The Problem
Managing job listings on your website creates recurring friction:
- Manual posting: HR copies job listings from ATS to website
- Stale listings: Filled positions remain visible on careers page
- Application disconnection: Website applications don’t flow to ATS
- Formatting inconsistency: Job descriptions vary in structure and presentation
- Duplicate effort: Same information maintained in multiple places
When careers pages are disconnected from recruitment systems, everyone wastes time.
How I Solve It
I integrate careers pages with applicant tracking systems:
ATS Integration
- Taleo for enterprise recruitment
- Greenhouse and Lever for modern ATS
- Custom ATS integration via API
- Workday and other HRIS systems
Job Listing Sync
- Automatic job import from ATS
- Real-time updates when listings change
- Automatic removal when positions close
- Category and department organization
Application Flow
- Website applications route to ATS
- Candidate data captured properly
- Source tracking for recruitment analytics
- Confirmation and follow-up automation
Presentation
- Consistent job listing formatting
- Department and location filtering
- Search and browse functionality
- Mobile-friendly application experience
Need This Solution?
If you're facing similar challenges or want to discuss how I can help implement this for your project, I'd be happy to talk.
Common Integration Scenarios
Enterprise Careers Pages
- Taleo integration for large organizations
- Hundreds of positions organized by department and location
- Complex filtering for geographic and role-based search
- Compliance with accessibility requirements
Growing Companies
- Greenhouse or Lever integration
- Clean, branded careers experience
- Easy-apply functionality
- Employee referral tracking
Multi-Location Organizations
- Jobs organized by office or region
- Location-based filtering and search
- Remote work position handling
- Multiple language support
The Outcome
Job listings stay current without HR intervention. Applications flow directly to ATS for proper tracking. Candidates experience a professional, branded careers page. HR focuses on recruitment rather than content management. Source attribution enables recruitment marketing optimization.
