How to add a new process?

Adding processes is a responsibility of an Employer.

In order to add a new process, click the green “Add new process” button once you have logged onto the platform (the upper-right corner of the screen).

In the next step choose the type of credit you want to use and click “Create” or “Request more credits” if you don’t have any.

Creating a process consists in filling all the following sections:

  • Name of the process – the name of the position as seen by the candidate, defining who you are looking for
  • City – the place where the candidate is supposed to work. If you are recruiting for the same position in a few different cities – name all of them within the same process. One of the available locations has been specified as “Remote”, meaning 100% remote work.
  • The offered form of cooperation (B2B/UoP)
  • Candidate’s role – select one leading area
  • Technologies that a candidate is supposed to be familiar with and the ones the familiarity of which is required by your company. Select at least 3 technologies. We suggest that you add “must have” technologies, whilst the ones that are “nice to have” can be added in the text box of the post.
  • Salary ranges – if possible, add the range of salary offered for a particular position. It dramatically increases the number of views and candidates’ responses to the offer.

The offered amount of salary is net in the case of B2B contracts and gross in the case of contracts of employment. You can specify the rate for an employment contract and for a B2B contract separately.

If, whatever the reason (e.g. company’s policy), you cannot define the salary range, we recommend to use the option of matching by salary. Once this option is enabled, you will be able to match candidates by offered salary, without making this information public in an offer. The candidate will only be able to see if the offer matches their financial requirements.

If you cannot define the salary altogether (even for the purpose of matching), choose the “Undisclosed salary” option.

  • Experience – define, on a scale from 0 to 10, the minimum experience required for this position.
  • Content of the offer write all the essential information a candidate needs to decide whether this is the right post for them. In this section, you would normally add the following information: a description of the position and the scope of responsibilities, the expectations (those obligatory and well-seen), as well as the information on what the company has to offer.

If you need more advice on what kind of information to publish in a job post, read our guide: 10 commandments of writing effective job posts in IT.

The process can be connected to ATS integration, and then it can be checked by performing an Integration Test.

After providing all the required information, you can start customising your process.

Customisation allows to elaborate a job post by adding elements added in the Employer’s Profile, such as: projects, benefits, the location of offices, the technical team, the recruitment team.

After selecting the information that is supposed to be published in the post, you can view your post.

On the screen you will see the post in its current form. After verifying the content you can move to previous steps or save the process in its current form. The post will be saved as a draft and it will be available on the list of all other processes.

In order to publish the process, go back to the editor of processes (click the three dots next to the selected process and select “Edit”). In the “Status of the post” section change the status to “Ongoing”.

Each processes, before it is published on the platform and presented to candidates, is verified by our team. While a job post is verified, we can offer you our suggestions – we want processes to best match candidates and their requirements, reaching their target. And we hope that you will receive loads of responses to your job posts 🙂