For companies
The listing standard
Every role on The NOD carries the same fields, in the same order, with the same rules. It is the reason a candidate can read five roles in the time one takes anywhere else.
The fields
What every role must carry.
Six fields. A role that is missing any of them cannot be published, and no customer has an exemption.
A salary rangeNot "competitive", not "depending on experience". A range, in the local currency, that you would honour. It is the single largest cause of wasted applications on every other channel.
Five hard requirements, at mostThe things that make an application pointless without them. If you list fifteen, nobody can tell which two matter, so everybody applies and the pile buries the people who qualified.
Nice-to-haves, kept separateAs many as you like, in their own list, clearly labelled. This is where the wish list belongs, and where it stops distorting who applies.
A named owner for repliesA person, not a mailbox. They hold the reply window and their name is on the decline.
A reply windowChosen by you, capped at ten days, published on the role. Seven is the suggested default, roughly five working days.
Employment type and locationIncluding whether remote means remote, and from which countries. Stated once, at the top, not discovered in the third conversation.
Before and after
Two versions of the same role.
Left is what the market currently produces. Right is what the standard requires. The work is the same twenty minutes; the difference is who applies.
What we will not publish
“Competitive salary”Refused at save. There is no field for it.
Fourteen bullet pointsCapped at five. The rest move to nice-to-haves or come out.
“Rockstar”, “ninja”, “family”Not banned, just useless. The fields do not reward it, so it stops appearing.
careers@A person owns the replies, or the role does not publish.
No reply windowThe countdown is public. There is nowhere to hide a role that nobody is reading.
What publishes
€5,500–6,800 / monthA range you would honour, visible before anybody spends an evening on you.
Five requirementsChecked against verified claims, so a candidate can see their own fit before applying.
Eight nice-to-havesIn their own list, doing no damage.
Mikko, engineering leadNamed on the role and on every reply that comes back.
Seven days to replyCounting down in public from the moment the application lands.
Why
What the standard is for.
It looks like a constraint on you. It is mostly a constraint on the flood.
Self-selection replaces screeningWhen the pay and the real requirements are visible, the people who do not qualify do not apply. That is a cheaper filter than any software.
Roles become comparableSame fields, same order, every company. A candidate reads five and decides, instead of reading one and guessing.
Your decline has a reason in itBecause the requirements were specific enough to name one. That is what turns a rejection into something the next application is better for.
The bar stays yoursNothing about the standard tells you who to hire. It tells you what to publish before you decide.
Free to post, in every market we open.
However many roles you run. Nothing is billed until somebody agrees to meet you.