Job posting setup

Publish separate jobs when responsibilities or seniority differ. Use one broader posting only when scope, profile, and evaluation criteria are truly the same.

Better filtering starts in the job text: define must-haves, separate nice-to-haves, and use concrete requirement wording that supports screening questions.

Remote jobs usually reach a larger talent pool, but application quality depends on salary, role clarity, seniority, and location constraints.

To reduce unqualified applications, define clear mandatory requirements, turn them into required questions, and use scoring plus filters to prioritize.

Brand colors are set at account level from your company careers page and apply to all job postings. Some options may require an active subscription plan.

English postings can filter for bilingual talent, but they may reduce volume. Use language based on role needs, not as a generic quality filter.

To attract culturally aligned candidates, describe your work style, collaboration habits, and benefits explicitly in the job posting and company profile.

To attract the right seniority, align responsibilities, scope, and salary range with the role level, and use level-specific language in your posting.

Seniority levels show the autonomy, scope, and expected experience for a role so candidates and recruiters can align before applying or posting.

Create your company profile, complete the job form, and submit it for moderation. You can start for free and unlock applicants later.

Download the square social image from your job share panel and post it on LinkedIn with the job link to boost visibility.

Results are influenced by recency, your filters, and visibility tools like Pin or Boost. The exact ranking details are not public.

Use the exact role name candidates search for and keep it specific to one seniority level. Clear titles improve relevance and attract more fitting applicants.

Add no more than three questions and focus on information a CV cannot confirm, like availability, location, or a short decision scenario.

Start from what you can truly pay, research market rates, and set a realistic range for the role and seniority. Competitive salaries tend to attract more applicants.

Hiring across countries? Use Locally remote only and list each country or region you accept. Choose Fully remote for worldwide hiring.

Describe what the person will actually do each week, how the team works, and what success looks like. Keep skills in the requirements field.

Perks are non-salary benefits shown on a job listing. They help candidates evaluate the full package and help recruiters stand out.

Your job dashboard shows a short attractiveness assessment after publishing. Use the feedback to adjust salary, description, and scope.

USD is the common reference across countries. Companies enter gross salary ranges in USD, and professionals submit salary expectations in USD too.

Confidential jobs are private and visible only to invited candidates, but the hiring company name is still shown. Public job posts must show the company name.

If you choose on-site or hybrid modalities, you can select one or more cities. For locally remote roles, select countries or regions instead.

When you create a job, choose the modality that matches where the work happens: on-site, hybrid, locally remote, or fully remote.

If your company recruits or outsources for clients, you must check the option and provide the final hiring company name and website.

Job categories are assigned automatically based on your job title keywords. If the category is wrong, update the title or contact support.

Showcase your company culture by adding video links in your job descriptions to attract the right tech talent.

Seniority depends on responsibilities and skills, not just years. Use this guide to match role scope and expectations.

Enable email notifications to receive application updates in your inbox and choose between a daily digest or individual emails.

Wait a few days before judging results. Improve reach by refreshing the date, activating Boost, showing salary, and opening to remote. Senior roles take longer.

Few applicants often come from too many screening questions, salary near the floor, unclear description, stale date, high competition, or a niche profile.

Seniority is defined by skills and competencies, not just years. Use this guide to choose the right level for your job posting.

Write a clear job posting with role, requirements, salary, and screening questions so the right professionals apply to your opening.

Get on Board focuses on tech-related roles, from software and data to design, marketing, and operations, as long as the role is tied to tech.

We compare your range against a minimum based on seniority and location, and we use category and tech tags to flag ranges that are too low.

Full-time jobs must include a salary range. Subscriptions can hide it in public views, and salaries are entered as gross monthly or annual amounts.

Once you create a job ad, its URL cannot be modified. You can edit the title and content, but the link stays the same.

Tags are generated automatically from your job title and requirements. You cannot edit them, but new keywords in the ad create new tags.

Get on Board focuses on tech-related roles. You need a company profile, jobs must be paid, and every post goes through the review process.

You must always identify the end employer. Use the 'I'm recruiting on behalf of another company' checkbox; even confidential jobs must name the hiring company.