Understanding the Job Creation Form

This tab contains all the basic details about the position. The form shows fields for job title, recruitment process, department, and more.

Enter the position title that will be visible to candidates. Use clear, searchable titles like 'Senior Frontend Developer' or 'Marketing Manager'. Avoid internal jargon or abbreviations.

Select the hiring pipeline for this position. 'Default Flow' uses your organization's standard stages. You can create custom processes in Settings > Pipeline for different role types (e.g., technical vs. sales hiring).

Choose an evaluation scorecard to assess candidates consistently. Scorecards define criteria (skills, culture fit, experience) that interviewers rate. Select 'None' if you don't need structured evaluations.

Specify which team or department this role belongs to (e.g., Engineering, Marketing, Sales, Operations). This helps organize your job listings and filter candidates.

Set the urgency level for this position: Normal, High, or Critical. High priority jobs appear at the top of your team's dashboard and can trigger faster notification rules.

Select the employment type: Full-time, Part-time, Contract, Internship, or Freelance. This is displayed prominently on your career page to set correct expectations.

Specify the schedule: Standard (9-5), Flexible, Shift-based, or Custom. In today's remote-friendly world, this is an important factor for candidates.

Click the location button to specify where the role is based. You can select: On-site (with city/address), Remote, Hybrid, or multiple locations. Use the map to set precise coordinates for on-site positions.

Expand this section to write a detailed description of the role. Include: company overview, team structure, key responsibilities, projects they'll work on, and why this role matters. Use rich formatting (headings, bullets, links) for readability.

Expand this section to list qualifications and skills. Include: required experience, technical skills, certifications, soft skills, and 'nice to have' qualifications. Be realistic to avoid discouraging qualified candidates.

Start Date is when you want the new hire to begin. End Date sets when applications close. Leave End Date empty for evergreen positions that recruit continuously.

On the right side, you'll see the Status selector. Choose: Published (visible on career page), Internal (visible only to your team), Draft (work in progress), or Archived (closed/hidden).

Switch to this tab to customize what information you collect from applicants. This determines the application experience for candidates.

By default, you collect: Full Name (required), Email Address (required), Phone Number (optional), and Address with Street, City, Country (optional). Click '+ Add control' to add more fields like CV upload, Cover Letter, Portfolio URL, or LinkedIn profile.

Add screening questions to filter candidates early. Click '+ Add first control' to choose question types.

Text: Short answer for names, links. Long text: Detailed responses (motivation letter). Single choice: Pick one option (yes/no, experience level). Multiple choice: Select multiple options (skills, availability). Yes/No: Simple binary questions.

At the top right, you have three options: Cancel (discard changes), Save as draft (save without publishing), or Save (save and apply current status). Drafts can be completed later without losing progress.