Job Post Management
- Job Post Management
Hire faster without drowning in admin. We write and publish your job ads across the right portals, manage every application, screen and shortlist qualified candidates, and book interviews into your calendar. You stay focused on running the business; we handle the hiring logistics.
Who this is for
- Owners and managers who need a steady stream of qualified applicants without building an HR team
- Companies with urgent roles to fill and no time to post on ten different sites
- Teams that want clean pipelines, clear communication, and zero inbox chaos
What you get
- Professionally written job ad optimised for search and conversion
- Distribution to major job boards, niche industry boards, and social channels
- Centralised tracking of all applications in an ATS-style pipeline
- Phone or video pre-screens against your must-haves
- Curated shortlists with scorecards and notes
- Interview scheduling and confirmations with all parties
- Candidate communications handled end to end
- Weekly performance updates and recommendations
- Optional testing, reference checks, and background checks
Our Process
Role Intake
We clarify the role, must-have skills, nice-to-haves, location, salary band, and interview steps. We also map the market: where the best candidates look and what they respond to.
Ad creation and branding polish
We craft a clear, honest ad with a strong value proposition, inclusive language, and keywords candidates actually search. We add your brand voice and visual assets to keep everything on-brand.
Multi-Channel Posting
We publish to major boards, relevant niche sites, your careers page, Google for Jobs, and social. We time posts for visibility and refresh as needed to keep you near the top.
Screening and Shortlisting
Every application is reviewed. We filter out mismatches, run pre-screen calls where useful, and grade candidates against your criteria. You get a shortlist with notes, CVs, and a quick summary of fit and risks.
Interview Coordination
We coordinate calendars, send invites, prep candidates, and share interview packs with your team. Reschedules and follow-ups are handled without fuss.
Offer Support and Close-out
If you’d like, we help with reference checks, salary alignment, and candidate expectations. All candidates—successful or not—get a polite, timely response to protect your brand.
Where we post
- Major job boards for reach
- Niche and industry boards for relevance
- LinkedIn and selected social channels for passive talent
- Talent communities and alumni groups when appropriate
Screening standards
- Criteria alignment : skills, experience, location, eligibility to work
- Signal checks : tenure, achievements, portfolio or code samples where relevant
- Culture and communication : clarity, motivation, and availability
- Scorecards : consistent ratings for apples-to-apples comparisons
Candidate experience
Clear expectations, prompt updates, and respectful declines. Good candidates judge you by the process. We make sure they leave with a positive impression, hired or not.
Reporting you can use
- Weekly snapshot: applications, sources, shortlist count, interview progress
- Channel performance: cost and quality by source
- Funnel metrics: view-to-apply, apply-to-screen, screen-to-interview, interview-to-offer
- Recommendations: tweak the ad, broaden criteria, adjust salary, add channels
Compliance and privacy
We follow fair hiring practices, maintain clean audit trails, and store candidate data securely. Sensitive information is handled with care and deleted on request. We can use your email alias and systems if preferred.
What we need from you to start
- Role brief, success outcomes, and must-haves
- Salary band and benefits
- Interview panel and availability windows
- Any required checks or tests
- Brand assets and tone guidelines
Packages
Starter
Great for a single role.
- Ad writing and optimisation
- Posting to up to 5 channels
- Application triage and shortlist of top 5–8
- Interview scheduling for first round
- Weekly report
Growth
For ongoing hiring or harder roles.
- Everything in Starter
- Posting to 8–12 channels including niche boards
- Phone or video pre-screens
- Shortlist of top 8–12 with scorecards
- Interview scheduling through second round
- Twice-weekly report and advice
Scale
High volume or multiple roles.
- Everything in Growth
- Always-on campaigns across roles
- Employer brand templates and candidate nurture emails
- Talent pool building and pipelining
- Dedicated manager and priority turnaround
Useful add-ons
- Skills or technical testing
- Psychometric assessments
- Reference and background checks
- Video introductions from candidates
- Careers page refresh and employer brand assets
- New-hire onboarding checklist and documentation templates
Hard-to-fill roles may take longer; we’ll flag risks early and adjust the plan.
Sample Timeline
- Day 0–1 : Intake and ad draft
- Day 2 : Go live across channels
- Day 3–7 : Screening and first shortlist
- Day 7–14 : Interviews booked and in progress
- Day 14 + : Offers and close-out for standard roles
Conclusion
You get a clean, consistent hiring engine without adding headcount. Better ads, better channels, better shortlists—scheduled straight into your calendar.
Frequently Asked questions (FAQs)
Do you replace a recruiter?
We manage the advertising, screening, and logistics. If you need full search and headhunting, we can add that or partner with your recruiter.
Can you work inside our systems?
Yes. We can use your ATS, email alias, and calendar, or run the process in our stack and share access.
How do you price?
Flat monthly or per-role fees. No surprise commissions. Paid job board spend is passed through at cost.
What if the applicant flow is slow?
We revisit channels, refresh the ad, adjust targeting, and recommend changes to salary or criteria if the market demands it.
Do you handle multiple roles at once?
Yes. Scale package is designed for that.
Ready to fill
the role?
Send the job brief and your interview availability. We’ll draft the ad and propose a channel plan today.
