Candidates can see these on the application page, as required by the GDPR.

Candidates see the salary range before they apply. In the European Union, Directive 2023/970 requires the starting salary to be shared with candidates before the interview. In other countries too, a clear salary attracts more suitable applicants.

List what the person needs to know or be able to do. For each requirement, choose how important it is and which words to look for in CVs. Add between 2 and 10 requirements.

You can also enter just the start of a word: “negoti” will find both “negotiation” and “negotiations”. The search doesn’t use AI or reject anyone: it simply ranks candidates with those words higher. Personal details (age, sex, family, religion, origin) aren’t accepted because the law prohibits selecting people based on them. After each step, you rate each person from 1 to 4 for every requirement.

People have already applied, so the questions and requirements will stay the same. You can rephrase them and change the words searched for in CVs at any time.

Things the person must have, for example, “Do you have a category B driving licence?” Candidates answer these questions when they apply. The questions don’t automatically reject anyone: you can see who answered differently and decide for yourself. Up to 5.

Select the steps a candidate will go through for this role. We’ll use them to prepare the “Recruitment steps” email, which you can review, edit if you like, and send from each candidate’s profile. People feel more at ease applying when they know what to expect.

We automatically delete candidate data after you close the job post. Choose how long to keep it. Applications are never kept for more than a year.