Job Requisitions & Open Jobs

This guide covers how a job opening is created, published, and how candidates find and apply to it.

Purpose

This is where a hiring need becomes something candidates can actually see and apply to. It answers: "What roles are we hiring for right now, and how do people find out?"

Creating a Job Opening

A job opening (called a "Recruitment" in the system) is created with:

• Title & description — what the role is and what it involves.
• Job position(s) — the position(s) this opening is for.
• Vacancies — how many people are being hired.
• Start and end dates — the window the opening is active for.
• Required skills — tags used to describe what the role needs.
• Recruitment managers — the people responsible for running this specific opening.
• Screening questions — an optional set of application-form questions, either written from scratch or pulled from a reusable template (see Application Surveys).

There are two kinds of openings:

• Standard — tied to one job position.
• Event-based — spans several job positions at once, useful for things like a walk-in hiring day or a campus drive covering multiple roles in one go.

Two optional toggles control what's required from applicants: whether a profile photo and whether a resume must be provided to apply.

Publishing

An opening can be visible in three ways, independently of each other:

• Internal only (the default) — visible inside the system to recruiters and managers, but not to the public.
• Published to Open Jobs — appears on the public "Open Jobs" careers page, which needs no login and can be embedded directly on the company's own website.
• Posted to LinkedIn — if a LinkedIn account is connected and "Post on LinkedIn" is turned on for the opening, the system posts it automatically. Editing a published opening's details replaces the LinkedIn post with a fresh one rather than editing it in place.

Closing an opening (from the pipeline view) takes it off the active board and off the public page, without deleting anything — its candidates and history stay intact, and it can be reopened at any time. This is different from simply not publishing it: closing is meant for "we're done hiring for this," while leaving something unpublished is for "not ready to announce this yet."

How Candidates Apply

• A candidate applying through the public Open Jobs page fills out the application form — personal details, a resume upload, and any screening questions attached to that opening — and is automatically placed into the opening's first "Applied"-type pipeline stage.
• Recruiters can also add candidates directly inside the system — for referrals or candidates sourced elsewhere — without them going through the public form. Each candidate's origin is recorded (application form, added inside the system, or other).
• Only published openings accept new public applications; closing or unpublishing an opening stops new applicants without affecting anyone already in its pipeline.

What Each User Sees

Action	Public visitor / Candidate	Employee	Recruitment Manager	HR Administrator / Recruiter
Browse Open Jobs & apply	✅	✅	✅	✅
Create a new job opening	—	—	—	✅
Edit / publish / close their own opening	—	—	✅	✅
View & manage all openings	—	—	—	✅
Connect / manage the LinkedIn account	—	—	—	✅

How Visibility Is Decided

1. Permissions. Creating an opening requires a specific "add" permission; broad viewing/editing across all openings requires the matching view/change permission.
2. Being a recruitment manager for that opening. Someone assigned as a recruitment manager on a specific opening can manage it even without the general permission — access is scoped to that one opening (see User Roles & Access).
3. Publish/closed status. Regardless of internal access, only openings marked published (and not closed) are visible on the public Open Jobs page and accept new applications.
4. Company. Openings belong to a company, so users only see openings for the company currently selected.

Customization Options

• Choose standard vs. event-based to match how the hiring drive is structured.
• Make resume and profile photo mandatory or optional per opening.
• Attach a reusable question template or write opening-specific screening questions.
• Turn LinkedIn auto-posting on or off per opening.
• The public Open Jobs page is embeddable, so it can be surfaced on the company's own careers site rather than only inside the system.

Good to Know

• Closing an opening is reversible and non-destructive — nothing about its candidates or history is lost.
• Publishing status and pipeline stage are independent: a closed opening's existing candidates remain wherever they are in the pipeline.
• A hired candidate from any opening carries through into the Onboarding module — see the Recruitment overview for the full journey.

Every opening, out in the open.