Job board development.
A job board that works for both sides of the market.
A job board has two customers with opposing interests. Employers want quality applicants and a simple posting flow. Candidates want relevant roles and an application that takes two minutes. Boards fail when they optimise for the paying side so aggressively that candidates leave — at which point the paying side leaves too.
What’s included
- Employer accounts with posting and applicant management
- Paid listings, credit packs and featured placement
- Candidate profiles with CV upload and parsing
- Search and filtering by location, salary, type and sector
- Job alerts by email on new matches
- Application tracking with status and messaging
- Feed import from ATS platforms and aggregators
Applying has to be fast
Every additional field between a candidate and submitting costs applications. Apply with a saved profile, one-click for returning candidates, and no mandatory account creation before they have seen the role. This is the single biggest lever on application volume.
Filling the board at the start
A board with fifty jobs converts far better than one with five. Most start by aggregating from feeds and public sources to reach critical mass, then convert employers to direct paid posting once there is candidate traffic worth paying for.
Common questions
Can employers pay per posting?
Yes — per-post, credit bundles, subscriptions or featured upgrades. Often several at once.
Can candidates set up alerts?
Yes, saved searches with email alerts. It is one of the strongest retention features on a job board.
Can we import jobs automatically?
Yes, from ATS feeds, XML or scraping where that is appropriate for the source.
Have a project in mind?
Tell me what you're building and roughly when you need it. I reply to every genuine enquiry within one working day.