JobsFor companies
Post a role that earns good applicants.
Direct posting is not open yet — and that is deliberate. We write the role with you after a short scoping conversation, then review it internally before it goes live.
- Human review before publication
- No scraping
- No auto-imports
- Written with you
The process
From brief to live posting
Four steps, with a person involved at each one.
- 01
Tell us about the role
A short form: the role, the level, where the person can sit and the hours you need covered.
- 02
Short scoping call
We catch the missing context — budget reality, timezone constraints, non-negotiables — that usually decides whether a role attracts good applicants.
- 03
We write it with you
We turn the brief into a posting candidates can actually assess themselves against, and you approve the wording.
- 04
Internal review, then live
Every role passes an internal review before it appears publicly. Nothing is scraped and nothing is auto-imported.
Why it works this way
A reviewed marketplace beats a bigger one
Candidates trust a board where every role is real. That trust is what makes your posting worth applying to.
Reviewed, not scraped
Each posting is checked by a person before publication, so the roles on our marketplace are real and current.
Written to attract the right people
Clear scope, honest requirements and real context beat a copy-pasted job description every time.
No misleading listings
We will not publish a role with claims we cannot stand behind — that protects your employer brand as much as our marketplace.
Reaches our network too
Approved members of our candidate network are considered for the role alongside public applicants.
Kept current
Roles that close are taken down, so candidates are not applying into a process that ended weeks ago.
One brief, several options
If a posting is not the fastest route, we will say so and show you the search or staffing alternative.
Before the call
What to have ready
Bring these to the scoping conversation and we can usually draft the posting the same week.
- The role title and seniority
- Must-have skills and nice-to-haves
- Budget range you can realistically pay
- Timezone overlap you need
- Remote, hybrid or on-site
- Your interview process and decision maker
Not sure a posting is the right move?
Sometimes a role does not need a job ad — it needs a different model.
If you need capacity rather than a specific hire, a dedicated team through Remote Staff Augmentation is usually faster.
If you already found the person and just need to employ them compliantly, look at Employer of Record.
If you want the search run for you end to end, that is Recruitment.
Send us the role — we will take it from there
Start with the short intake. We will come back with questions and a draft posting.