Searchable, category-filtered index of all configuration pages.
Why it exists Finds the right setting without hunting through menus.
Configuration surfaces grow faster than navigation does, and buried settings menus are where features go to be forgotten — teams frequently discover months in that something they wanted existed all along. A searchable index with category filters treats settings as something you find rather than something you memorise. The padlocks are doing real work too: rather than silently hiding tier-gated features, the hub shows them with the requirement stated, so you know what exists and what it would take to unlock.
How to use it
Click your avatar in the navigation bar and choose "Settings".
Type in "Search settings..." to filter the cards.
Or click a category pill: All, Workflow, Team & Access, Branding, Integrations.
Click any settings card to open that configuration page.
Locked cards show a padlock and the tier or prerequisite required.
Good to know
A padlock means a tier or prerequisite is missing, not that the feature is broken — the card states which.
Worth browsing once end to end when you start using Canvider; most teams find several things they did not know existed.
Search matches card names, so try a broad word ("email", "location") rather than an exact page title.
Category pills are the fastest route when you know the area but not the page name.
Define standard work schedule types like Full-time or Part-time.
Why it exists Standardises the options offered during job creation.
Free-text employment types are how a job board ends up with "Full-time", "Full Time", "FT" and "Fulltime" as four separate values, which quietly breaks candidate filtering on every board that syndicates your jobs. Defining the list once means everyone posting a job picks from the same set. It is a small setup task with a long tail of benefit: consistent postings, working filters, and reporting that groups correctly rather than splitting one concept across four spellings.
How to use it
Go to Settings → Preferences.
Click the "Work Schedules" tab.
Click "Add Work Schedule".
Enter the schedule name.
Save it — it now appears in the Create Job dropdown.
Click "Delete" next to any schedule you no longer need.
Good to know
Set this up before creating your first jobs; retrofitting consistency later means editing every posting.
Use the conventional terms candidates and job boards recognise (Full-time, Part-time, Contract, Internship).
Deleting a schedule removes it from the dropdown for future jobs; existing jobs keep what they were given.
Keep the list short — every extra option is a chance for two people to choose differently.
Define where and how employees work (on-site, hybrid, remote).
Why it exists Communicates working arrangements consistently on postings.
Working arrangement has become one of the first filters candidates apply, often before salary, and ambiguity here costs you applications from people who assume the worst. Standardising the vocabulary — and being precise about what "hybrid" means at your company — prevents both lost applicants and the far more expensive version of the problem: a candidate who reaches offer stage believing something different from what you intended.
How to use it
Go to Settings → Preferences.
Click the "Office Schedules" tab.
Click "Add Office Schedule".
Enter the schedule name.
Save it — it becomes selectable during job creation.
Delete unused entries with the delete control.
Good to know
Be specific where it matters: "Hybrid (3 days on-site)" prevents a conversation that otherwise happens at offer stage.
This is one of the strongest filters candidates use, so vague values cost you applications.
Job boards including LinkedIn map to these values, so mirror the arrangement accurately when posting manually.
Existing jobs keep their assigned schedule if you delete an option later.
Maintain your company's list of reusable office locations.
Why it exists Speeds job creation and keeps location names consistent.
Location is the field most vulnerable to inconsistency, because there are so many defensible ways to write the same place — "Warsaw", "Warszawa", "Warsaw, Poland", "Warsaw (HQ)". Each variant is treated as a distinct location by filters and reports, so a company with four spellings has fragmented its own analytics without noticing. A curated list fixes it at source, and has the side benefit of making job creation faster, since a saved location is two clicks rather than a typed string.
How to use it
Go to Settings → Preferences.
Click the "Locations" tab.
Add a new location with its name.
Save it.
Select it from the "Job Locations" picker when creating a job.
Delete locations you no longer use.
Good to know
Agree one format and stick to it ("City, Country" is the safest for job boards and candidate search).
Saved locations are what make the Location filter on the Jobs page useful.
Custom one-off locations can still be typed during job creation without adding them here.
Deleting a location does not change jobs that already use it.
Why it exists Enables department filtering and hiring-by-department reporting.
Departments look like a filing convenience and are actually a reporting prerequisite. "Which teams did we grow this year?" is a question leadership asks eventually, and it can only be answered if jobs carried a department from the beginning — there is no way to reconstruct it later except by editing every historical requisition by hand. Setting departments up before your first jobs is five minutes that pays for itself the first time someone asks for a breakdown.
How to use it
Go to Settings → Preferences.
Click the "Departments" tab.
Add a department name.
Save it.
Select it in the "Department" dropdown during job creation.
Filter the Jobs list and Analytics by department afterwards.
Good to know
Set these up before creating jobs — department data cannot be reconstructed retroactively without editing each job.
Mirror your actual org structure, so recruitment reporting lines up with finance and headcount planning.
Departments drive both the Jobs page filter and the "Hires by Department" analytics chart.
Keep the granularity moderate; fifty micro-departments make reporting harder, not better.
Define and categorise your company's pipeline stages.
Why it exists Makes the ATS mirror your real hiring workflow.
This is the settings-side counterpart to creating a status inline from a candidate, and it is where the important field lives: Category. A status name is for humans, but the category is what Canvider uses to place the stage in the funnel, in stage-duration reporting and in the monthly overview. A stage created inline and never categorised will still work day to day while quietly distorting every report it appears in — which is why it is worth doing the configuration here deliberately rather than accumulating statuses ad hoc.
How to use it
Go to Settings → Preferences.
Click the "Application States" tab.
Click "Add State".
Enter the "Display Name".
Pick a "Category": Early State, Review State, Late State, Negative Result, or Stateless / Other.
Click "Save".
Click "Delete" on any custom state you no longer need — defaults apply if none are defined.
Good to know
Category is the field that matters for analytics; the display name is only what people read.
Statuses created inline from the Change State modal should be reviewed here so their category is right.
If you define no custom states, Canvider's defaults apply automatically.
Deleting a state affects the dropdown going forward; check where candidates currently sitting in it should go first.
Store API credentials and posting preferences for job boards.
Why it exists Enables direct publishing to your configured external portals.
This is the page that turns the greyed-out portals on the publish step into live options. Configuring credentials once means every future job can be distributed in a click rather than through manual copy-paste, which is where most of the time cost of multi-board posting sits. The global defaults section is the underused part: setting publication, application-handling and notification behaviour once means each new job inherits sensible settings instead of relying on whoever publishes it to remember.
How to use it
Open the Job Portals page (/settings/portals/).
Review the "Portal Status Overview" cards for LinkedIn, Indeed, Glassdoor, ZipRecruiter, Monster, Canvider and Praca.pl.
Click a portal to open its configuration section.
Enter the API credentials under "API Configuration".
Fill in "Company Information" and "Posting Preferences".
Set defaults under "Global Portal Settings" for publication, application handling and notifications.
Save the configuration.
Good to know
API credentials come from the job board itself and usually require an employer account with them.
Canvider is the free base portal and needs no configuration.
A portal greyed out on the Publish step is one that has not been configured here.
Store credentials carefully — they authorise posting under your company's name.
Boards you cannot integrate with are still fully usable through "Post on Any Portal".