This guide walks you through creating and publishing a job. Learn how to create an attractive job ad, with the help of AI or by importing an existing one.
Creating a job in JOIN is a simple, guided process. You publish an attractive job ad and start receiving applications in just a few steps.
You can create a job from several places in JOIN:
Side menu: click the blue Create job button at the bottom of the left-hand menu.
Dashboard: click the + icon at the top right of the JOIN dashboard.
Jobs tab: go to the Jobs tab from the side menu. Each sub-tab (e.g. Active, Drafts, Archived) shows a Create job button at the top right. If you don't have any jobs yet, a Create job button also appears in the middle of these screens.
Each of these Create job buttons opens Job Studio.
Job Studio is JOIN's space for creating and managing jobs. It handles every detail of creating a job ad, from the information you enter about the role to the finished ad and its application form. Before publishing, it checks that the ad is ready: fit to be posted on a selection of job boards, and free of wording that could put candidates off or break a job board's rules.
When you create a job from scratch, you start with a guided, step-by-step flow: you only fill in the fields your job needs, and the flow adapts as you go. For example, a remote job asks for a region or country, while a hybrid job asks for the number of office and remote days, plus the office address.
ℹ️ You need the System Admin or Standard role to create a job, or the Job Admin / Hiring Manager role on a specific job to edit it. See Hiring team for the permissions of each role.
Creating a job ad has four phases:
Choose how to start: from scratch, or by importing an ad you already have.
Fill in the job details: a guided, step-by-step flow collects only the fields your job needs: job title, workplace, contract, compensation, benefits, hiring team, pipeline and application form.
Preview and review: check the AI-generated ad, edit it yourself or ask the AI to do it, and let JOIN detect any issues. Review the job details you want to double-check or change. See the ad as candidates will see it.
Publish: your ad goes live and is automatically posted to a selection of job boards.
ℹ️ As soon as you start creating a job, you can Save as draft at any time and pick up where you left off later.
How to create the ad
You always start on the Role details screen, the first step of the guided flow. From there, choose:
Start from scratch
Fill in the Job title and the other fields on this screen yourself, then move step by step through the flow, with only the fields your job needs. For example, a remote role asks for a region or country, while a hybrid role asks for an office and an in-office schedule. So you only see what applies to the job you're creating.
Once all steps are complete, the AI built into Job Studio generates a complete job ad from your information. You can then ask the AI to adjust any part, edit the text yourself, or go back to an earlier step in the flow to change a setting, before reviewing and publishing.
Import a job ad
Click Import on the Import a job ad card.
In the Paste text option, paste the text of an existing job ad (minimum 200 characters) and click Continue.
ℹ️ If the pasted content is too short or doesn't look like a job ad, a message asks you to add more.
JOIN's AI reads the text, writes the job description and fills in as many other fields as it can, mainly the job title and, when the text states them clearly, details such as location and contract type.
It then takes you straight to the Application form step, skipping the detail steps.
There you can already add the screening questions, knockout questions and documents you want to ask candidates for. See the Application form section below to learn more.
⚠️ Nothing is published until all mandatory fields of the job are filled in. Go back through the steps of the flow and check what the import couldn't fill in before moving on to publishing.
Role details
Job title
Enter the job title.
This is a free-text field and the only mandatory field on this screen. It's also what creates your job as a draft: from then on, your progress is saved automatically after each step.
Language
Choose the language your job ad is written and displayed in.
The workplace, contract and compensation information shown on the public ad and in preview mode follows this setting. Your JOIN interface stays in your account language, whatever language you choose here.
ℹ️ Job Studio currently supports one language per job. If you need to publish the same role in several languages, create a separate job ad for each one.
Priority
Set an internal priority: Low, Medium, High or Urgent, to help your team organise its hiring. By default, the priority is Medium.
It doesn't change anything on the public ad, it's for internal use: a Priority column is added to your Active jobs list, which you can filter and sort to see at a glance which roles need your attention first.
Number of openings
Enter how many identical positions you're filling with this job ad.
This is useful when you're hiring several people for exactly the same role, for example five seasonal workers with a single "Summer catering assistant" ad, instead of creating five separate ads.
Workplace model and location
Set the workplace model and location for this role. These settings determine where employees work and which employment terms are available.
ℹ️ The location chosen here matters beyond the job ad: it sets the currency and salary benchmarks used later in the Compensation step, and determines which Contract types are available in the next step.
Choose the option that best fits the role:
On-site
Choose this option if the role requires working on-site, at a specific company office.
You can choose from the offices already added to your account. If that office hasn't been added yet, you can add a new one using the available option.
Hybrid
Choose this option if the role follows a flexible model, where employees split their time between a physical office and remote work, from home or another location.
When you click Continue, you can:
Choose the main office or add a new office.
Set an in-office policy: a flexible number of days each week, or fixed days. For fixed days, select the days of the week when employees work in the office.
Remote
Choose this option if employees work remotely and have no fixed company office.
When you click Continue, choose where employees can work from:
Select Worldwide if employees can work from any country.
Select Region to choose a group of countries, such as EMEA, APAC, DACH, etc.
Select Country to restrict the role to a single country.
Contract type and employment terms
Choose a Contract type from the list available for the selected country (or a generic option for worldwide or region-based remote jobs).
Job Studio pre-fills the employment terms below with the usual values in your country for the selected contract type.
Complete the following information to finalise the employment terms:
Start date: leave "As soon as possible" or pick a date from the calendar
Contract duration: enter the total length of employment in months if the contract isn't permanent
Probation period: enter the length of the new employee's probation period (in months)
Weekly working hours: set the standard number of working hours per week for this role
Annual vacation days: enter the number of paid vacation days granted per year
Compensation
In Base compensation, Job Studio's AI automatically pre-fills a Salary range based on market data for the job title, location and level. While it's calculating, a short Loading market data indicator appears. Once it's done, edit the Minimum and Maximum amounts directly if you want to adjust them.
You can also:
Toggle the Salary range option off to enter a fixed amount
Change the pay period (e.g. Yearly) and the Currency
Under Visibility on the job ad, choose:
Public: candidates see the salary range and bonuses on the job ad
Hidden: compensation doesn't appear on the ad and is only visible internally
⚠️ In countries where the law requires salary disclosure (Austria, Slovakia, Latvia, Lithuania), the Hidden option isn't available and a salary range is mandatory. In other EU countries, choosing Hidden shows a reminder: EU pay transparency rules may still require you to share the salary with candidates later in the process.
Benefits
Select the company benefits that apply to this role, grouped by category (for example Health & wellbeing, Finance & retirement). Benefits are managed centrally for your company. If the one you need isn't on the list, add it first in your company settings.
Hiring team
Assign the team members who'll help you manage the job and its candidates.
Team members
Use the Team members menu to add the colleagues who should have access to this job and its candidates. Each person you select appears in the Hiring team section.
You can assign a different role to each member, Job Admin, Reviewer or Hiring Manager, depending on the level of access you want. See the article on managing members for the permissions of each role.
Only users already added to your JOIN account are available here. You can't invite new users at this step. To do that, go to your Settings first.
ℹ️ Click Compare roles next to the menu to learn more about each role's permissions.
Contact person
Choose someone from your hiring team to appear as the contact on the published job ad. This person:
Is shown publicly on the job ad
Receives notifications about new applications
Can receive questions from candidates (by email, without their address being shown)
Select them from the Contact person menu.
Hiring pipeline
In this section, you define how to manage applications for this job once you start receiving candidates.
Choose an existing pipeline template for this job from the dropdown. If you don't change it, JOIN automatically applies your account's default pipeline. Choosing a template here only assigns it to this job. You can't create or edit a pipeline without leaving the flow: to create a new template or edit an existing one, go to Settings >
Pipelines.
💡 A pipeline groups the hiring stages candidates go through, from submitting their application to the final decision. Each pipeline stage (e.g. screening, interview, offer) helps your team stay organised and makes sure every application is reviewed consistently and efficiently.
See Pipeline management to learn how to create or edit pipeline templates in detail.
Pipeline template
You can select a pipeline template from the dropdown. All templates created and saved in Settings > Pipelines appear here.
If you want to create a pipeline template specific to your role, go to Pipelines and click Add pipeline at the top right.
Application form
This step of job creation lets you customise the application form to collect the right information from candidates. These settings help you set clear expectations from the start and get the level of detail you need to assess each candidate.
You can set how each form field behaves by choosing one of the following types:
Optional: the candidate can skip the question
Mandatory: the candidate must answer the question
Knockout: the application is automatically rejected if the answer doesn't match your criteria
Personal information
Full name and Email address are always mandatory. For the other fields, you choose whether they're Mandatory, Optional or (for some) a Knockout question that can automatically reject candidates who don't meet the criterion:
Profile picture, professional links (always optional)
Phone number, country of residence
Availability
Work authorisation for the job's country (hidden for worldwide or region-based remote jobs)
Salary expectations
Documents
Set the documents candidates must provide to apply:
CV: choose Mandatory or Optional. The CV is mandatory by default
Click + to add a Cover letter if you want candidates to attach one. Choose Mandatory or Optional
Custom questions
Custom questions are screening questions added to the application form. They let you collect specific information that isn't covered by the other form fields. They can cover availability, skills, experience or qualifications, making it easier to spot relevant profiles from the start. By filtering out unsuitable applications early, they streamline your hiring process and let you focus on the most relevant candidates. You have full control over the wording, topic and answer format, so you can tailor the application process precisely to your needs.
Add your own questions with the + Add custom question button. Choose the answer type: short text, yes/no, multiple choice, date, number or file upload. Drag questions to reorder them.
To create a custom question:
Go to the Custom questions section
Click the + Add custom question button
A new question card appears. You can:
Enter your question (e.g. Do you have a valid work visa?)
Choose an Answer type from the dropdown:
Short text (can't be used with Knockout)
Yes / No
Single choice
Multiple choice
Date
Number
File (can't be used with Knockout)
Set the question type:
Optional: the candidate can skip the question
Mandatory: the candidate must answer the question
Knockout: the application is automatically rejected on a disqualifying answer (e.g. "No" to visa eligibility)
ℹ️ Here's what happens if a candidate triggers a Knockout question:
You don't receive a notification about that application.
The candidate appears in your JOIN account with a rejected status.
You can review the application and undo the rejection before the email is sent.
If you don't undo it, the candidate automatically receives an email the next day telling them their application wasn't successful.
You'll find the answers to screening questions directly in the candidate profile, in the candidate overview.
⚠️ For single or multiple choice questions, a knockout question must always have at least one accepted option and one rejected option. You can't mark all options the same way.
To delete a custom question, open the question type dropdown and select Delete question.
Review and publish your job ad
At the end of the guided flow, you land in preview mode, on the Overview tab. If you started from scratch, JOIN generates a complete job ad here from all your information and your company profile, and shows it in the editor as it's being written.
Select any part of the text to bring up Ask AI and rewrite or adjust just that section. You can also go back to an earlier step, or open another tab such as Application form, to change something yourself.
Click Review (or Publish, which runs the same check) for JOIN to analyse your ad and detect:
Blocking issues: issues related to job board rules, such as an all-caps title, a title containing a salary or your company name, discriminatory or exclusionary wording, or a description that's too short. You must resolve them before you can publish.
Improvements: suggestions on tone, clarity, structure or length.
Inconsistencies: places where the ad text doesn't match your settings (e.g. it mentions a different workplace model or salary than the one selected).
Go through the flagged items with Accept, Accept all, Ignore or Undo. Ignored blocking issues reappear for a final check when you click Publish.
Once your ad is ready, the button at the top right changes depending on the job's current status:
Status | Main action | Other options |
Draft | Publish: sets the job Online and starts accepting applications | Use internally (sets the job Offline, for direct sourcing only) · Save (keeps it as a draft) |
Online | Save changes | Set offline · Archive |
Offline | Save changes | Publish · Archive |
Archived | Save changes | Publish · Restore as offline |
See Job statuses to learn what each status means for visibility and candidate management.
Publishing also makes your ad live for candidates: JOIN automatically posts it to a selection of free job boards, depending on your subscription, your company's country and the job location. See Free multiposting to find out which boards apply to you.
ℹ️ If your company has reached its subscription's active job limit, publishing or reactivating a job prompts you to upgrade your subscription before the job can go Online.
Editing a job after publishing
When you open a job, you'll find the same information organized in tabs: Overview, Application form, Candidate profile, Workflow, Team and Settings. Each tab lets you change what you set up in the flow. Individual fields, such as workplace, contract or compensation, open a condensed version of the original step, so you only change what you need.
The Settings tab contains a few fields that live here rather than in the flow:
Language, Priority and Number of openings, if you want to change what you set when creating the job
Internal job ID, an optional reference number to sync this job with your HRIS or your own tracking tools
ℹ️ A job can only be linked to one location at a time. To publish a job in several locations, create a separate job ad for each location.
✅ Showing a real contact person on the job ad can increase the number of applications by up to 15%.
Moving to Job Studio
If your account used the old Job Ad Editor, your jobs will automatically move to Job Studio. We've made sure that online jobs stay online, that candidates can keep applying, and that your pipelines and hiring teams stay unchanged.
Things to check
Contract type: JOIN sets one based on each job's previous employment type and country. Check it the next time you open a job. Jobs with an employment type of Not specified must be given one before you can save changes.
Application form: Phone number and Country of residence are added as Optional, and documents you had hidden are now Optional.
Drafts: drafts edited in the last 12 months are moved to your Drafts.
⚠️ If you're editing a job when your account moves to Job Studio, a banner asks you to reload the page. Copy your unsaved changes first, then paste them into the job after reloading.
Default screening questions
On migrated jobs, Availability, Work authorisation and Salary expectations start as Hidden. To turn them on:
Open the job and go to the Application form tab.
Under Personal information, set all three to Optional, Mandatory or Knockout.
If Review and remove duplicate questions appears, click Continue and check your Custom questions.
Click Save changes.
Once saved, you can't set them back to Hidden. On worldwide or region-based remote jobs, Work authorisation doesn't apply.
Screening questions from the old editor
Your existing screening questions are carried over to Custom questions and keep working. Ready-made questions, such as start date or driving licence, can't be edited, but you can choose whether they're Optional, Mandatory or Knockout, or delete them.
The old questions on start date, work permit and salary expectations are replaced by the matching default question when you turn it on and save, so candidates don't have to answer twice.