How do I publish a job and collect online applications?

Quick answer

Publish any job opening to your branded public career page to get a permanent link candidates can apply through. Each application — with a resume and a mandatory 1-minute intro video — lands directly in that job's pipeline, with DPDP-compliant consent, retention and erasure built in.

Your branded career page

Every organisation gets a public career page at /careers/your-org, styled with your logo and brand colour (from Documents → Letterhead). Each published role also gets a permanent link like /careers/your-org/senior-engineer that you can share anywhere — it stays stable even if you edit the role.

Publishing a role

1. In Recruitment, create or edit a job opening. The form opens as a full-screen window: the job description sits on the left, the role details (department, location, experience, screening questions) on the right.
2. Write the job description in the one editor - everything the posting should say.
3. Set visibility to External (or Both) so it appears on the public page.
4. On the job page, click Publish to career page. Use Copy link to grab the permanent URL.

If your team requires approval before publishing, turn on Require approval in Settings - new roles then need an Approve step first.

Writing the job description

There is one box, not four. Write the posting the way it should read - an opening paragraph, what the person will do, what you need from them - and use the toolbar to format it.

Select some text and use the toolbar to make it bold, italic, underlined or struck through; use the list buttons for bulleted or numbered points; use the heading buttons to break a long posting into sections; use the link button to point at, say, your engineering blog.

For example, the middle of a posting usually reads best as a list:

• Own the payments service end to end, from schema to on-call
• Review your team's pull requests within one working day
• Work with Design on the checkout redesign shipping in Q3

Tables

Click the table button to insert one, then use the add/delete row and column buttons beside it. Drag a column edge to resize it.

You can also paste a table straight out of Word or Google Docs - copy it there, click into the description, paste. The grid comes through as a real table, and the document's own fonts, colours and spacing are dropped so the posting still looks like your career page. Tables are useful for things like a stipend or timeline grid:

| Month | Focus | Stipend | | --- | --- | --- | | 1 | Onboarding and shadowing | Paid | | 2-3 | Owning a small module | Paid |

Whatever you format here is exactly what a candidate sees on the public career page and what the Job posting card shows internally - there is no separate "publish formatting" step.

Three things worth knowing:

• The one-line blurb writes itself. The short summary shown on the careers listing and in Google results is taken from the opening of your description, so there is no second box to keep in step.
• Roles you wrote before this change still work. Their old About / Responsibilities / Requirements text opens as one document with those headings already in place, and - lines become real bullets. Nothing needs redoing - save the role once and it is stored as one description.
• Links open in a new tab and are marked so they don't pass your site's search ranking on to someone else.

If you use Generate with AI, the draft arrives already formatted - a paragraph of summary, then Responsibilities and Requirements as headed lists - ready for you to edit.

Experience

Under Role details, pick Fresher or Experienced. Choosing Experienced reveals one box for the minimum experience, in years or months. Pick Not specified if it does not matter.

Reading back what you posted

The job page shows the whole posting in a Job posting card, formatted exactly as you wrote it - tables and all - plus the visibility, experience and the number of screening questions. That is the same copy candidates read, so you can check a live role without leaving ASHR.work. Once the role is published, View public post on that card opens the public page itself.

The application form

Candidates fill in the form you design in Recruitment → Settings → Application forms. The core fields - name, email, mobile, resume (PDF) and the 1-minute intro video - are always present; add any custom fields or per-job screening questions you need. Screening questions can knock out applicants who don't meet a hard requirement (they're flagged, never silently discarded).

Fresher or experienced

Every form asks one experience question: Fresher or Experienced. Choosing Experienced reveals a second box for Years of experience; choosing Fresher does not, and a fresher is never held up by a question they were not shown. If someone types a number and then switches to Fresher, the number is discarded rather than saved.

The answer shows on the candidate as Experience - "Fresher", or "Experienced · 3 yrs".

Current company and Expected CTC used to be on this form and have been removed, including from forms you had already customised. Nothing recorded before is lost: existing answers still show on the candidate, you can still enter both by hand when adding a candidate yourself, and the API still accepts them. It is the question that was retired, not the data.

Any other custom field you add is shown on the candidate page too, under its own label - so a question you ask always has an answer someone can read.

The 1-minute intro video

Candidates record a short introduction right in their browser - on desktop, tablet or phone - using their camera. They enable the camera, click Start recording, get a 5-second countdown (5-4-3-2-1), and then have up to a minute to answer. Retakes are allowed.

The question they answer is set in Recruitment → Settings → Question candidates answer on camera. It ships as:

Give a short introduction of yourself and tell us why you want to be a part of this internship program with us.

Change it to whatever suits the role. The recording length is the Max seconds setting in the same place, which ships at 60.

We store the plain video only and never run any facial or automated analysis. Reviewers can watch it (at up to 2× speed) on the candidate's page.

When a candidate's camera won't work

The recorder works out what went wrong and shows the candidate the fix for their browser and device, so most people never need to contact you. It covers permission blocked, no camera found, camera busy, the connection not being secure, a browser too old to record, and a preview that stays black.

Two causes are worth knowing about, because they are by far the most common and neither looks like a broken website:

They opened the link inside another app. A job link shared on LinkedIn, Instagram, Facebook or WhatsApp opens in that app's own built-in browser, and several of those cannot record video at all - no permission prompt will fix it. The recorder spots this and tells them to open the page in Safari or Chrome. If someone reports "the camera just does nothing", ask this first.

The laptop's privacy shutter is closed. A physical slider over the lens, or a camera key on the keyboard (often F8 or F9), produces a completely black picture while the browser still reports a working camera. The recorder detects an all-black picture and says so.

There is one case software cannot see: some laptop camera drivers draw their own "camera off" graphic into the picture. To the browser that is a perfectly normal video frame, so nothing can flag it automatically. For that, every candidate gets a Can't see yourself in the preview? link under the recorder that opens the same troubleshooting steps.

Whatever happens, Request an alternative is always available. That flags the application for your team instead of leaving the candidate stuck, so nobody drops out silently.

If a candidate is still stuck, the troubleshooting panel shows a one-line summary like browser=safari · os=ios · device=mobile · in-app=instagram · problem=permission_denied with a Copy button. Ask them to send it to you - it says which browser, which device and which failure, and contains nothing personal.

Consent, retention and erasure

The form shows a consent notice you can edit in Settings. You set how long data is kept for rejected and talent-pool candidates; expired data is automatically deleted. Candidates can track their application — and withdraw and erase their data — from the status link we email them.

Frequently asked questions

Where does a candidate's application go?

Every application submitted through the public career page lands directly in that job opening's pipeline at the first stage, with the resume and intro video attached to the candidate.

Is the 1-minute intro video mandatory?

You choose. In Recruitment → Settings you can require the video, set its length (up to your plan's cap), number of retakes and the question candidates answer. The countdown before recording starts is a fixed 5 seconds. Candidates who can't record can request an alternative, which is flagged for your team.

A candidate says the camera does not work. What do I tell them?

First ask whether they opened the link inside LinkedIn, Instagram, WhatsApp or Facebook - those apps' built-in browsers often cannot record at all, and the fix is to open the page in Safari or Chrome. Next ask about a privacy shutter over the lens or a camera key on the keyboard. The recorder itself detects most other causes and shows the candidate the exact fix for their browser, and Request an alternative is always available so nobody is stuck.

How do candidates give consent for their data?

The application form shows a plain-language consent notice (editable in Settings) that candidates must accept before submitting. You control retention windows, and candidates can withdraw and erase their data from their status page.