Find your fit
Who it is for
An internal recruiter or hiring manager running several open roles can use a hosted careers site and application questions to collect applicants in a consistent format. A shared hiring team can then see which candidate needs a screen, interview or decision.
The open-job model may suit an organization that invites many interviewers but hires for a bounded number of active positions. Count concurrent open jobs, distinguish free from paid board distribution and check which interview tools the chosen tier includes.
The work it supports
Core capabilities
Publish an open position on a branded careers site and collect applications through tailored forms. Use questions that relate to the role, then test the application path with a fictional candidate before advertising broadly.
Distribute jobs to free boards from the product, with a separate path for paid board postings. Keep a budget line for paid placement rather than treating every one-click posting as included in the subscription.
Build a candidate stage sequence that mirrors how the team actually screens, interviews and decides. JobScore lets admins add, edit, remove or reorder stages; an overly detailed sequence still needs consistent human updates to be useful.
Assign an owner and overdue-after time to a stage so a candidate has a clear next handoff. Notifications and candidate surveys can run when a stage changes, but review their triggers with sample records before enabling them widely.
Reuse job templates for branding, forms and access settings across similar roles. Review each copied form and permission for the specific vacancy before publishing it.
Prepare interview templates with questions and rating criteria for each role or interview stage. Interviewers can share feedback with the hiring team, giving the decision discussion a common structure.
Post-interview reminders can nudge team members who have not supplied feedback. Use a shared deadline so the reminder supports the hiring process without replacing a recruiter’s judgment.
Review a candidate pipeline and funnel report to see movement through stages. The view is more useful when stage changes and feedback are entered promptly, so assign responsibility for keeping each record current.
When application volume rises, bulk review and response tools help process groups consistently. Preview messages and status changes with fictional data before using them on actual applicants.
Understand the offer
Pricing and getting started
The public pricing page names Start, Scale and Enterprise and displays open-job capacity choices; Enterprise lists unlimited jobs. All plans list unlimited users and resumes. Confirm the exact open-job ceiling and tier rights for the planned hiring load.
A free thirty-day trial is advertised. The page says a trial without a card becomes inactive at the end and can be accessed again after a paid plan is selected; confirm access and export needs before the trial deadline.
Annual and monthly billing choices appear on the pricing page, but most plan-price fields are dynamic placeholders in the retained static capture. Request a current quote or review the rendered checkout rather than relying on a copied numeric price.
Paid board placements and extra shared-network resumes can add charges outside the subscription. Budget these optional purchases for the candidate sources the team actually intends to use.
Look a little closer
Before you choose
Walk a fictional candidate through the configured stages and collect sample interview feedback before using real applicant information. This can reveal where reviewers lose context or need a clearer handoff.
Decide who owns each stage and which coworkers can see applications and feedback. Reused job templates include access settings, so inspect them whenever a new hiring team or department is added.
Avoid overbuilding the workflow. A short sequence updated by the team gives the funnel report more dependable data than a long sequence that interviewers skip.
Budget by simultaneous open jobs and selected features, then add any paid board placements or network access. Obtain current prices because the public static cards do not retain the rendered plan amounts.
9 distinct sources behind this profile. Research observed Oct 27, 2026. Features and offers can change.
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