Sales & quotes
Recruiting system
The job ad is live, the job board is charging you – and once again the wrong people apply, or nobody does. The ad is rarely the problem. It's everything around it that's missing.
You'll get …
- 1
A careers page that wins people over
A real look behind the scenes, a published salary range and an applicant FAQ answer what candidates want to know before they apply.
- 2
Applying in two minutes
An application process that takes two minutes on a phone, no cover letter required – with a sound consent process.
- 3
Sorted short profiles, not PDF folders
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
Good people don't apply to a list of duties. That's why the most important part of the system is the careers landing page: an employer page with a real look behind the scenes instead of stock photos, a published salary range instead of "negotiable" and an applicant FAQ for everything people don't dare to ask. Only then comes the form – two minutes on a phone, no cover letter required – and every application reaches you as a short, sorted profile.
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, not in the small print. And a recruiting system won't turn a difficult employer into an attractive one – it makes a good employer visible.
02How it works
- 01
Define the roles and the ideal candidate
Who are you looking for – and what makes the job attractive to them? Not "motivated team players", but specifics: years of experience, driving licence, sites within reach, four-day week.
- 02
Work out your story as an employer
What's different about working for you? It's rarely in the mission statement – it's in the day-to-day: how work is shared out, who gets which tools, how mistakes are handled. 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, team, 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 mandatory cover letter and CV. Every application reaches you as a structured short profile – with consent properly obtained.
- 05
Get seen and keep it going
Optionally, the process is backed by content: glimpses of everyday work for social media and the website. 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 recruiting landing page with your employer story 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 social media, plus handover to an ATS or CRM – recruiting runs continuously instead of only starting when someone hands in their notice.
04Try it yourself
You're on the careers page of the fictional “Brandl Carpentry” – and you've already found everything that matters at a glance: four-day site work, salary ranges, who's on the team, what happens after you apply. This page convinced you. Now the last step of the path: two questions instead of a cover letter. At the end you see both sides – yours as an applicant and the business'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.
- 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 your size: email, Airtable, ATS/CRM 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 idea board for ongoing recruiting content from everyday work.
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.