Sales & offers
Recruiting system for firms
Tax clerks can pick their firm – and they do. Whoever finds only "motivated team, interesting mandates" on your careers page clicks on to the firm that writes down salary and its home-office policy.
Recruiting system
01Recruiting system
The recruiting system builds the applicant path this job market demands: an honest careers page that answers what applicants really want to know – salary range, home-office days, how digital the work actually is, what deadline season is like, who's on the team. Plus an applicant FAQ for everything no one dares to ask, and an application that takes two minutes instead of demanding a cover letter. Every application reaches you as a sorted short profile – you see at once who you want to talk to. That holds for experienced professionals as much as for trainees and career changers from bookkeeping or banking.
Straight up: no AI decides on fit – the pre-qualification sorts and prepares, people do the rejecting. Applicant data is sensitive: consent, deletion periods and access are settled at the start of the project. And the page doesn't turn a firm with paper shuttle-files into a digital one – it makes a good firm visible. What isn't true, we don't write down.
02Demo
You're on the careers page of the fictional “Reiter Tax Firm” – and you've already read there what no firm writes down: salary ranges, the home-office arrangement, how digitally they really 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.
03How it works
- 01
Settle the roles and ideal applicant
Who are you really looking for – an experienced professional, a trainee, a career changer? And what makes the role attractive to exactly that person? Not "varied work", but concrete: the mandate mix, the level of digitisation, home-office days, the training budget.
- 02
Work out the firm story
What's actually different at your place? It's in the day-to-day: how mandates are shared out, how deadline season is handled, whether training is supported or merely tolerated. That's made visible – authentic rather than polished.
- 03
Build the careers page and applicant FAQ
A page that answers the real questions: salary range, hours, software stack, what happens after applying. Whoever reads here knows whether they want to apply – that saves both sides time.
- 04
Simplify the application radically
Two minutes from 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 cleanly obtained. For leadership and advancement topics there's a direct line to the firm's management.
- 05
Make it visible and keep at it
Optionally the path is fed with content: real insight from firm life instead of stock-photo teams. And the numbers show which route brings applicants – that's what gets steered by.
04Stages
The entry point is pure website work – effective before any system is added.
Entry: the honest careers page
A careers landing page with firm story, salary ranges and applicant FAQ – answering what applicants really want to know.
Extended: the applicant path
A pre-qualification flow with an internal short profile – the two-minute application, including a clean consent concept.
Full build: system + content
Recruiting content for website and LinkedIn plus handover to your system – recruiting becomes continuous rather than an emergency measure when someone quits.
05Technical implementation
- The careers page is built in the existing website stack – as a landing page or its own section of the firm website.
- The applicant flow is a guided form or chat wizard with structured questions and consent.
- AI helps in the background: it co-writes the applicant FAQ, condenses answers into the internal short profile – it rejects no one.
- Handover to suit the firm's size: email to the management, Airtable or a protected dashboard.
- Applicant data is stored separately, with deletion periods and limited access – the concept is in place before the first applicant.
- Optional: a connection to the social-media idea board for ongoing recruiting content from firm life.
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.