How to post a remote job and hire directly
Remote y Jobs is a flat-subscription remote job board: you write the job ad, candidates apply to you, and nobody charges a placement fee or a percentage of salary. This guide takes hiring managers, HR teams and recruitment agencies from an empty account to a hire in six steps, with screenshots of each stage. Looking for work instead? See how to find and apply for remote jobs.
Who hires on Remote y Jobs
The platform is built for anyone who needs to hire remote talent without a recruiter in the middle: direct employers filling a permanent remote position, HR departments running several openings at once, staffing and headhunting agencies that state openly who they are, and employer-of-record providers hiring on behalf of a client. Job ads can be permanent roles, fixed-term contracts, part-time positions or short freelance gigs, in any country and any timezone.
Post a remote job in six steps
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Register as an employer
Create an account and choose Employer / Job Poster as the account type. Registration is free, takes a minute and asks only for a username, an email address and a password. The free Basic plan is enough to post your first job ads.
Pick the employer account type when you register; you can post your first job ad right away. -
Set up your company profile
Add the company name, type (direct employer, HR department, agency or employer of record), location, logo and a short description. Candidates see this next to every ad, and it becomes your public company page with its own URL that search engines can index. Companies that hire regularly can invite colleagues to the same workspace so the whole team works from one account.
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Write the job ad
The job ad form asks for the role title, a short summary, the full description, keywords and category, the contract term (full-time, part-time, freelance or contract), workload percentage, duration in days, months or permanent, location and the timezones you can work with, required experience, education and languages. Add screening questions for anything you would otherwise ask in a first email and mark the important ones as mandatory. The job ad guidelines list what an ad must contain to be accepted.
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Publish and get found
A published ad appears in the job search immediately, filtered by category, country, timezone, contract term and duration exactly as candidates search. It also gets its own page with JobPosting structured data, so it can show up in Google for Jobs and other job aggregators, and it is listed on your company page.
How your ad appears in search results: title, category, location, contract term and the opening lines of the summary. -
Review applicants
Applications arrive on your dashboard with the candidate's profile, CV, languages, availability date and the answers to your screening questions. Move each application through its status, message the candidate inside the platform without exchanging email addresses first, and keep private notes on each one. Nothing is auto-rejected: a person on your side reads every application and decides.
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Hire, then close the ad
Agree terms with the candidate directly; the platform is not a party to the contract and takes no share of it. Close the ad when the role is filled and tell the other applicants, as the Code of Conduct asks. Good candidates you did not hire this time can be invited to a talent pool for the next opening.
Hiring remote contractors and freelancers
Remote y Jobs is not only for permanent remote positions. Because every ad carries a contract term, a workload percentage and a duration, it works equally well for a six-month contract, a part-time engagement or a short freelance project. Candidates filter on exactly these fields, so a contractor looking for a three-month engagement at 50% workload finds your ad, and someone who only wants permanent employment does not waste your time. Agencies placing contractors can run the same workflow and mark their ads as agency postings.
Beyond a single job ad
Search candidates
Look for people by keyword, location, timezone, experience and education instead of waiting for applications. Only candidates who chose to be visible appear.
Build talent pools
Keep good candidates for the next role in pools they have agreed to join, with shortlists and shared notes for your team.
Work as a team
Invite colleagues to the company workspace, share notes and reminders, and group job ads by project or client.
Sync your career site
Import open positions from a public Workday career site and keep them up to date automatically, every day.
These tools depend on your plan. The free Basic tier covers up to three active ads and standard candidate search; the Power tier raises the limit and adds a verified company profile and team members; the Pro tier adds unlimited ads, talent pools, shared team notes and project-based groupings. Compare them on the employer subscription plans page, or see the full features overview.
What makes a remote job ad work
- Say where the work can be done. "Remote" plus the countries or timezones you can hire in.
- Give the working hours. Candidates filter on timezone overlap before they read anything else.
- Be clear about the contract. Employment or contract, full-time or part-time, and for how long.
- Show the pay range. Ads with a salary or day-rate range get applications from people it suits.
- Mark languages as mandatory or preferred. It saves both sides a wasted application.
- Use screening questions instead of a long wish list. Two specific questions tell you more than ten bullet points of requirements.
Frequently asked questions about hiring
- How much does it cost to post a remote job?
- The Basic plan is free and allows up to three active job ads, which is enough for most small teams. Paid plans raise the limit and add team accounts, saved candidate searches, talent pools and project groupings. There is never a fee per hire.
- Do you charge a commission or placement fee when I hire someone?
- No. Pricing is a flat subscription. Hiring one person or ten costs the same, and nothing is taken from the candidate's salary or day rate.
- Can I hire freelancers and contractors, not only employees?
- Yes. Every ad states a contract term (full-time, part-time, freelance or contract), a workload percentage and a duration in days, months or permanent, so contractors and B2B freelancers can see at a glance whether the engagement fits them.
- How long does a job ad stay online?
- A new ad is valid for 90 days by default. You can close it earlier from your dashboard the moment the role is filled, and reopen or repost it later.
- Can agencies and recruiters post jobs?
- Yes, as long as the company profile says it is an agency and the ads follow the job ad guidelines. Agencies get the same tools as direct employers.
- Can I import jobs from our career site?
- If your company uses a public Workday career site, connect it from the company page. Open positions are imported, refreshed daily and closed when they leave your site. Imported ads do not count toward your plan's job limit.
- Who can see candidate profiles?
- Candidate search requires a logged-in employer account, and only candidates who have not switched on stealth mode appear. Candidates are added to talent pools with their consent.
- How do I take a job ad down?
- Close it from the job page or your dashboard. A closed ad disappears from search straight away.