Do candidates need an account to apply?

No. The application portal is a public link. Candidates submit without signing up, which is what keeps completion rates from collapsing.

Can I add screening questions?

Yes — custom questions and multiple-choice assessments can both be attached to the form, and the answers arrive as structured fields alongside the resume.

Are application pages indexed by search engines?

No. Application and candidate-facing pages carry noindex directives. They are for the people you share the link with, not for search results.

Solution

Custom Job Application Forms With a Shareable Link

Applications sent to a shared inbox arrive in whatever shape the candidate felt like. You spend the first hour of every role copying names into a spreadsheet. A per-role application portal fixes the intake instead of the symptom: ask exactly what you need, get it back in fields, and have it land in the same pipeline that does the screening.

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The problem

What this is usually a response to

Applications scattered across an inbox with no consistent structure

Missing information that forces a round-trip email before screening can start

Manual copying of candidate details into a tracking sheet

No single link to put on a job post or a careers page

Capabilities

What job application forms does here

Shareable application portals

One public link per role, ready to drop into a job board post, a careers page or a LinkedIn listing.

Custom questions

Ask the screening questions that matter for the role and get answers back as structured fields.

MCQ assessments inline

Attach a multiple-choice assessment to the form so a first competency signal arrives with the application.

Straight into the pipeline

Submissions land in the same workspace that runs screening, ranking and notes — no export step.

Candidate messaging

Acknowledge, update and follow up with applicants from the same place the application lives.

Where it applies

Typical use cases

Replacing a careers@ inbox with a real intake process
Adding a screening question set to a job board posting
Collecting portfolio links, notice periods or salary expectations up front
Running a first-round assessment before anyone reads a resume

Outcomes

What you get out of it

Intake is structured from the first application, not cleaned up afterwards
Disqualifying questions get answered before you invest reading time
One link to maintain instead of an inbox rule and a spreadsheet
Candidates get a real acknowledgement instead of silence

How it runs

The workflow end to end

Build the form

Pick the fields and screening questions the role actually needs.

Share the link

Publish it on the job post, your site or a social listing.

Receive structured applications

Answers, resume and assessment results arrive together against the role.

Screen immediately

Everything is already in the pipeline, so ranking starts without an import.

FAQ

Job Application Forms questions

The questions teams actually ask before they commit.

Do candidates need an account to apply?: No. The application portal is a public link. Candidates submit without signing up, which is what keeps completion rates from collapsing.
Can I add screening questions?: Yes — custom questions and multiple-choice assessments can both be attached to the form, and the answers arrive as structured fields alongside the resume.
Are application pages indexed by search engines?: No. Application and candidate-facing pages carry noindex directives. They are for the people you share the link with, not for search results.