A careers page builder that publishes every role at its own address

The builder lives in HRMS under the careers page settings and has three tabs. Nothing on it needs code, and each change is saved from a form.

• General: a switch that turns the page on or off, the page title (up to 100 characters), a description of up to 1,000 characters, your logo and a contact email.
• Navigation: links in the page header — back to your main site, your about page, your blog — each with a label, an address and whether it opens in a new tab. Links are put in order with move up and move down.
• Content Sections: a section on how your hiring works and a contact section, each with its own title and up to 2,000 characters of text.

Use Preview to see the page before you switch it on, and Copy URL to paste the address into your website footer, a LinkedIn post or an email signature. The Jobs list in HRMS has a button that opens the live page.

The page is published at your organisation’s own Orbiz address, your-org.orbiz.team/careers, and lists the jobs you have published. Candidates can search by keyword and filter by employment type, location type (on-site, remote or hybrid) and experience level, and the list is paged ten jobs at a time so it stays quick on a phone.

Every job has its own address under /careers/jobs/, with the job title and your organisation’s name in the page title and the start of the description as its summary, so a link pasted into a chat or found from search goes straight to the role. Your subdomain also serves its own sitemap listing the careers page and every published job, so search engines can find new roles without waiting for a link. If a job has an application deadline it is shown, and once the deadline passes the page says applications are closed.

A candidate applies from the job page. The form asks for a name, email, phone number, LinkedIn profile and a CV, which they can upload as a PDF, DOC, DOCX or TXT file or paste as a link; a portfolio and a cover letter are optional. The form is checked before it is sent, so a mistyped email or a missing CV is caught on the spot, not after the candidate has gone.

You can choose to email each applicant that their application was received. It is a setting under HRMS notifications, off by default, because a popular role brings in many applications a day and every confirmation is an email sent from your organisation.

An application is not an email in a shared inbox. It becomes a candidate on that job, in the pipeline you set up for it: the stages, the interviews you schedule with an on-site address, a Google Meet room, a video link or a phone call, and the feedback each interviewer gives on the same scorecard. If you switch it on for the job, AI screening reads the CV against the job and adds a match score to the profile.

When you mark the candidate as hired, the same record becomes their employee record, and their onboarding checklist starts when they accept the invitation. Nobody types the person in twice. The rest of HRMS — departments, documents, assets — picks up from there.

A listing on a job board ranks because the board ranks, and it disappears when the post expires. A careers page you keep is an address that collects links over time: from your website, from the people you hired, from every post where a role was shared. The longer case, with a launch checklist, is in our post on why your careers page belongs on your own subdomain.

You do not have to choose one or the other. Post on job boards when a role needs reach, and point every post at the job’s page on your careers site, so every application arrives in the same pipeline whatever the source.