Job Boards

Job-board distribution exists for roles that need discoverability beyond internal sourcing, referrals, vendor outreach, or direct recruiter activity. It solves the top-of-funnel problem: getting a role in front of qualified people who would not otherwise encounter it through your existing network.

Ovii separates job-board distribution into two different surfaces because the business problem is not always the same. Sometimes the company wants broad public reach through the Ovii marketplace. Other times it wants a controlled, branded employer-owned page that reflects company identity and keeps the traffic tied to the employer brand. Treating both as one generic publish button would remove important control.

Ovii exposes two independent toggles in the promotion workspace: Ovii Job Board and Branded Job Board. They are not mutually exclusive. A recruiter can publish to one, the other, both, or neither depending on the hiring strategy for the role.

The Ovii Job Board toggle controls whether the job is eligible for the public Ovii board experience. That public board supports search, category grouping, featured jobs, and candidate-side filtering. The Branded Job Board toggle controls whether the job appears on the company careers page tied to the company branding slug.

This distinction matters because the visibility rules are different. The public board is marketplace-style discovery. The branded board is company-owned discovery. In both cases, the job must still be in a live state and not expired before it actually appears to candidates.

Use the Ovii Job Board when the role needs broad external visibility. This channel sends the job into the public board experience where candidates can browse by category, search by terms, and filter by employment type, location type, experience band, or recency.

Recruiters should think of this as a demand-generation surface. The role is no longer relying only on direct outreach; it becomes part of the broader candidate-facing catalog. That makes the quality of the job title, description, category assignment, and application route much more important because weak setup now affects a much larger audience.

The toggle is saved directly against the job as publishedToExternalJobBoard. When switched off, the role is removed from the Ovii job board even if the job itself still exists in the ATS. That gives the recruiter a clean way to stop public discovery without deleting the job or disturbing the internal workflow.

The Branded Job Board is the company-specific careers experience. It uses the company branding setup, especially the company URL slug, and shows only the jobs that the recruiter has chosen to publish to that branded surface.

This board serves a different conversion motion from the public Ovii marketplace. A candidate landing here is already engaging with your company specifically, not with the market generally. That means employer branding, page design, tagline, and overall role presentation carry more weight.

The branded toggle is saved independently as publishedToBrandedJobBoard. A recruiter can keep a job on the company careers page while removing it from the wider Ovii public board, or publish to both when the company wants maximum reach plus a consistent branded destination.

Note

The branded board is the better choice when employer identity matters as much as raw reach. It is especially useful for companies investing in a coherent careers presence instead of sending all candidates through a generic job marketplace alone.

Candidate behavior differs slightly by board. On the Ovii public board, candidates browse a broad marketplace with grouped categories, featured roles, search, and filters. On the branded board, candidates browse only the jobs for a single employer, with the company branding layer shaping the experience.

In both flows, the job detail view still matters because that is where the candidate decides whether to apply, save the job, or follow an external application route if the recruiter configured one. The recruiter should therefore treat publishing and application setup as one connected decision, not two separate tasks.

The current product supports both standard logged-in candidate apply behavior and a branded-careers public application path. Logged-in candidates can apply through the normal candidate flow, while the branded-careers stack also supports public resume upload handling for company career-page applications.

Source attribution is one of the main reasons the two boards should be documented separately. Applications that come through the public Ovii board and applications that come through the branded careers path are not treated as the same source in the underlying system.

Public-board applications are associated with the JOB_BOARD_APPLICATION source, while branded-careers public uploads are associated with the BRANDED_CAREER_BOARD source. This distinction is strategically valuable because it lets hiring teams measure whether generic marketplace traffic or company-branded traffic is producing stronger candidates.

Once the application is accepted, the candidate still enters the job workflow in Ovii and can move through the standard pipeline like any other source. That means the board creates top-of-funnel traffic, but the ATS still owns the real evaluation and decision flow.

The right way to judge job-board publishing is not by traffic alone. A high-volume board can still be a weak channel if it creates recruiter noise, low-fit applications, or poor progression through assessment and interview stages.

Recruiters should compare the public Ovii board and the branded board based on real downstream value: shortlist rate, interview conversion, candidate relevance, and overall recruiter effort. Sometimes the public board wins on reach, while the branded board wins on candidate intent and fit. The platform is designed so you can make that comparison deliberately rather than guessing.