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A job holds everything about one open role: its description, hiring team, pipeline, application questions, and public posting. You manage jobs from Jobs in the sidebar.

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Create a job

1

Start the job

Open Jobs and select New job. Enter the title, department, location, and employment type. Save early — a job starts as a draft and is not public until you publish it.
2

Write the description

Add the role summary, responsibilities, and requirements. This is the text candidates read on the career page, so keep it accurate and free of internal notes.
3

Choose the pipeline

Assign the stages the applications will move through. A practical default is Applied, Screen, Interview, Offer, and Hired, with a separate rejected or withdrawn outcome. Set the stages with Edit stages (see Customize your pipeline). A stage’s outcome comes from its kind (hired, rejected, withdrawn, or custom), not its name, so renaming a stage never changes what happens to applications in it. A stage that already holds applications is archived rather than deleted: its applications move to another stage with the same outcome, and its history is kept.
4

Build the application form

Decide which fields and screening questions candidates answer. Ask only for what you need at the apply step; you can request documents later through document requests.
5

Assign the hiring team

Add the hiring manager, recruiters, and interviewers. Access follows their role: a member scoped to assigned jobs only sees the requisitions they are on.
6

Publish

Review the public preview, then publish. The job appears on your career page and accepts applications immediately.

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Customize your pipeline

Select Edit stages on the pipeline page, or on the job itself, to change a job’s stages. The editor lists the active stages in board order, with the outcomes (hired, rejected, withdrawn) below them.
  • Add a stage. It goes before the outcomes unless you choose another position.
  • Rename, recolor, or change a stage’s kind. The kind decides what happens to candidates in the stage; the name is only a label. A stage that holds candidates cannot become an outcome or stop being one. Archive it and merge its candidates into a stage of the same kind instead.
  • Reorder the active stages with the drag handle or the arrow buttons. Outcomes stay last.
  • Archive a stage. If it holds candidates, choose where they move. Their status does not change and their history is kept. Archived stages cannot be restored from the editor.
  • Delete a stage only if no candidate has ever been in it. Otherwise, archive it.
A job always keeps at least one active stage that is not an outcome, so new candidates have somewhere to enter. Editing stages requires the permission to edit jobs.

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Job states

Closing a job does not reject its open applications. Decide each outcome on the pipeline so candidates receive the right communication.

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Editing a published job

You can edit a published job’s description and team without unpublishing it. Changing the pipeline of a job that already has applications moves those applications onto the new stages — review the mapping before you save so no application lands in an unexpected place.
Keep one accountable hiring manager per job. Scorecards, interview feedback, and the final decision are easier to review when ownership is clear.

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Next steps

Candidates and pipeline

Work the applications your job collects.

Career page

Control how the job is presented publicly.