The two things a job post needs to do
A job posting has exactly two jobs: get in front of the right people, and give them somewhere clean to apply. Most tools solve half of that. Job boards solve distribution but hand you an inbox or a dashboard you didn't design. Google Forms solves collection but gives you zero distribution and a spreadsheet, not a pipeline.
ApplyHere is built around the second half — the application experience — on the assumption that you already know where your candidates are (your network, LinkedIn, a community) and just need somewhere for them to land that doesn't leak applicants along the way.
What makes a posting convert
- A specific description, not a generic one."Growth Marketer" with three vague bullet points gets skim-read and ignored. A description with real scope, a real salary range, and what a good first 90 days looks like gets read all the way through.
- An application that finishes in minutes, not a form that stalls. One question per screen and no account requirement is the difference between a candidate finishing and a candidate closing the tab halfway through.
- Screening questions that filter before the call. Two or three specific questions — expected salary, notice period, a scenario relevant to the role — tell you who is worth 30 minutes on the phone before you spend it.
Where the link goes matters more than the form
The application form is only half the equation — distribution is the other half, and ApplyHere deliberately leaves that to you rather than trying to replace a job board. Paste the link into a LinkedIn post from your own profile (personal posts consistently outperform company pages), share it in relevant communities, or put it on your careers page. The form just needs to not be the reason someone gives up.
