> For the complete documentation index, see [llms.txt](https://help.join.com/llms.txt). Markdown versions of documentation pages are available by appending `.md` to page URLs; this page is available as [Markdown](https://help.join.com/jobs/job-creation.md).
# Job creation
This guide walks you through the process of creating and publishing a job. Learn how to create a compelling job ad, either by using AI assistance or by importing a job from elsewhere.
Creating a job in JOIN is a simple, guided process that helps you publish compelling job ads and start collecting applications in just a few steps.
You can start creating a job from multiple places in the JOIN interface:
1. **Sidebar menu**: Click the blue `Create job` button at the bottom of the left-hand menu.
2. **Dashboard**: Click `+` icon on the top-right of your JOIN Dashboard.
3. **Jobs tab**: Navigate to the `Jobs` tab from the sidebar. Each sub-tab (e.g. `Active`, `Drafts`, `Archived`) has a `Create job` button in the top-right corner. If you don’t have any jobs yet, you’ll also see a `Create job` button in the centre of these screens.
Clicking any of these `Create job` buttons will open the Job Studio.
**Job Studio** is JOIN's job creation and management experience. It takes care of every detail involved in building a job ad, from your input about the role through to the finished ad and its application form, and checks that the ad is ready before you publish: fit to go out across a selection of job boards, and free of language that could put candidates off or breach a board's policies.
When you create a job from scratch, it starts with a guided, step-by-step flow: you fill in the fields your job actually needs, and the flow adapts as you go. A remote job asks for a remote region or country, for example, while a hybrid job asks how many days are in the office versus at home, and where that office is.
{% hint style="info" %}
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 what each role can do.
{% endhint %}
Creating a job ad has four phases:
{% stepper %}
{% step %}
**Choose how to start**
From scratch, or by importing an ad you already have.
{% endstep %}
{% step %}
**Fill in your 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.
{% endstep %}
{% step %}
**Preview and review**
See the AI-generated ad, make changes yourself or ask AI to, and let JOIN check it for issues. Check any role details that you'd like to review or edit. View how the job ad will look to the applicants.
{% endstep %}
{% step %}
**Publish**
Your ad goes live and is automatically posted across a selection of job boards.
{% endstep %}
{% endstepper %}
{% hint style="info" %}
Once you start creating a job, you can `Save as draft` at any time during this process to continue working on it later.
{% endhint %}
***
## Type of job ad creation
You always start on the `Role details` screen, the first step of the guided flow. From there, choose:
{% tabs %}
{% tab title="Start from scratch" %}
Fill in `Job title` and the rest of the fields on this screen yourself, then continue step by step through the flow, only the fields your specific job needs. A remote role asks for a region or country, for example, while a hybrid role asks for an office and an in-office schedule, so you'll only ever see what applies to the job you're creating.
Once you've completed every step, Job Studio's in-built AI generates a full job ad from what you entered. From there you can ask AI to adjust any part of it, edit the text yourself, or go back to any earlier step in the flow to change a setting, before you review and publish.
Step-by-step job creation flow
{% endtab %}
{% tab title="Import job ad" %}
Click `Import` on the `Import job ad` card.
In the `Paste text` option, paste copy of an existing job ad you already have (minimum 200 characters are needed) and click `Continue`.
{% hint style="info" %}
If your pasted content is too short or doesn't look like a job ad, you'll get a message asking you to add more.
{% endhint %}
JOIN's AI reads the text, writes the ad description, and fills in as many other fields as it can, mainly the job title and, where the text states it clearly, things like location and contract type.
It then takes you straight to `Application form` step, skipping the individual detail steps. There, you can already start adding the screening questions, knockout questions, and documents you want to collect from candidates, see Application form below for how those work.
{% hint style="warning" %}
Nothing publishes until **every required field** across the job is filled in, so go back through the flow's steps and check anything the import couldn't fill in before you continue to publish.
{% endhint %}
{% endtab %}
{% endtabs %}
***
## Role details
### Job title
Enter the title for the role.
This is a free-text field. This is the only required field on this screen, it's also what creates your job as a draft, so from here on your progress saves automatically after every step.
### Language
Choose the language your job ad is written and displayed in.
The workplace, contract, and compensation details on the public ad and in preview mode follow this setting, your own JOIN interface stays in your account's language regardless of the language you select here.
{% hint style="info" %}
Job Studio currently supports one language per job, so if you need the same role advertised in more than one language, create a separate job ad for each.
{% endhint %}
### Priority
Set an internal priority to `Low`, `Medium`, `High`, or `Urgent`, to help your team organise their hiring efforts. By default, this is set to `Medium` priority.
This doesn't change anything on the public ad, it's for your own use: it adds a `Priority` column you can use as filter, and sort by on your `Active` jobs list, so you can tell at a glance which roles need attention first.
### Number of openings
Specify how many identical openings you're hiring for under this one job ad.
This is useful when you need several people for exactly the same role, for example five seasonal roles under one "Summer Restaurant Help" ad, rather than creating five separate job 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.
{% hint style="info" %}
The location you choose here matters beyond the job ad: it sets the currency and salary benchmarks used later in `Compensation` step, and determines which `Contract types` are available in the next step.
{% endhint %}
Choose the option that best matches the role:
### On-site
Choose this option if the role requires working onsite from a specific company loaction. You can [pick from an existing locations](https://join-staging.com/settings/company/offices) already added to your account. If you have not added that location already, you can add new from the option available.
### Hybrid
Select this option if your role will have a flexible job model where employees split their time between working in a physical office and working remotely from home or another location.
When you click `Continue`, you can:
1. Choose the primary office location or add a new location.
2. Set an in-office policy: a flexible number of days each week or fixed days. For fixed days, select the days of the week on which the employees work in the office.
### Remote
Choose this option if employees work remotely and do not have a fixed company office.
When you click `Continue`, choose where employees can work:
1. Select `Worldwide` if employees can work from any country.
2. Select `Region` to choose a group of countries, such as EMEA, APAC, DACH, etc.
3. Select `Country` to restrict the role to one country.
***
## Contract type and employment terms
Pick a `Contract type` from the list available for the country you selected (or a generic option for worldwide or regional remote jobs).
Job Studio pre-fills the employment terms below with your country's usual defaults for your selected contract type.
Finalise the following details to specify the terms of your employment:
* `Start date` : Leave it as "As soon as possible" or pick a date from the calendar
* `Contract Duration` : Fill in the total length of employment in number of months if the contract isn't unlimited
* `Probation period` : Specify the length of trial period (in number of months) for the new employee
* `Weekly working hours` : Define the standard number of working hours per week for this role
* `Annual vacation days` : Enter the number of paid vacation days provided annualy
***
## Compensation
Under `Base compensation`, Job Studio's AI pre-fills a `Salary range` for you automatically, based on market data for the job title, location, and seniority. While it's calculating, you'll see a short `Loading market data` indicator, once it's done, edit the `Minimum` and `Maximum` amounts directly if you want to adjust them.
You can also:
* Switch the `Salary range` toggle to a fixed amount instead
* Change the pay period (e.g. `Yearly`) and `Currency`
Under `Visibility on the job ad`, choose:
* `Public`: candidates can see the salary range and bonuses on the job ad
* `Hidden`: compensation is hidden from the ad and only visible internally
{% hint style="warning" %}
In countries with mandatory salary disclosure laws (Austria, Slovakia, Latvia, Lithuania), `Hidden` isn't available and a salary range is required. In other EU countries, choosing `Hidden` shows a reminder that EU pay transparency rules may still require sharing salary details with candidates later in the process.
{% endhint %}
***
## Benefits
Select which of your company's benefits apply to this role, grouped by category (for example `Health & Wellness`, `Financial & Retirement`). Benefits are managed centrally for your company, if the one you need isn't listed, add it from your company settings first.
***
## Hiring team
Assign assign specific team members who will help manage the job and its candidates.
### Team members
Use the `Team members` dropdown to add colleagues who should have access to this job and its candidates. Each selected person will be listed under the `Hiring team` section.
You can assign different roles to each team member i.e. `Job Admin`, `Reviewer`, or `Hiring Manager`, depending on the level of access you want them to have. See member management article for what each role can do.
Only users who have already been added to your JOIN account will be available for selection here. You can’t invite new users from this step — to do that, head over to your account [Settings](https://join.com/settings/company/users) first.
{% hint style="info" %}
Click `Compare job roles` next to the dropdown to learn more about what each role can do.
{% endhint %}
### Contact person
Choose one person from your hiring team to appear as the contact person in the published job ad. This person will:
* Be displayed publicly on the job ad
* Receive notifications when new applications come in
* Be available for candidate questions (by email, though their address is not shown)
You can select the contact person using the `Contact person` dropdown.
***
## Hiring pipeline
In this section, you can define how applications will be managed for this job after you receive candidates.
Choose an existing [pipeline template](#user-content-fn-1)[^1] for this job from the dropdown. If you don't change it, JOIN applies your account's default pipeline automatically. Picking a template here only assigns it to this job, you can't create or edit a pipeline without leaving the flow: to build a new template or change an existing one, go to `Settings` > `Pipelines`.
See Pipeline management for how to create or edit pipeline templates in more detail.
### Pipeline template
You can select a pipeline template from the dropdown menu. Any pipeline template that has been previously created and saved in `Settings` > `Pipelines` will appear here.
If you'd like to create a pipleine template specific for your role, then you can go to [Pipelines](https://join.com/settings/company/pipelines) and click on `Add template` button on the top-right.
***
## Application form
This step of job creation helps you customise the application form to collect the right information from candidates during the job application process. These settings help you manage expectations upfront and collect the level of detail you need to assess each candidate.
You can choose the question type to define how each field in the application form behaves by selecting one of the following types:
* `Optional`: The candidate can skip the question
* `Required`: The candidate must answer the question
* `Knockout`: The application is automatically rejected if the answer does not meet your criteria
### Personal information
`Full name` and `Email address` are always required. For the rest, you choose whether each is `Required`, `Optional`, or (for some) a `Knockout` question that can automatically reject candidates who don't meet it:
* Profile picture, professional links (always optional)
* Phone number, country of residence
* Availability
* Work authorisation for the job's country (hidden for worldwide or regional remote jobs)
* Salary expectations
### **Documents**
Define which documents applicants need to submit when applying :
* `CV`: Choose from `Required` or `Optional`. CV is required by default
* Click `+` to add `Cover Letter` if you want applicants to apply with a cover letter. Choose from `Required`, `Optional`
### Custom questions
Custom questions are screening or pre-set questions included in the application form to help you gather specific information from candidates that isn't covered in the other fields of the application form. These questions can cover availability, skills, experience, or qualifications, making it easier to identify strong matches right from the start. By filtering out unsuitable applicants early on, they help streamline your recruitment process and focus your attention on the most relevant candidates. These questions give you full control over the wording, topic, and answer format — helping you tailor the application process to match your hiring needs more precisely.
{% hint style="warning" %}
Custom Screening Questions are only available on the **Advanced** and **Enterprise** plans. If you're on the Standard plan, you can upgrade to unlock full flexibility in creating your own tailored questions.
View plans
{% endhint %}
Add your own custom questions using `+ Add custom question` button. Choose answer type from short text, yes/no, multiple choice, date, number, or file upload answers. Drag questions to reorder them.
#### To create a custom question:
1. Scroll to the `Custom question` section
2. Click the `+ Add custom question` button
3. A new question card will appear where you can:
1. Enter your question (e.g. *Do you have a valid working visa?*)
2. From the dropdown, choose an `Answer type`:
* `Short text` *(cannot be used with Knockout)*
* `Yes / No`
* `Single choice`
* `Multiple choice`
* `Date`
* `Number`
* `File` *(cannot be used with Knockout)*
3. Set the question type as:
* `Optional`: Candidate can skip the question
* `Required`: Candidate must answer the question
* `Knockout`: Candidate will be automatically rejected if they give a disqualifying response (e.g. “No” to visa eligibility)
{% hint style="info" %}
Here’s what happens when a candidate triggers a `Knockout Question` :
* You will not receive a notification about their application.
* The candidate will still appear in your JOIN account, marked as rejected.
* You can review the application and withdraw the rejection before the email is sent.
* If not withdrawn, the candidate will automatically receive a rejection email the next day that they are not suited for the role.
{% endhint %}
You can find the answers to the screening questions directly in a candidate's profile, by opening the candidate overview.
{% hint style="warning" %}
For single or multiple choice questions, a knockout question always needs at least one accepted and one rejected option, you can't mark every option the same way.
{% endhint %}
To remove a custom question, click the dropdown menu for question type and select :trash-can: `Remove question`.
***
## Reviewing and publishing your job ad
Finishing the guided flow takes you to preview mode, on the `Preview` tab. If you started from scratch, JOIN generates a full job ad for you here, using everything you entered plus your company profile, and streams it into the editor as it's written. Select any part of the text to bring up `Ask AI` and rewrite or adjust just that section, or go back to any earlier step, or another tab like `Application Form`, to change something yourself.
Click `Review` (or `Publish`, which runs the same check) to have JOIN scan your ad for:
* **Blocking issues**, job board policy problems like a title that's all caps, contains a salary or your company name, discriminatory or exclusionary language, or a description that's too short. These must be resolved before you can publish.
* **Improvements**, suggestions on tone, clarity, structure, or length.
* **Conflicts**, places where the ad's text doesn't match your settings (e.g. it mentions a different workplace type or salary than what you selected).
Step through flagged items with `Accept`, `Accept all`, `Dismiss`, or `Undo`. Dismissed blocking issues come back for a final check when you click `Publish`.
Once your ad is ready, the button in the top right changes depending on the job's current status:
| Status | Primary action | Other options |
| ---------- | ---------------------------------------------------------------- | ------------------------------------------------------------------------------------------- |
| `Draft` | `Publish`, sets the job Online and starts accepting applications | `Use internally` (sets it Offline, for direct sourcing only) · `Save` (keeps it as a draft) |
| `Online` | `Save changes` | `Switch to Offline` · `Archive` |
| `Offline` | `Save changes` | `Publish` · `Archive` |
| `Archived` | `Save changes` | `Publish` · `Restore to Offline` |
See Job statuses for what each status means for visibility and candidate management.
Publishing also sets your ad live for candidates: JOIN automatically posts it across a selection of organic job boards, based on your plan, your company's location, and the job's own location. See Organic multiposting for which boards apply to you.
{% hint style="info" %}
If your company is at its plan's limit for active jobs, publishing or reactivating a job prompts you to upgrade before it can go `Online`.
{% endhint %}
***
## Editing a job after publishing
Open a job and you'll see the same information organised into tabs: `Preview`, `Application Form`, `Candidate Profile`, `Workflow`, `Team`, and `Settings`. Each tab lets you change what you set up in the flow, individual fields like workplace, contract, or compensation open a small version of the original flow step so you only edit what you need.
The `Settings` tab holds 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 for syncing this job with your own HRIS or tracking systems
{% hint style="info" %}
A job can only be assigned to one location at a time. To post a job in multiple locations, create separate job ads for each location.
{% endhint %}
{% hint style="success" %}
Having a real person listed on the job ad can increase candidate applications by up to 15%.
{% endhint %}
***
## Migration to Job Studio
If your account used the previous job editor, your jobs will move to Job Studio automatically. We ensured that online jobs stay online, candidates keep applying, and your pipelines and hiring teams stay as they are.
### What 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 the employment type `Not specified` need one before you can save changes.
* **Application form:** `Phone number` and `Country of residence` are added as `Optional`, and any documents you had hidden are now `Optional`.
* **Drafts:** drafts edited in the last 12 months move to your `Drafts`.
{% hint style="warning" %}
If you're editing a job when your account moves over, you'll see a banner asking you to reload. Copy any unsaved changes first, then paste them into the job after reloading.
{% endhint %}
### Default screening questions
On jobs that moved over, `Availability`, `Work authorization` and `Salary expectation` start as `Hidden`. To turn them on:
1. Open the job and go to the `Application Form` tab.
2. Under `Personal information`, set all three to `Optional`, `Required` or `Knockout`.
3. If you see `Check and delete duplicate questions`, click `Continue` and review your `Custom Questions`.
4. Click `Save changes`.
Once saved, you can't set them back to `Hidden`. On worldwide or regional remote jobs, `Work authorization` doesn't apply.
### Screening questions from the previous editor
Your existing screening questions carry over to `Custom Questions` and keep working. Ready-made ones, such as start date or driving licence, can't be edited, but you can change whether they're `Optional`, `Required` or `Knockout`, or remove them.
Previous start date, work permit and salary expectation questions are replaced by the matching default question when you turn it on and save, so candidates aren't asked twice.
{% hint style="info" %}
On the `Standard` plan, these questions show an upgrade prompt, and they aren't copied when you duplicate the job. On `Advanced` and `Enterprise`, duplicating a job copies them as editable custom questions.
{% endhint %}
***
## FAQs
Can I go back and change earlier steps before I finish the flow?
Yes. Use the back arrow at the top of the flow to return to any earlier step. Your changes are saved as you go.
What happens if I close the flow before finishing?
Your progress is saved as a draft. You'll find it under your job drafts, and resuming it picks up wherever you left off.
Can I import a job ad from a PDF or a URL?
Not yet, only pasting the text of your job ad is supported right now. Copy the text from your existing ad or job posting and paste it into the import box instead.
Is the AI-suggested salary range accurate?
It's a market estimate based on the job title, location, seniority, and your company's profile, not a guarantee. You can always adjust it or enter your own range.
Can I still create a job without using any AI features?
Yes. AI suggestions for the description and salary range are optional at every step, you can write or set anything manually instead, and skip the AI review if you prefer.
Why can't I see this new job creation flow?
This experience is rolling out gradually across accounts. If your job creation screen looks different, you're likely still on the old flow.
Why can I not see AI suggestions?
AI features including AI suggestions in the job editor are not available for accounts on the agency pricing model. If your company is using JOIN as a recruitment agency, AI suggestions will not be visible during job creation.
Why can I not choose multiple locations or languages for one job?
JOIN currently supports only one location and one language per job posting. If you want to post a job in multiple locations or languages, you'll need to create a separate job for each variation.
Should I add a salary to my job post?
Adding a salary is optional but highly recommended. While not legally required in most countries (yet), displaying a salary range can significantly increase your number of applications. It also ensures that the correct salary appears on job boards, instead of automatically generated estimates.
Why do I get a message saying the job limit is reached when trying to create a job?
Each subscription plan includes a specific number of active jobs you can have at once. If you receive this message, it means you've reached your active job limit. To create a new job, you'll need to change the status of an existing one to archive or upgrade your plan to get more active jobs.
If you're on the free-trial, you get 5 active jobs. You can easily subscribe during your trial and upgrade to get more job slots.
[^1]: A pipeline is a series of hiring steps that candidates move through during the hiring process — from the moment they apply to when a final decision is made. Each stage in the pipeline (e.g. screening, interview, offer) helps your team stay organised and ensures every application is reviewed consistently and efficiently.
---
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