How to Build a Job Board on UniLink (Post Openings and Collect Applications)

Post open roles, collect resumes, and tag applicants in your CRM — all from a link you can share anywhere.

Most small businesses handle hiring through a patchwork of Google Forms, email threads, and LinkedIn DMs. The result is applicants falling through the cracks, slow response times, and no clear view of the pipeline. UniLink gives you a clean, organized hiring presence that fits on one link — shareable in your bio, email footer, or social posts.

This guide shows you how to build a functional job board with separate pages for each role, resume collection, and an organized CRM to track every applicant from first contact to hire.

What a UniLink Job Board Does

The core of the job board is a hierarchy of pages: one main careers page that lists all open positions, and individual job pages for each role with full details and an application form. The main careers page uses the Page List block to display each open role as a clickable card — applicants see the role title, department, and location at a glance, then tap through to the full job description.

Each individual job page contains a Text block with the full role description (responsibilities, requirements, what you offer) and a Form block that collects the application. The form supports file uploads, which means applicants can attach their resume directly without needing to email it separately. When someone submits, you receive an email notification and the applicant's details plus resume are stored in your UniLink CRM, tagged with the position they applied for.

This system scales from two open roles to fifty. Adding a new job takes minutes: create a page, write the description, copy your standard application form, and add the new role to the main Page List. Closing a role is just as simple — remove it from the list or unpublish the page.

How to Get Started

1. Create your main careers page — Sign in to UniLink, click "New Page", and use the slug careers or jobs. Add a Text block at the top with your company name, a brief hiring pitch ("We're building X — join our team"), and your current culture values in 2–3 sentences.
2. Create individual job pages — For each open role, create a separate page. Use a clear slug like jobs-marketing-manager or jobs-senior-developer. On each page, add a Text block with the full job description: role title, team, location (or remote status), key responsibilities (as a bulleted list), required qualifications, nice-to-have skills, and compensation range if you share it.
3. Add an application Form block to each job page — Click "Add Block" → Form. Add these fields at minimum: Full Name, Email, Phone, LinkedIn Profile URL, and a Resume upload field. For the upload, enable file attachment in the Form block settings and allow PDF and Word document formats.
4. Set up CRM tagging per role — In each job page's Form block settings, go to "CRM Options" and add a static tag matching the role: for example, role-marketing-manager. This tag is applied automatically to every applicant who submits through that form, making it easy to filter by position in your contacts list.
5. Enable submission notifications — In Form block settings → Notifications, enter the hiring manager's email address. Every time someone applies, that person receives an instant email with the applicant's details and a link to view the full submission including the uploaded resume.
6. Add a Page List block to the main careers page — Go back to your main careers page, click "Add Block" → Page List. Select the individual job pages you created. Each will appear as a card showing the page title. Customize the card layout to show the role title prominently — update the job page title to include location or type (e.g., "Marketing Manager — Remote").
7. Publish all pages and test — Publish each job page first, then publish the main careers page. Submit a test application on one role to confirm the CRM tag, notification email, and resume upload all work correctly.

How to Use It

1. Share the main careers page link in your bio — Replace any existing "We're hiring" link in your Instagram, LinkedIn, or Twitter bio with your UniLink careers page URL. All open roles are visible from one link without having to update the bio every time a new role opens.
2. Add or close roles quickly — To add a new role, create the job page and add it to the Page List on the main careers page. To close a role, remove it from the Page List (the job page stays saved as a draft for future reference) or set the job page to unpublished.
3. Review applications in the CRM — Go to CRM → Contacts and filter by the role tag (e.g., role-marketing-manager). You see every applicant for that role, their contact details, and a link to their submitted form with the attached resume.
4. Move applicants through your pipeline — Add stage tags manually: stage-phone-screen, stage-interview, stage-offer, stage-rejected. Update each applicant's tags as they move through the process to keep your pipeline visible at a glance.
5. Download all applications for a role — In CRM → Contacts, filter by role tag, then click Export. This produces a CSV with all applicant details. Share it with the hiring manager or HR team who prefers to work in a spreadsheet.
6. Set up a confirmation email for applicants — In the Form block → Notifications → Applicant Email, write a short auto-reply: thank the person for applying, tell them your typical response time, and include a link to your company website or culture page. This small touch improves your employer brand.
7. Use the analytics to evaluate sourcing — Check which job pages get the most visits vs applications. A page with high visits but low form submissions often means the job description is too vague or the requirements are too demanding. Rewrite and retest.

Key Settings Explained

How to Get the Most Out of It

Job descriptions are marketing copy. Most companies write them as internal HR documents and wonder why they attract unqualified candidates or no candidates at all. Structure each job page description the same way you would a product landing page: lead with what makes the role exciting, then cover what the person will actually do day-to-day, and only then list requirements. Put the compensation range in the description — roles without it consistently receive fewer and lower-quality applications.

Use the CRM tagging system as a lightweight applicant tracking system (ATS). You do not need a separate tool for small-team hiring. With tags like stage-interview and role-engineer, you can filter your contacts list to see exactly where each candidate stands. For teams hiring more than five roles simultaneously, export the CRM to a Google Sheet and share it as a collaborative hiring tracker.

The Page List block on your main careers page doubles as a signal of your company's growth. A page showing five or six active roles communicates momentum. Keep the list current — nothing undermines trust faster than applying to a role that was actually filled three months ago. Make closing roles part of your standard post-hire checklist.

If your company hires seasonally or runs internship programs on a regular cycle, keep the job page drafts saved so you can publish them quickly when each cycle opens. The URLs stay the same each year, which means any backlinks or bookmarks from previous cycles still work — and returning applicants can find the role directly without searching again.

Troubleshooting Common Issues