Everything about Jobbit in one place

JobbitAI helps you prepare a recruitment campaign in three steps. You describe the job and JobbitAI prepares the social media ads, the job page and the application questions. You can review and edit everything before publishing. Once you publish the campaign, applications are collected in the Jobbit platform.

JobbitPRO is a service where our team prepares and runs the recruitment campaign for you. We take care of the ad copy and the creatives, the job page, the application questionnaire and the advertising on social media. Once we publish the campaign, applications are collected in the Jobbit platform.

Jobbit has proved particularly strong when looking for candidates for operational and technical jobs in manufacturing, logistics, transport, hospitality, retail, construction and similar fields. It also works for other jobs where a large enough group of suitable candidates can be reached.

Yes. A campaign can be adapted to one or more locations. When locations or markets differ a lot, it often makes sense to split the campaigns, because the message and the advertising can then be tailored better to each area.

Yes. Jobbit has been used for campaigns in several European markets. As a rule we recommend that the campaign is prepared in the language of the candidates you want to reach.

Yes. After submitting the application the candidate receives a confirmation that their application was received.

In most campaigns the first applications start arriving very soon after the advertising starts, within hours of the campaign going live. The speed and the number of applications depend mainly on the job, the location, the terms of employment, the reputation of the employer and the situation on the labour market.

There are big differences between campaigns. The result depends mainly on the size of the target group, the location, how attractive the offer is, the pay, the working hours, the experience required and many other factors. Jobbit campaigns have on average brought around 50 applications per campaign in the past, but we do not use an average as a guarantee for an individual job.

Beyond the job and the location, the conditions the company offers matter a great deal. Pay, working hours, location, shifts, flexibility, extra benefits and the reputation of the company can noticeably affect both the number and the quality of applications.

A hire cannot be guaranteed, because the final decision always rests with the company and the candidate. Our task is to help you reach as many suitable candidates as possible, and you then run the interviews and choose the person who best matches your expectations.

For each candidate you see their contact details and the answers to the questions they filled in when applying. That way you can judge very quickly whether they meet the key requirements of the job.

Yes. In the platform you can move candidates between the stages of the hiring process and so keep track of who is new, who you have already contacted, who is at the interview stage, who is selected and who does not meet the requirements.

Yes. The platform covers managing candidates through the whole first part of the selection process, including closing or rejecting applications.

Yes. Several members of your team can access candidates and campaigns. You can also add notes to candidates, so everyone involved in hiring shares the same overview of the selection.

No. The price of a campaign is not tied to the number of hires. You can hire any number of people from the candidates who apply through one campaign, with no additional fee.