Enter role title, locations, schedules and department for a new job.
Why it exists Establishes the core facts every job posting needs.
These four fields do far more work than they appear to. The title and location feed the AI that later suggests skills, salary and the description; the department is what makes department-level analytics and job filtering possible months from now; and the schedules are what job boards match candidates against. Getting them right here is cheap — retrofitting a missing department across fifty historical jobs, when leadership asks which teams grew fastest, is not.
How to use it
Click "Create Job" in the top navigation bar.
Enter the "Role Title".
Under "Job Locations", pick a saved office location and click "Add", or type a custom one.
Tick "Anywhere in country (no specific city)" if the role has no fixed city.
Repeat to add up to 10 locations — the first one is the primary location.
Select a "Work Schedule" (e.g. Full-time) from the dropdown.
Select an "Office Schedule" (e.g. Hybrid) from the dropdown.
Select a "Department".
Click "Next".
Good to know
The first location you add is the primary one — it is what job boards including LinkedIn will show.
Up to 10 locations are allowed per job.
Use a standard, searchable title ("Senior Unity Developer", not "Unity Wizard"). Both the AI suggestions and job-board matching depend on it.
Dropdown options come from Settings → Preferences. If a schedule, location or department is missing, add it there first.
Define skills, salary range and benefits for the role.
Why it exists Gives candidates and the AI clear role requirements.
The skills list on this step is not decoration — it is the yardstick every later AI feature measures candidates against. CV analysis scores against it, sourcing searches for it, and criteria matching builds on it. Vague or padded skills produce vague scores, which is the most common reason teams find AI screening unconvincing. The salary range is optional in the product but rarely optional in practice: postings without one attract fewer applicants and burn time on candidates whose expectations were never compatible.
How to use it
From Step 1, arrive on "Job Requirements & Details".
Type a skill in "Add a skill" and click "Add", or click a chip under "Common skills".
Review your chips under "Selected skills"; click a chip to remove it.
Optionally enter "Minimum Salary", "Maximum Salary" and select a "Currency".
Optionally add benefits by typing one and clicking "Add", or picking from "Common benefits".
Click "Next".
Good to know
List genuine must-haves rather than an aspirational wish list — every extra skill dilutes the AI match score.
Skills entered here drive CV analysis, candidate sourcing and criteria matching later on.
Salary and benefits are optional fields, but omitting salary typically reduces application volume.
All of this stays editable after publishing via "Edit Salary, Skills & Locations".
AI proposes relevant skills and a competitive salary range.
Why it exists Speeds up requirement writing with market-aware suggestions.
Two problems collide when a recruiter opens a requisition for an unfamiliar role: you do not know which skills genuinely belong together for that title, and you do not know what the market currently pays. Both are normally solved by asking the hiring manager and waiting a day, or by browsing competitor postings. This feature collapses that into a few seconds by generating suggestions from the title and location you already entered. Treat the output as a well-informed first draft to edit — it is calibrated on general market patterns, not on your company's specific compensation bands.
How to use it
On the "Job Requirements & Details" step, find the "AI Assistant" card.
Make sure the role title and location from Step 1 are set.
Click "Generate with AI".
Wait while "AI is generating suggestions..." is shown.
Review the suggested skills and salary range that get filled in.
Edit or remove anything you disagree with, then click "Next".
Good to know
Quality depends entirely on the title and location from Step 1 — a vague title yields vague suggestions.
Always sanity-check the salary against your own bands before publishing; the model does not know your internal structure.
Suggestions fill the fields as editable values, so you can delete or add freely afterwards.
Prune aggressively — an inflated skills list weakens every later match score.
Write the job description with a rich-text editor.
Why it exists Produces the public-facing text candidates actually read.
This is the only part of the job that candidates actually see, and it does double duty: it sells the role to people deciding whether to apply, and it is the reference text the AI uses to score every CV that arrives. A thin description therefore hurts twice — fewer good applicants, and weaker scoring on the ones you get. The editor supports proper structure (headings, lists, links) because scannable descriptions consistently outperform walls of prose on every job board.
How to use it
From Step 2, arrive on the "Job Description" step.
Choose "Create new description" to write from scratch.
Use the toolbar for headings, bold, italic, underline, lists, links and emoji.
Write at least 50 characters — the "Save" button unlocks at that point.
Watch the notice "This description is not ready to publish yet" until quality checks pass.
Click "Next" to continue to publishing.
Good to know
50 characters is the technical minimum to proceed, not a target — real postings need far more to score CVs well.
Use headings and bullet lists; most candidates skim rather than read.
You have three starting points: write from scratch, generate with AI, or load a saved template.
The description remains editable after the job is live via "Edit Job Description".
AI drafts a full job description from your job details.
Why it exists Removes blank-page effort when writing postings.
Writing a job description from nothing is the step where requisitions stall for days, usually because the recruiter is waiting on the hiring manager for wording they will end up rewriting anyway. Generating a complete draft from the title, skills and location you already entered flips the task from authoring to editing, which is dramatically faster and produces a more consistent house style across roles. The draft is a starting point: it knows the shape of a good posting for this kind of role, but it knows nothing about your team, your product or why someone should want this job.
How to use it
On the "Job Description" step, find the "AI Job Description Generator" card.
Confirm the job summary above shows the correct title, skills and location.
Click "Generate with AI".
Wait for the generated description to appear in the editor.
Edit the text with the toolbar to match your tone.
Click "Next".
Good to know
Fix the title and skills before generating — the draft is built from them, so bad input means a rewrite.
Always add the specifics only you know: the team, the product, the actual work, why the role is open.
Output lands directly in the editor as fully editable text.
Once you have polished one, save it as a template so the next similar role starts from your version.
Start a description from a previously saved reusable template.
Why it exists Keeps postings consistent and saves repeated typing.
Most companies hire the same handful of role shapes repeatedly, and rewriting the benefits section, the equal-opportunity statement and the "about us" paragraph every time is pure waste — worse, it produces subtly different versions of your employer brand across your live postings. Templates fix the boilerplate once so each new posting only needs the parts that are genuinely role-specific. For agencies and high-volume teams this is often the single biggest time saving in job creation.
How to use it
On the "Job Description" step, click "Use saved template".
Open the "Choose a template:" dropdown.
Select the template you want.
The editor loads the template content.
Adjust the text for this specific role and click "Next".
Good to know
Loading a template copies its content into this job; later edits here do not change the stored template.
If you do want to update the stored version, use "Update Template" instead of "Save as Template".
Templates are managed company-wide under Settings → Templates.
Always re-read the loaded text — leftover details from the previous role are the classic template mistake.
Store the current job description as a reusable template.
Why it exists Turns a good description into a company standard.
Good job descriptions are usually discovered rather than designed — one posting attracts noticeably better applicants, and you want the next role to inherit whatever made it work. Saving it as a template captures that lesson while it is fresh instead of leaving it buried in one closed vacancy. Over time this is how a scrappy team accumulates a consistent employer voice without ever running a formal branding exercise.
How to use it
Finish writing the description on the "Job Description" step.
Click "Save as Template" at the bottom of the editor.
Give the template a name when prompted.
Confirm to save it.
If you loaded an existing template, use "Update Template" instead to overwrite it.
Good to know
Name templates by role family ("Senior Backend Engineer"), not by the specific requisition — you will be reusing them.
Strip role-specific details before saving, or the next user will inherit them by accident.
"Update Template" overwrites the stored version for everyone at your company; "Save as Template" creates a new one.
Settings → Templates shows how many jobs were created from templates and the time saved.
Final review, screening questions and portal selection before publishing.
Why it exists Controls exactly where and how the job goes live.
This is the last point at which a mistake is cheap. Once a job is live it may be syndicated to external boards, indexed by search engines and sent to candidates, and correcting a wrong salary or a broken description afterwards means the incorrect version has already been seen. The distribution choice here also determines what you will be able to learn later: publishing to several portals is what makes the Source Effectiveness report meaningful, because a job posted in only one place can never tell you which channel works best.
How to use it
From Step 3, arrive on the "Publish Job" step.
Review the loaded job details, skills, benefits and description.
Optionally fill in up to 3 "Candidate Questions" (max 200 characters each).
Under "Publish To", tick each portal you want (Canvider is the free base portal).
Grayed-out portals need configuration in Settings first.
Click "Publish Job".
Good to know
Canvider is the free base portal and is always available; other portals must be configured in Settings first.
Grayed-out portals are not broken — they are missing credentials or an integration.
Screening questions can only be set here at publish time, so decide on them before clicking through.
Publishing to more than one portal is what makes source-effectiveness reporting possible later.
Up to three short questions candidates answer when applying.
Why it exists Filters candidates early on your must-have criteria.
Some requirements are absolute and binary — a work permit, a security clearance, a willingness to be on-site three days a week — and discovering they are unmet in the first interview wastes everyone's time, including the candidate's. Asking at application time surfaces those facts before anyone invests attention. The limit of three is deliberate: every additional question measurably reduces completed applications, so they should be reserved for genuine knockouts rather than nice-to-knows. Phrasing them as Yes/No or numeric also keeps them compatible with LinkedIn's own screening format.
How to use it
On the "Publish Job" step, scroll to "Candidate Questions".
Type your first question into "Question 1" (max 200 characters).
Phrase LinkedIn-compatible questions as Yes/No or numeric — start with "Do you", "Are you", or "How many years of".
Repeat for "Question 2" and "Question 3" if needed.
Click "Publish Job" — candidates now see the questions on the application form.
Read the answers later on the applicant's Overview tab under "Screening Questions".
Good to know
Maximum three questions, 200 characters each.
Ask only genuine knockouts — each extra question costs you completed applications.
Start with "Do you", "Are you" or "How many years of" to stay compatible with LinkedIn screening.
Never ask for protected characteristics (age, nationality, marital status, health) — that is a legal exposure, not just bad practice.
Answers appear on each applicant's Overview tab and can be edited if the candidate supplied them another way.