Sales & offers
Recruiting system
The job ad is live, the portal is charging – and again the wrong people apply, or no one. The problem is rarely the ad. It's everything around it that's missing.
Recruiting system
01Recruiting system
Good people don't apply to task lists. They want to know first: what's it like to work there? What do you actually earn? Who would I be dealing with? That's why the heart of the system is the careers landing page: an honest employer page that answers exactly these questions – with real insight instead of stock photos, an open salary range instead of negotiation fog, and an applicant FAQ for everything no one dares to ask. This page does the real convincing; this is where the application is born (or dies). Only then comes the form – deliberately radically simple: two minutes from a phone, no cover-letter hurdle. Whoever fills it in has read the page and knows what they're applying for. And every application reaches you as a sorted short profile – you see at once who you want to talk to.
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, not in the small print. And a recruiting system doesn't turn a difficult employer into an attractive one – it makes a good one visible.
02Demo
You're on the careers page of the fictional “Brandl Carpentry” – and you've already read there what nobody else writes down: 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.
03How it works
- 01
Settle the roles and ideal applicant
Who are you really looking for – and what makes the role attractive to exactly that person? Not "motivated team players", but concrete: years of experience, driving licence, sites within range, four-day week.
- 02
Work out the employer story
What's actually different at your place? That's rarely in the mission statement – it's in the day-to-day: how jobs are shared out, who gets which tools, how mistakes are handled. 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, team, 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 compulsory cover letter and CV. Every application reaches you as a structured short profile – with consent cleanly obtained.
- 05
Make it visible and keep at it
Optionally the path is fed with content: insight from the day-to-day for social media and the website. 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 recruiting landing page with employer story 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 social media plus handover to an ATS or CRM – recruiting becomes continuous rather than an emergency measure.
05Technical implementation
- The careers page is built in the existing website stack – as a landing page or its own section.
- 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 size: email, Airtable, ATS/CRM 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: an idea-board connection for ongoing recruiting content from the day-to-day.
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.