02 What's inside

Hiring

From the careers page to an accepted offer, with the duties towards candidates built in.

Careers page

A careers page with the duties built in

Each company gets its own public careers page. A position goes live only with a gross pay range, applicants confirm the privacy notice before they apply, and once someone is chosen Crewmark keeps the clock on what you still owe the other candidates. It helps you meet these duties — the decisions and the messages stay yours.

  • A public careers page per company, with no cookies and no tracking
  • An application form with a privacy notice to confirm; the talent pool only with consent
  • A gross pay range is required before a position is published
  • A tracker for the written rejection notices Slovenian law expects within eight days: due, overdue, notified
More details (2)
  • Rejected candidates are anonymised automatically after the period you set
  • Open positions carry job posting data for search engines (schema.org JobPosting), removed when a position closes, and each company has its own sitemap
Hiring

From first application to first day

Post the position, collect applicants and let each candidate pick an interview time through a personal link. Every interviewer fills in a structured scorecard on their own, and the offer is made from a template, approved in the app and answered through a link. Once it is accepted, adding the person as an employee starts their onboarding in the same step. Candidates never get an account.

  • Interviews with time, place, participants and attendance
  • Candidates pick their interview time themselves, and can move or cancel it until the cut-off — nobody is booked twice
  • Structured scorecards with an anchor for every rating; nobody sees another interviewer's before submitting their own
  • No totals and no ranking of candidates: one opinion should not colour the next, and the decision is made by people
More details (4)
  • Offers from templates, held against the published pay range — outside it, the reason is kept with the offer
  • The candidate accepts, declines or asks a question through a link; the answer is sealed with the exact version
  • Approval by the manager above with the full trail, and hiring starts the onboarding in the same step
  • Messages to candidates, written by you before they go
Referrals

Recommendations from colleagues — without a leaderboard

Ask employees to share an open position. Each gets a personal link to the public posting and a page with their own links — no account, no sign-in. An application through a link records who recommended the applicant; the applicant is told so before applying, and everyone goes through the same selection. The public posting stays public.

  • Referral rounds by email to every employee or to chosen departments, sent in your company's working hours
  • A personal links page for each employee: how many people applied through each link and whether the selection is in progress or has ended — never who applied
  • The applicant reads before applying that a recommendation will be recorded, and can apply without it
  • At the end the colleague gets the same message whether the person was hired or not — no name, no stage, no reason
More details (3)
  • No leaderboard and no ranking of the people who recommend; whether a link was opened is not collected at all
  • The first application decides; nobody can refer themselves, and a link earns nothing for an applicant who already works for you
  • An optional reward is kept as a record with its due date — the payment itself is made in payroll
All features

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