A clear job description and job posting structure help the right professionals apply. This guidance is for companies publishing a tech role on Get on Board and wanting better applicant quality. Start with the essentials when you create your job.
Write a strong job description
- Introduce your company. Share what your team does, the challenges you are solving, and the projects the new hire will work on. If you recruit for another company, describe the final hiring company.
- Enter the location or modality. Specify on-site (country and city), remote within a country, remote from anywhere in the world, or hybrid. International applicants for localized roles must confirm permission to work in the country.
- Specify the seniority. Align the level of experience with the role requirements.
- Describe the role with detail. Explain the team, projects, responsibilities, and how success will be measured. Keep requirements in the requirements field so the description focuses on day-to-day work.
Set requirements and salary
- List requirements and experience clearly. Explain why each requirement matters. Include technologies, experience, and studies so you can match the right professionals.
- Separate must-haves from nice-to-haves. Keep essential requirements in the main requirements field and optional skills in the optional field to avoid discouraging strong candidates.
- Specify the salary. All published jobs (except part-time and freelance) must include a salary range. You can hide the salary from public view, but applicants always see it when applying.
- Add conditions and benefits. This field is optional, but more context about the role and benefits improves the quality of applications.
Add screening questions (optional)
Your application form already includes standard questions about experience, education, motivation, and salary expectations (unless you enable Quick Apply). You can add extra questions to filter candidates:
- Open questions (text fields)
- Selection questions (single or multiple choice)
- Code challenges (choose a language or let applicants pick)
We recommend adding no more than three additional questions to avoid discouraging applications.
FAQ
How many screening questions should I add?
No more than three additional questions. Adding too many can reduce applications.
Can I hide the salary?
Yes, with a subscription plan you can hide the salary from public view, but applicants always see it when they apply.
Do remote roles need a location?
Yes. Choose remote within a country or remote from anywhere, and use the location field so professionals can filter your job correctly.
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