How do you create a career page?

A career page is a public page that lists the open positions of a company and takes applications directly. What separates it from an employer profile on a job board is this: both the content and the address belong to the company, and the application lands in the hiring system with nobody in between.

It is a separate surface for a reason that is not technical, it is a difference of intent. The home page of a company site sells the product. A career page answers one question: is there a job here for me, and how do I apply. Put the two intents on the same page and both go blurry.

On the GoTeam side this page is published as an address that belongs to your company and is drawn from what you enter in the panel. The shell of the page, the posting list, the posting detail and the application form all come ready. What you build is the content and the brand.

• The career hub: the company intro and the list of open postings.
• Posting detail: every posting at its own address, with the application form below it.
• Internship section: visible only while an active internship posting exists.

Go to Settings in the panel, then to the Company tab. The career page visibility section at the top holds a single switch: while it is on candidates can see the page, while it is off they cannot.

Right under the switch sits the real address of the page, and it is clickable. The address is built from the short name of your company and starts with /c/. Before you carry on with the setup, open that link once and look at the empty page; it makes the next steps easier to place.

As you scroll down the same screen, eight settings sections line up: visibility, general details, logo, brand, about gallery, contact, map and social media. A live preview stands in the right column, and everything you type shows up there before you save.

All of the sections look optional, but two of them decide the first impression: the logo and the intro copy. The logo is used both at the top of the page and in the emails going out to candidates. The intro copy does two jobs at once: it is read on the page, and it is also used as the description in search results.

Go to the Jobs section in the panel, then to the Postings tab, and open a new posting. The form has four parts. Basic Details takes the position, the department, the location, the working model (on site, remote, hybrid), the contract type, the working hours, the status and the application deadline. The department comes in on its own from the position you pick.

The posting description is free text. Requirements and Responsibilities below it are entered item by item. The requirement items also carry a weight, because the same list is used in evaluation too.

The length of these three fields decides whether the posting reaches search results. The description, the requirements and the responsibilities are counted together.

The application form works out of the box: personal details, education, CV upload, salary expectation, start date and legal consents. If you add nothing, the form keeps showing up exactly as it is.

To ask something specific to this posting, use the custom application fields section at the bottom of the form. There are five field types: short text, long text, single choice, multiple choice and date. The order you add them in is the order the candidate sees, and you change it by moving the rows up and down.

The answers show up both in the application detail and in the context of the AI evaluation. So ask the question in a way that makes the answer useful: instead of "Do you have a driving licence", ask "Which class of driving licence do you have".

• A posting takes at most 20 custom fields.
• Choice fields take at most 50 options, and no two options can be identical.
• Two fields cannot carry the same label, the record is refused.
• A choice field cannot be saved without a single option entered.

When you set the status of the posting to Active and save, the posting drops into the list on the career page and opens at its own address. Publishing uses one of the active posting allowances in your plan; if the allowance is full you get a warning while saving and have to close an open posting first.

After saving, open the page in a separate tab through a candidate eye. There are three things to look at: does the posting show up in the list, does the detail page open with the right title, and does the application form go through.

The technical markup search engines need is generated on its own, and there is nothing else for you to do. What is generated, and under which condition, is covered in the section below.

The career hub, meaning the main page that lists the postings, is always open to search results. It stands even when there is not a single open posting, because its content is the company itself.

On posting detail pages there are two gates, and both of them have to be open. The first is the status of the posting: only an active posting is indexed. The second is the length of the body: the description, the requirements and the responsibilities together have to pass 300 characters. If either gate is closed, the page is shut to search engines and stays out of the sitemap as well.

Only indexable addresses enter the sitemap. The reason is simple: putting an address in the sitemap and then telling the search engine not to take it spends its crawl budget on work with nothing behind it.

On the page of an active posting the job posting markup is generated automatically. The markup carries the title, the description, the publication date, the application deadline, the company and the location; that applications are taken directly on this page is marked too. When the location is empty the country is written as Türkiye.

• The address of a closed posting returns a 404, the page does not stay up as an empty shell.
• The page title is built from the posting title and the company name.
• The description in search results comes from the first 180 characters of the posting description.
• The company logo is used as the share image, and the default image when there is no logo.

There is a second route: embedding the application form into your own site inside a frame. Both use the same data, and applications land in the same place either way. Where they part is visibility.

For companies that already have a strong careers section on their site, the embedded form is the right pick, since the visitor never leaves the site. On the other hand an embedded page never reaches search results; it lives inside a frame and is not a page in its own right.

The two do not have to be alternatives either. The career page stays open while the form of the same posting is embedded into the company site. The posting then takes applications from search results and from your own site at once.

A page that clears the five items below answers both the first screen a candidate sees and the first signal a search engine reads.

• The visibility switch is on and the /c/ address opens in a tab.
• The logo is uploaded and the first sentence of the intro copy says what the company does.
• The posting body is clearly over 300 characters and the requirements are entered item by item.
• The title is settled and will not be changed after publishing.
• The application form has been filled in and submitted end to end once, and the application shows up in the panel.