Sales & quotes
Recruiting system for firms
Tax clerks can choose where they work – and they do. If all they find on your careers page is "motivated team, interesting clients", they'll move on to the firm that spells out its salaries and its working-from-home policy.
You'll get …
- 1
A careers page that wins people over
Salary range, working-from-home policy, ways of working and an applicant FAQ answer what tax clerks want to know before they apply.
- 2
Applying in two minutes
A few targeted questions instead of a cover letter and a folder of references – for experienced staff, trainees and career changers, with a sound consent process.
- 3
Sorted short profiles for management
Every application arrives ready to review, and you can see at a glance who you want to talk to. People still make the decision.
01Intro
The recruiting system builds the application process today's job market demands: a careers page that answers what candidates want to know before they apply – salary range, days working from home, how digital the work is, what the deadline crunch is like, who's on the team. Plus an applicant FAQ for everything people don't dare to ask, and an application that takes two minutes instead of demanding a cover letter. Every application reaches you as a short, sorted profile – you can see at a glance who you want to talk to.
No AI decides who's a good fit – the pre-screening sorts and prepares, people make the rejections. Applicant data is sensitive: consent, deletion periods and access are settled at the start of the project. And the page won't turn a firm still shuffling paper files into a digital one – it makes a good firm visible. If it isn't true, we don't write it.
02How it works
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Define the roles and the ideal candidate
Who are you looking for – an experienced professional, a trainee, a career changer? And what makes the job attractive to them? Not "varied work", but specifics: the client mix, how digital you are, days working from home, the training budget.
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Work out your story as a firm
What's different about working for you? It's in the day-to-day: how clients are allocated, how the deadline crunch is handled, whether further training is supported or merely tolerated. That's what the careers page shows.
- 03
Build the careers page and applicant FAQ
A page that answers the questions candidates have: salary range, hours, software, what happens after they apply. Anyone reading it knows whether they want to apply – which saves both sides time.
- 04
Get applying down to two minutes
Two minutes on a phone: a few targeted questions instead of a cover letter and a folder of references. Every application reaches you as a structured short profile – with consent properly obtained. For questions about leadership roles and career progression, there's a direct line to the firm's management.
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Get seen and keep it going
Optionally, the process is backed by content: real glimpses of life at the firm instead of stock-photo teams. And the numbers show which channel brings in applicants – that's what guides the next steps.
03Stages
The starting point is purely website work – and it makes a difference before any system is added.
Starter: the honest careers page
A careers landing page with your firm's story, salary ranges and an applicant FAQ – answering what candidates want to know before they apply.
Next step: the application process
A pre-screening flow with an internal short profile – the two-minute application, including a sound consent process.
Full build: system + content
Recruiting content for your website and LinkedIn plus handover to your system – recruiting becomes an ongoing process rather than an emergency measure when someone hands in their notice.
04Try it yourself
You're on the careers page of the fictional “Reiter Tax Firm” – and you've already found everything that matters at a glance: salary ranges, the home-office arrangement, how digitally they work, who's on the team. This page convinced you. Now the last step: two questions instead of a cover letter. At the end you see both sides – yours as an applicant and the firm's.
A short profile instead of a PDF dossier – sorted, but not judged: whether it fits is decided by people in conversation.
05Technical implementation
- The careers page is built on your existing website platform – as a landing page or a section of its own on the firm's website.
- The application flow is a guided form or chat wizard with structured questions and consent.
- AI helps in the background: it helps write the applicant FAQ and condenses answers into the internal short profile – it doesn't reject anyone.
- Handover to suit the size of the firm: email to management, Airtable or a protected dashboard.
- Applicant data is stored separately, with deletion periods and restricted access – the concept is in place before the first person applies.
- Optional: a link to the social media idea board for ongoing recruiting content from life at the firm.
for context · This shows how something like this usually gets built – not how it has to be built for you. What actually fits is worked out in the project: around your existing setup, your team, and what stays easy to maintain.