Creating and Managing Job Postings

Available for	Roles	Super Admin, Admin, Team Member
	Permissions	• Create and edit postings
	Packages	Lever Basic, LeverTRM, LeverTRM for Enterprise LeverTRM for Enterprise required for confidential postings Lever TRM for Enterprise or Advanced HR add-on for posting approvals

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How job postings work

Postings represent the jobs for which you are hiring at your organization. Job postings hold all candidate-facing information about a role. Typically, job postings are meant to be published on our external and/or internal job site(s) and any job boards you leverage to increase the visibility of the roles you are hiring for. Sometimes, you may make a posting unlisted or confidential for more discrete hiring initiatives.

Postings also serve several administrative purposes:

• It can be configured with interview plans to provide a structured journey for candidates beyond the screening stages of your recruitment processes.
• It can be linked to requisitions to ensure that the number of candidates hired matches the headcount and budget allocated for each role.
• The key to structuring the data on which you later report is information such as owners, departments, teams, locations, work types, and tags. Information such as these also gets carried over from a posting when it is linked to a candidate's opportunity. 

Creating and publishing job postings

To create a job posting, navigate to the Jobs page and click + Add job posting.

In the posting editor, complete the following steps:

Step 1: Draft the content of the posting

Start by filling out the following fields:

• Job title - This title will be visible to candidates when viewing the posting on job sites/boards.
• Location Type - On-site, Remote, or Hybrid.
  
  • On Lever-hosted job sites, candidates can filter jobs by Location type. The location type you specify will also be read by any job boards you publish the posting, allowing it to be factored in when candidates filter/search on those job boards. For example, candidates searching for remote roles on LinkedIn will find postings you designate with a 'remote' location type in Lever (provided you are publishing Lever postings to LinkedIn).

• Primary Location - The primary location in which the job is based.
  
  • The locations you must select from are configured in your Company settings. To learn more, refer to our help article on configuring locations for job board ingestion.
  • Use this field to specify the geographical location of the office/business unit to which the posting is attributed. Even if you are creating a posting for a fully remote role, attributing the posting to a specific location will allow you to breakdown recruitment metrics geographically in Visual Insights and, if applicable, apply localized data retention rules to candidates associated with the posting (provided the location has a defined country).
  • If you create a posting with a remote location type, the location you select must have a country to appear on job boards.
• Secondary Location(s)
  • Learn more about multi-location postings in our help article on creating and managing multi-location postings.
  • Up to 14 secondary locations can be selected
  • Secondary locations can be from multiple countries
  • Only 7 locations for one job posting will be published for LinkedIn ingestion.
    
• Department/Team
  
  • The departments and teams you have to select from are configured in your Company settings. To learn more, refer to our help article on configuring company settings.
• Work Type - e.g., full-time, part-time, contract
  • The work types you have to select from are configured in your Company settings. To learn more, refer to our help article on configuring company settings.

Once you have filled out the fields listed above, you will be required to select a distribution for the job posting to specify where the posting will appear once it has been approved. Options are external, internal, unlisted, or confidential. Refer to our help article on the differences job posting distribution states for more on this topic.

Next, input the job description. You can fill in the posting fields manually or insert a template.

• If you insert a template, the job posting auto-populates with the template information. These fields are not editable. Additional details, lists, and custom application questions can be added to the remaining blank text boxes in each section. To learn how to set up posting templates, refer to our help article on creating job posting templates.

Apply formatting using the buttons along the top of the text field. For more information, refer to our help article on rich text in job postings. 

Add lists to outline specific requirements and/or responsibilities for the role.

You also have the option to include a salary range along with a description. You can input minimum and maximum amounts, currency, and payment intervals. For more information on how job boards ingest salary ranges, please refer to our help article on configuring salary ranges on job postings.

You have the option to include a closing paragraph for the posting as well. 

When a candidate applies to a posting, they will be prompted to answer the questions on your job site application form (configured via Settings > Job site > Application form). Suppose you wish for applicants to answer additional job-specific questions relevant to the posting you are creating. In that case, you can add and/or select them from the custom questions menu in the posting editor. These questions will only appear to applicants of the posting you are creating. To learn more, check out our help article on custom application questions.

If you wish to communicate information to stakeholders associated with the posting, you can add internal notes.

Step 2: Configure posting access, ownership, and tags

Users with Super Admin, Admin, and Team Member access can view all postings in a Lever environment (except confidential postings). Users with Limited Team Member access can only view postings if they are listed as the Hiring Manager or have been added to the access list for the posting (see below). Visibility into opportunities associated with the posting is restricted to the following roles (which you can define in the fields on the right side of the posting editor):

• Posting owner - by default, the posting creator will be listed as the posting owner; the posting owner will be the owner of any opportunities associated with the posting.
• Hiring manager - this user will be able to see all opportunities associated with this posting; hiring managers are typically given Limited Team Member access.

On the left side of the editor, you will find an 'Access' list of users in your Lever environment with access to the opportunities associated with the posting you are creating. By default, this list consists of all Super Admins, Admins, and Team Members, as well as the posting owner and hiring manager. If you wish to allow additional users beyond those listed to access the opportunities associated with the posting, click + Add users and select from the other non-Interviewer users in your Lever environment.

You can also add and remove followers of the posting. Followers receive notifications when there is activity with the opportunities associated with the posting (the types of actions that they are notified about are configured in the 'Email notifications' section of their account settings—read more in our help article on configuring personal account settings). The posting owner and hiring manager will be followers of the posting by default. 

If you wish for specific tags to be automatically attached to the opportunities of candidates associated with the posting, add them in the 'Tags' field on the right side of the editor. To learn more about posting tags, refer to our help article on tags.

Once you have drafted the posting's content and configured visibility, click the Create Posting button at the top of the editor to proceed to the next step (the posting will be in a draft state, unpublished until the subsequent steps are completed).

Step 3: Define the interview plan

Interview plans allow you to define a consistent journey for candidates who make it to the interview phase of the recruitment process. On the 'Interview plan' page of the posting editor, you can configure the number of interview events that take place at each interview stage, as well as the feedback form, event duration, and default interviewer(s) for each interview.

When an opportunity associated with the posting is moved to one of the stages listed on the interview plan, the user scheduling the interview for that stage can pre-load the interview kit defined in the plan into the scheduler.

To learn more, check out our help article on interview plans. Once you have defined the interview plan, click the Next button at the editor's top to proceed to the next step.

Step 4: Submit the posting for approval (LeverTRM for Enterprise or Advanced HR add-on only)

If you have the LeverTRM for Enterprise package or the Advanced HR add-on and have enabled posting approvals in your Lever environment, you will be required to request approval for the posting you drafted. On the 'Approval' page of the posting editor, you will see a summary of the approvers in the approval chain. For more on this topic, check out our help article on requesting job posting approval.

Once a posting has been approved by all approvers in the chain, it will move directly to the appropriate category (External, Internal, and/or Unlisted) in the 'Open jobs' section of the postings dashboard in accordance with the job posting distribution you specified when drafting the content of the posting (see Step 1).

Click the Next button at the top of the editor to proceed to the final optional step in the posting creation process.

Step 5: Preview the posting and publish to job boards

On the 'Complete' page of the posting editor, you can review the summary information of your posting. Click the View Posting button to preview how the posting appears to candidates.

Under the 'Job boards' heading, you can select the jobs to which you wish to publish the posting. To learn more about pushing jobs to individual job boards, refer to the following articles:

• Enabling and using the LinkedIn job board integration
• Enabling and using the Indeed Job Feed and Indeed Apply integration
• Enabling and using the JobTarget integration
• Sharing jobs with custom job boards

Once you have published the posting to all desired job boards, click the Done button at the top of the posting editor. The posting will appear in the postings list (organized by department and team) alongside your other open postings.

Managing job postings (updating, linking requisitions, closing)

Any users accessing the posting can update it once it has been published. To update a job posting, navigate to the Jobs page and select the posting to open the editor. Users with Super Admin, Admin, and Team Member level access can make changes to the following fields on published postings:

• Job description
• Custom application questions
• Internal notes
• Tags
• Access list
• Followers
• Job board publications

• Salary

In addition, users with Super Admin access, as well as those with the Sensitive Information Privilege to 'Change job posting categories, owner, and hiring manager' can make changes to the following fields:

• Location type
• Location
• Department/team
• Work type
• Owner
• Hiring manager

Changing posting ownership
When changing the owner of a posting, you will be presented with the option to retroactively make the new posting owner the owner of all currently active opportunities associated with posting or keep the old posting owner as the owner of the currently active opportunities and have the new posting owner only be made the owner of associated opportunities going forward. In either case, the old posting owner will remain the owner of archived opportunities associated with the posting up to that point. For more information, refer to our help article on changing the posting owner or hiring manager on job postings.

Linking postings to requisitions

When a posting is linked to a requisition, hires made against that posting will be counted toward the headcount of the associated requisition. Linking postings and requisitions allows you to ensure that your hiring pace aligns with the budget and headcount allocated for each department.

For more on this topic, refer to our requisitions help article.

Closing job postings

As a best practice when it comes to good data hygiene, it is important to close postings when you are no longer hiring for a role. Leaving a posting open when you are no longer hiring for a role can open the door for applicants to enter your pipeline, whose opportunities can clutter the top of your talent funnel and quickly go stale. Stale postings can also negatively impact postings-related metrics in Visual Insights. If you have a specific use case for evergreen postings, refer to our help article for common best practices. 

To close a posting, click the Open button at the top of the posting editor, switch the toggle to "Job posting is closed", and click Update.

The posting will appear in the closed section of the postings list. To re-open a posting, click the Closed button at the top of the posting editor, select the 'Re-open job posting' radio button, and click Update.

As of the Winter 2025 enhancement, users can enable postings to be auto-closed whenever a hire is made and bulk close job postings. 

Enabling Auto-close posting

To enable Auto-close job posting, a Super Admin or user with permission to edit job site settings will first need to toggle on the feature in Jobsite Settings under the Posting Configuration tab here: 

This option is helpful if you hire only one person for the job. Avoid using this if a single job has multiple intended head counts.

Navigate to your Jobs page. To access this capability, you can create a job from scratch or use an existing open job. After you have selected/created the job, scroll down on the job editor to the auto-close section:

If you select ‘Yes’ then the job will be automatically close and will be removed from your career site when at least one opportunity under this job has been moved to ‘hired.’ No further actions are required from you!

If you select ‘No', you must manually close this job or use the bulk close action to close it alongside other jobs.

Bulk close postings

To bulk close jobs, go to the jobs page:

• Select the jobs you want to close en masse
  • You can use the newly added filter, ‘Hired Status’ in the sidebar to find jobs with opportunities that have been moved to ‘hired’
  • 

• Select by clicking the checkboxes for the jobs you want to close or select the ‘All’ option to close the first 25 jobs you see in the list.
  • If you click on ‘Select All,’ the number of jobs will initially be based on the first 25 jobs. When you click on 'load more,' more jobs will appear, and the number selected will automatically update to reflect the new jobs.

• Now click on ‘Close Job Postings’
  • If you have jobs whose requisition headcount has not been met, a dialogue box lists those specific jobs. You can close them anyway, or you can unselect them from the jobs page before bulk closing.

How do I archive all the opportunities associated with recently closed jobs?

To archive any open opportunities associated with your recently closed jobs, follow the steps below:

• Navigate to Candidates
• On the sidebar, filter to ‘All Jobs’ or ‘My Jobs’ followed by ‘Closed Jobs’

• Select the job for which you want to archive candidates
  • Once you’ve selected the job, click ‘Select all' (or select specific candidates) from the Candidate Bulk Action menu, followed by Archive. Select your Archive reason, and you will be good to go!

Best practices for creating and managing postings

Use job postings to maintain consistency in the recruitment journey
Postings can often be the starting point of a candidate's journey with your organization. Use posting templates to add clear language that outlines what the candidates stand to gain from working with your organization and the impact they stand to make if they were to secure the role. Use interview plans to ensure that the interview stages through which a candidate passes craft an experience that makes the most of their time and yours.

Transition posting ownership when recruiters change hands or exit the organization
If a member of your recruitment team moves on to pursue another opportunity or initiative, be sure to transfer ownership of their active postings to another member of our team. It is best to do this before the original recruiter departs so you can align on how you want to track ownership of candidate opportunities historically and make for a seamless hand-off of candidates currently in the pipeline.

Refer to regional guidelines on what you can and cannot ask of a candidate as part of the application process
Regional legislation can include mandates about what types of information you can ask a candidate to provide as part of their application. For example, New York state upholds legislation prohibiting employers from inquiring about a candidate's criminal record before making an offer of employment (refer to the Fair Chance Act fact sheet for more information on this specific piece of legislation). Consult the regional guidelines for the locations in which you are hiring and ensure that the language in your job descriptions and any custom application questions adhere to them.