CVs across several inboxes
Nobody can see one dependable application list.
Careers page and job board
Make the vacancy clear. Keep every application together.
Publish genuine roles, accept applications properly and close them cleanly. A focused setup is provisionally £500 - £1,000.
For an employer careers area. Recruitment marketplaces and complex ATS builds need separate scope.
Open vacancysynthetic example
Workshop coordinator
Help customers, schedule jobs and keep the workshop moving.
Read the role and apply✓ Role details remain visible without an account.Clearrole, pay and location
Directone application route
Privaterestricted candidate records
Currentopen and closed states
Interactive vacancy lifecycle
One role. Two calm views.
Choose a stage to see what an applicant needs and what the hiring desk should do next.
Synthetic workflow
01
Applicant viewWhat the person sees
Public status
Workshop coordinator
£28,000 to £31,000 · Canterbury · Full timeThe full role, requirements, working pattern, closing date and application route are visible without a login.
Clear next step and contact route02
Hiring deskWhat the system records
boundedCurrent state
Accepting applications
Publish the dedicated role page and keep the closing date visible.
System boundaryOnly a real, current vacancy receives JobPosting data and an active application route.
Why an inbox is not a hiring system
A vacancy is public. Candidate data is not.
A vacancy copied between documents, social posts and inboxes quickly drifts out of date. Applicants miss essential details, acknowledgements are inconsistent, CVs reach the wrong people and closed jobs continue collecting personal information.
Important role details are buried
Good applicants should not have to guess pay, place or process.
Closed roles still look open
The apply route and search signals need a real close state.
A score replaces judgement
Focused delivery keeps recruitment decisions with people.
A useful vacancy page
Answer the questions before asking for a CV.
The template makes the information candidates repeatedly look for easy to scan on a phone.
Role and outcome
A plain title, purpose, responsibilities and who the role reports to.
Pay and pattern
Salary or range, hours, contract type, location, remote or hybrid reality.
Real requirements
Essential and useful criteria separated so the advert does not become a wish list.
Hiring timetable
Posted date, closing date, interview expectation and a clear contact route.
Accessible application
Keyboard friendly fields, adjustment route, useful errors and no forced account.
Privacy at the point
What is collected, who receives it and where the candidate can read the policy.
From draft to closed
Publish once. Keep the trail.
A repeatable vacancy record creates a dedicated public role page. An applicant reads the full details without logging in, uses the agreed form or external apply route, receives confirmation and enters one restricted hiring trail. Closing the role removes the active application route and triggers the agreed communication and retention checks.
The business approves the advert, application questions, access, messages and retention plan before launch.
- 01Draft
Build one complete role from repeatable fields.
- 02Publish
Open a dedicated vacancy page and application route.
- 03Receive
Confirm receipt and create a restricted record.
- 04Review
Keep ownership and next human action visible.
- 05Close
Stop applications, update the page and review retention.
Candidate data and fair process
Collect less. Explain more.
Recruitment information can include sensitive details. The build supports a clear process, while the employer remains responsible for lawful questions, decisions and retention.
Every question must have a reason in this application.
Candidate records go only to the approved hiring route.
Allowed file types, size, storage and deletion are agreed.
No hidden AI rejection or invented suitability score.
Applicants can ask for help with the process.
Search ready vacancy pages
The listing and the markup must tell the same truth.
Each open role can have its own readable page and matching JobPosting structured data. Eligibility for Google job features is possible, never guaranteed.
Role page checks
Workshop coordinator
- Dedicated page
- One current role, publicly readable
- Visible details
- Title, description, place and dates match
- Apply route
- Working and available without login
- Close state
- Expired vacancy no longer appears open
Proof at the honest size
Relevant building blocks. No invented hiring result.
There is no named job-board case study in the current Work library. These projects demonstrate adjacent structured-data, form-protection and email-engineering experience, not a claimed recruitment outcome.
Provisional job board price
A focused careers system, not a miniature HR platform.
Useful for a small or growing employer that recruits often enough to need a proper careers area but does not need a large recruitment platform. One or several repeatable vacancies fit the focused range; marketplaces, deep ATS workflows and automated selection need separate discovery.
See all website and system prices →Focused one-off setup£500 - £1,000hosting and external service costs separate
- Careers index and repeatable vacancy template
- Application form or agreed external apply route
- Receipt email, restricted record and close state
- Basic JobPosting data, testing and handover
Price rises with several brands or languages, candidate accounts, custom shortlisting, ATS or HR integration, migrations, complex permissions, file processing or a recruitment marketplace.
No fixed standalone monthly figure is claimed. Ongoing support can be quoted separately.
Before publishing a vacancy
Job board questions.
Is this a careers page or a full recruitment platform?
The focused £500 to £1,000 scope is an employer careers area with repeatable vacancy pages, an application route, confirmation, a restricted record and a proper close state. Candidate accounts, multi-employer listings, advanced permissions or a recruitment marketplace need a separate proposal.
Can applications go into our existing ATS or HR system?
Often, yes. The focused version can link to an existing application route or send a controlled notification. A deeper API connection, two-way status synchronisation, field mapping or historical migration is scoped after the system and access are checked.
Can applicants upload a CV or portfolio?
Yes when a file is genuinely needed. Allowed file types, size, storage location, access, protection and deletion need to be agreed. A link or a few structured questions may be a safer and easier alternative for some roles.
Will vacancies appear in Google job results?
A dedicated role page can include matching JobPosting structured data and be tested for technical eligibility. Google decides whether enhanced job features appear, so visibility is never guaranteed. Open dates, locations, content and close states must remain accurate.
Can AI shortlist or reject applicants?
Not in the focused setup. AI can be considered for limited approved administration, but hidden scoring, profiling or automatic rejection raises accuracy, fairness, explanation and data-protection questions. Recruitment decisions remain with authorised people unless a separate assessment says otherwise.
What happens to applications when a role closes?
The active application route stops, the public vacancy receives a clear closed state and agreed candidate updates can be sent. Candidate information is then kept or deleted according to the employer-approved retention plan rather than remaining indefinitely by default.
Bring one real vacancy
Map the application. Remove the guesswork.
Show Ernest the role, current application route and who needs access. You will get a clear focused scope before candidate data moves anywhere.
Discuss your careers areaExplore every system and add-on →Email or telephone only. No obligation and no applicant resale.