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Job boards

The directory with the shortest patience from its audience. A candidate who applies to a role that was filled in April does not come back, and there is no version of this where that is recoverable.

  • Expires fast
  • Employers pay
  • Narrow beats broad

What a listing has to carry

Salary and location policy decide whether a candidate reads on. Everything else is secondary and everyone knows it.

  • Disciplineenum
  • Location policyenum
  • Salary publishedboolean
  • Senioritystring
  • Application linkurl

Where the difficulty sits

Expired listings are fatal, not untidy
Applying takes a candidate half an hour. Do that for a role that no longer exists and they will not trust the board again. Removal has to be as reliable as publication.
Salary transparency is the whole differentiator
Requiring a published salary range costs you some listings and wins you the audience, because it is the filter candidates want most and the one general boards will not enforce.
The general boards are unbeatable and beside the point
You cannot out-list the giants. A board for one discipline in one region with an enforced rule about pay is something they structurally will not build.

How to start this one

  1. Set a rule and enforce it

    Salary published, or fully remote, or no agencies. One rule, applied without exception. The rule is the brand and the reason anyone chooses you.

  2. Decide the expiry before the first listing

    Automatic removal after a set period, or a confirmation the employer has to send. Pick one, because the alternative is a board that quietly fills with ghosts.

  3. Charge employers from the start

    This is the one category where paying to post is the norm rather than an imposition. Free postings attract exactly the listings your rule exists to exclude.

Describe this niche in your chat

The agent proposes a field structure before it writes a single listing. If it has misread the niche, you will see it immediately and can say so.

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