How posting works

Four steps, about a day, and no software for you to learn.

1
You send us the vacancy
Through the form on the employers page, or by email if that is easier. We need the title, the location, whether it is on-site, hybrid or remote, the description, and the salary range — including whether that range is annual, a day rate or hourly, and whether it is a base figure or on-target earnings.
2
We come back to you within a working day
To confirm the details and check the salary range reads the way you meant it. If a range looks like it might be a typo — a day rate typed into an annual field, say — we ask rather than publish it. Nothing goes up before you have confirmed it.
3
The listing goes on the board
With your company named, the salary shown at the top, and a label saying the figure came from you rather than from us. Search engines get structured job-posting data for it. If you would rather take applications on your own site, the listing says so and sends candidates there instead.
4
Applications come to you
Directly. We do not screen them, rank them, or take a cut. Everyone who applies has seen the salary on the listing before they clicked.

What we don’t have

So you can decide whether the manual version suits you.

An employer dashboard: Edits and takedowns go through us by email, same day.
A posting API or ATS integration: Nothing to integrate with yet. If you have a feed you would like read, tell us and we will talk about it honestly.
Application tracking and statuses: Applications arrive by email. Whatever you use to track candidates today, keep using it.
Listing analytics: We can tell you how many applications a listing received. We do not have view counts or benchmarking.

Free while we build the board out. The salary range is the only thing we insist on.