postings
+
+Recruiters, and companies who are looking to quickly grow new departments or to
+significantly expand, may wish to skip posting individual listings, and instead
+state that they have several different roles available across a broad range of
+technologies.  For the most part, postings like this should be treated similarly
+to For Hire postings.  They should be short, inclusive of the types of work
+available, and limited to being posted weekly.  For external recruiters,
+aggregate job postings must also disclose that the poster is an external
+recruiter, as well as the type(s) of roles that are available (contract, direct
+hire, contract to hire).  Additionally, for anyone posting aggregate listings,
+we ask that the job poster be available via the STL Tech Slack to answer any
+questions.  Anyone creating  aggregate postings then responding to questions
+with a request for a phonecall / email will be banned.
+
 ## The Moderation Team
 
 The moderation team is here to help you and to guide conversation towards good places.