Central list of all your job postings with summary stats.
Why it exists Single place to monitor and open every open role.
Once a company is running more than a few requisitions, the hard question stops being "how is this role doing?" and becomes "which of my roles needs me today?". The Jobs page answers that by putting comparable numbers side by side — applicants, interviews, hires and days open — so an ageing role with no interviews stands out against a fresh one drowning in applications. The "days open" figure in particular is the early-warning signal most teams learn to read first, because time-to-fill problems are far cheaper to fix at week three than at week twelve.
How to use it
Click "Jobs" in the top navigation bar.
Review the four stat cards: Active Jobs, Total Applicants, Archived Jobs, On-Hold Jobs.
Scroll the job cards to see status, applicants, interviews, hired and days open.
Click "View Details" on any card to open that job.
Use the pagination buttons at the bottom to move between pages.
Good to know
A high applicant count with zero interviews usually means a screening backlog, not a bad posting.
A long "days open" with low applicant volume is a sourcing or job-description problem instead.
The four stat cards summarise your whole company, while the cards below are per-job.
Every job action — bulk upload, sourcing, status changes, communication — lives on the job's details page, not here.
Filter the job list by department, status, location and date.
Why it exists Narrows a long job list to the roles you care about.
Different people need entirely different slices of the same job list: a department head cares only about their own team's roles, a country lead about one location, and a recruiter reviewing the quarter about everything posted since a certain date. Rather than building separate views for each, the filters let each person carve out their own. The status filter is the one most used day to day — it is how you separate roles that are genuinely live from the archived and on-hold ones that would otherwise pad every count.
How to use it
Open the Jobs page.
Select a value in the "Department" dropdown.
Select a value in the "Status" dropdown (Active, On-Hold, Archived, Closed, In Review).
Select a value in the "Location" dropdown.
Select a range in the "Posted Date" dropdown (Today through Last 6 Months).
Click "Clear all filters" to reset.
Good to know
Filters combine, so Department plus Status plus Posted Date narrows cumulatively.
Department filtering only works if jobs were given a department at creation — see Departments in Settings.
"Clear all filters" is the reliable way to explain a suspiciously short list.
Filter by Archived or Closed to find a historical posting you want to duplicate or reference.
Per-job hub with stats, charts, applicants and every job action.
Why it exists Everything about one vacancy in a single screen.
This page is the operational centre of Canvider — nearly every meaningful action on a role starts here rather than from the global menus. That is deliberate: sourcing, criteria definition, bulk uploads, bulk communication, status changes and distribution are all things you do to a specific vacancy, and scoping them to one job removes an entire class of expensive mistake, such as emailing the wrong candidate group. If you only learn one screen in Canvider, learn this one.
How to use it
Go to Jobs and click "View Details" on a job card.
Read the header for "Total Applicants" and "Published At".
Review the charts: Applicants Over Time, Applicants by Job Portal, Distribution by Status.
Scroll to "Top Applicants" to see the highest-scoring candidates.
Click "View All Applicants" to open the filtered People list.
Use the action buttons at the top for bulk upload, communication, editing and status changes.
Good to know
"Top Applicants" ranks by AI score, so it is only meaningful once candidates have been analysed.
"Applicants by Job Portal" is the per-job version of source effectiveness — it tells you which board is actually working for this role.
"View All Applicants" opens People pre-filtered to this job, which is the safe way to start bulk actions.
Sourcing, criteria and distribution tools are all reached from the action buttons at the top of this page.
Update a published job's description text in place.
Why it exists Fixes or improves live postings without recreating them.
Typos, a wrong reporting line or a requirement that turns out to be scaring off good applicants are all discovered after publishing, never before. Without in-place editing the only fix would be to close the job and repost it — which resets the application history, breaks any links already shared, and destroys your time-to-fill measurement. Editing in place preserves all of that. It is worth knowing that the description is also the reference text for AI scoring, so a substantial rewrite changes the basis on which future candidates are evaluated.
How to use it
Open the job's details page.
Click "View Job Description".
Click "Edit" in the modal.
Use the formatting toolbar to change the text.
Click "Save".
Good to know
Editing preserves the job's applicants, history and time-to-fill; reposting a new job does not.
Changes affect the Canvider posting and careers page immediately; copies already published to external boards may need updating there separately.
Because the description drives AI CV analysis, a major rewrite means new candidates are scored against different text than earlier ones.
Salary, skills and locations are edited elsewhere — see "Edit Salary, Skills & Locations".
Change a published job's locations, salary range and skills.
Why it exists Keeps commercial and location details current after publishing.
These three fields change for business reasons rather than editorial ones: a budget gets approved, a role opens up in a second office, or two weeks of applications reveal that a "required" skill is filtering out everyone worth hiring. Because skills feed AI scoring and sourcing, editing them here does more than update the advert — it changes what future analyses measure candidates against and what sourcing searches for. That makes this the right lever when your matches are consistently missing the mark.
How to use it
Open the job's details page.
Click "Edit Salary, Skills & Locations".
Under "Job Locations", type a location and click "Add location" (up to 10; first is primary).
Update "Minimum Salary", "Maximum Salary" and "Currency".
Edit the "Skills (one per line)" box — each line becomes one skill.
Click "Save changes".
Good to know
In the skills box, one line equals one skill — a comma-separated line is read as a single skill.
Up to 10 locations; the first is primary and is what job boards display.
Editing skills does not automatically rescore existing candidates. Re-run analysis or criteria matching if you need consistency.
Widening the salary range on a stalled role is one of the fastest interventions available.
Why it exists Advertises one role across several offices or countries.
Distributed teams routinely open one requisition that could be filled in any of several cities. Modelling that as separate jobs per city is the obvious workaround and a bad one: applicants fragment across duplicate postings, your analytics count one hire as several roles, and every description edit has to be repeated. One job with many locations keeps the pipeline unified while still advertising accurately. The primary-location rule exists because most job boards accept only a single structured location, so Canvider gives them the first one and appends the rest as readable text.
How to use it
During Step 1 of job creation, or via "Edit Salary, Skills & Locations" afterwards.
Add your main city first — it becomes the primary location shown on job boards.
Add each additional location as its own chip.
Tick "Anywhere in country (no specific city)" for country-wide roles.
Save — LinkedIn posts the primary location and appends the others as "Also hiring in".
Good to know
Order matters: the first location added is the primary one and the only one most boards display as structured data.
Maximum of 10 locations per job.
Put your strongest hiring market first — it is the location most candidates will actually see.
"Anywhere in country" is for genuinely country-wide roles; for fully remote work, say so in the description too.
Move a job between Active, On-Hold, Closed, Archived or Deleted.
Why it exists Controls whether the job accepts applications and stays visible.
Status is how a role's lifecycle is expressed, and each value has real consequences rather than being a label. On-Hold stops the inflow while you sort out a budget freeze, without losing the pipeline you have built. Closed and Archived wrap the role up and — importantly — move consenting non-hired candidates into your talent pool, which is how a finished search quietly becomes an asset for the next one. Deleted is different in kind: it is a permanent, irreversible removal that also starts a 30-day countdown on the associated candidate data.
How to use it
Open the job's details page.
Click "Change Vacancy Status".
Read the "Current Status:" line and the explanation of each effect.
Pick the new value in "Select New Status".
Click "Confirm Status".
Note: Closed and Archived move consenting candidates into the talent pool; Deleted is permanent.
Good to know
Use On-Hold, not Deleted, for a paused role — it stops new applications while keeping everything else intact.
Closing or archiving is what populates your talent pool, so it is worth doing properly rather than leaving roles Active forever.
Deleted cannot be undone, and candidate data is purged 30 days later. Export anything you need first.
Only candidates who gave future-opportunities consent move into the talent pool; the rest are simply not carried over.
Define up to five pass/fail criteria the AI checks per applicant.
Why it exists Turns your must-haves into automatic, comparable candidate checks.
An overall match score tells you a candidate is roughly a 78% fit but not whether they can legally work in your country — and it is the binary facts that actually decide most screening calls. Criteria assertions convert those must-haves into explicit yes/no checks applied identically to everyone, which does two useful things: it makes screening far faster, and it makes it defensible, because every candidate was measured against the same written standard rather than against whoever read the CV. Specific, checkable wording is essential; a criterion the AI cannot verify from the available material produces noise rather than signal.
How to use it
Open the job's details page.
Click "Criteria Assertion AI".
Type a short, specific criterion (max 100 characters), e.g. "Candidate speaks English above C1 level".
Click "Add".
Repeat for up to 5 criteria; click the delete icon on any criterion to remove it.
Click "Re-run criteria matching for all applicants" and confirm to re-score everyone.
View results on each applicant's Overview tab under "Criteria Match Analysis".
Good to know
Maximum 5 criteria, 100 characters each — so spend them on genuine knockouts.
Write criteria that are verifiable from a CV or profile. "Is a good culture fit" cannot be assessed; "Has 3+ years with Unreal Engine" can.
Adding or changing criteria does not rescore anyone automatically — you must click "Re-run criteria matching for all applicants".
Once criteria exist, the People page gains a "Meets all criterias" filter that shortlists in one click.
Never encode protected characteristics as criteria; that turns a screening tool into a discrimination risk.
Upload many PDF CVs at once to create applications.
Why it exists Imports an existing candidate batch into a job in minutes.
Candidates arrive by routes an ATS cannot control — a hiring manager's inbox, a careers-fair folder, an agency's shortlist, a spreadsheet from a previous system. Left outside Canvider they are invisible to search, scoring and analytics, and they silently distort your reporting. Bulk upload is the on-ramp: drop in the whole batch and the AI extracts name, contact details and experience from each file, turning a folder of PDFs into structured, searchable applications without any manual data entry.
How to use it
Open the job's details page.
Click "Bulk Upload CVs".
Confirm the job name shown under "Uploading CVs for:".
Click "Select CV Files (PDF only)" and choose multiple PDFs at once.
Click "Upload CVs".
Wait while "Processing CVs with AI..." runs.
Review "Upload Results" — created applications and any errors.
Good to know
PDF only. Word documents and images are rejected by the file validator.
Check the job name at the top before uploading — CVs attach to that vacancy, and unpicking a wrong batch is tedious.
Always read the "Upload Results" panel; individual files can fail (corrupt PDFs, scanned images with no text) while the rest succeed.
Large batches take time because each CV is processed by AI. Leave the tab open.
The upload creates applications; scoring them is a separate step via AI analysis.
Step-by-step instructions with copy buttons for manual LinkedIn posting.
Why it exists Publishes to LinkedIn correctly even without an integration.
LinkedIn is the highest-value channel for most professional roles, but automated posting requires a connected account and tier 2 or higher — and even connected accounts occasionally fail on LinkedIn's side. Rather than leaving you to improvise, this walks through the real LinkedIn form field by field with copy buttons for each value. The step that matters most is switching applicant handling to "On an External Website": leave it on LinkedIn's default and applications collect inside LinkedIn instead of flowing into Canvider, where none of your scoring, filtering or analytics can reach them.
How to use it
Open the job's details page and click "Post on LinkedIn".
Click the link to open the "LinkedIn Job Posting Page" in a new tab.
Click "Copy" next to the job title and paste it into LinkedIn.
Select "Use my own description" and match the reference settings shown (location, work schedule, office schedule).
Click "Copy" next to the job description and paste it into LinkedIn's editor.
Under "Manage applicants", switch from "On LinkedIn" to "On an External Website" and paste the copied application URL.
Review the ideal qualifications against the listed skills.
Confirm your identity if asked, choose Free posting, and click "Post Job".
Good to know
Step 6 is the critical one. If applicants are handled "On LinkedIn", they never reach Canvider and are invisible to scoring and analytics.
This route needs no integration and no employer tier — it works for every account.
Mirror the location and schedule settings exactly, or LinkedIn's matching will target the wrong candidates.
Use this as the fallback whenever automatic posting reports a failure.
Publish a job to LinkedIn automatically via the connected account.
Why it exists Removes manual copy-paste when LinkedIn is integrated.
Manual LinkedIn posting is roughly ten minutes of careful copy-paste per role, and every one of those steps is a chance to mis-set the applicant destination or forget a location. Automating it removes both the time and the error class, which matters most for teams posting several roles a week. Because LinkedIn controls the far end of this process, the outcome is reported back as a status banner rather than assumed — sometimes what lands is a draft awaiting your review on LinkedIn rather than a live post.
How to use it
Connect LinkedIn first in Settings → LinkedIn.
On the "Publish Job" step, tick the LinkedIn portal option.
Click "Publish Job".
Return to the job's details page and read the LinkedIn status banner.
If the banner says a draft exists, click through to LinkedIn to review and publish it.
If it reports a failure, use "Post on LinkedIn" manual mode instead.
Good to know
Requires a connected LinkedIn account and employer tier 2 or higher.
Always check the status banner afterwards — "published" is not guaranteed, and a draft still needs your action on LinkedIn.
The job posts under one of your administered LinkedIn company pages; verify which under Settings → LinkedIn.
For multi-location roles, LinkedIn receives the primary location and the rest are appended as "Also hiring in".
Manual guided posting is always available as a fallback and needs no tier.
Generic copy-paste kit for publishing to any job board.
Why it exists Lets you post anywhere using consistent, ready-made content.
Every market has boards that matter locally and that no ATS integrates with — a national job site, an industry community, a university board, a Discord or Slack channel. This feature accepts that reality instead of pretending integrations cover everything: it hands you the title, description, application URL and reference settings in copy-ready form so you can post anywhere in a couple of minutes. The important piece is the application URL, because using it (rather than your generic careers page) is what lets Canvider attribute the resulting applications back to that specific channel.
How to use it
Open the job's details page and click "Post on Any Portal".
Click "Copy" next to the job title.
Review the reference settings (Location, Work Schedule, Office Schedule) and mirror them on the portal.
Click "Copy" next to the job description and paste it in.
Click "Copy" next to the application URL and set it as the portal's apply destination.
Review the listed skills against the portal's qualifications section.
Good to know
Always use the supplied application URL as the apply destination — it is what routes candidates into Canvider and makes source tracking work.
If a board only accepts plain text, paste the description into a plain editor first to strip formatting.
Consistent settings across boards keep your source-effectiveness comparison meaningful.
Works for any board with no integration, credentials or tier required.
Create and manage reusable job description templates.
Why it exists Standardises postings and cuts repeated writing time.
This is the management view behind the templates you load during job creation — the place to curate them rather than consume them. Its value grows with repetition: companies that hire the same roles seasonally or at volume end up writing the same posting dozens of times, and each rewrite is both wasted effort and a chance for your employer brand to drift. The usage statistics shown here are useful in their own right, since a template nobody uses is usually a sign that it does not match how the team actually writes.
How to use it
Go to Settings and click the "Templates" card.
Review usage stats: Total Templates, Created This Month, Jobs Created from Templates, Time Saved.
Click "New Template".
Enter a template name and write the description content.
Click "Save Template".
To remove one, select it in "My Templates" and click "Delete Template", then confirm.
Good to know
Templates are shared across your company, so deleting one affects everybody.
Deleting a template does not affect jobs already created from it — the content was copied at the time.
A small set of well-maintained templates beats a large stale library; prune the ones nobody loads.
The fastest way to build the library is to save your best real postings as templates as you write them.