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In our 14th Job Board Leaders Roundtable, on 11th September 2025, job board leaders dug into a deceptively simple question: should job boards put job seekers first—and what does that actually look like in practice? Spoiler: treating candidates like customers isn’t a nice-to-have; it’s a growth strategy.
“Without candidates, there is no business.” — roundtable contributor
What we discussed
Business model drives behaviour
Boards that monetise B2C (charging candidates) must deliver a great candidate experience; B2B boards (employer-paid) can drift into treating candidates as commodities. Either way, the consensus was clear: candidate experience now impacts employer ROI through conversion and brand perception.
“Easy Apply” vs. quality
Frictionless flows can backfire if they flood employers with weak applications and create “black-hole” experiences for job seekers. The group advocated easy + smart: hosted applies where possible, better screening, and clearer job data so candidates only apply to roles they can realistically win.
Salary transparency: help or harm?
Transparency generally lifts clicks and apply rates – but only when the numbers are credible. Some markets see understated ranges scare off qualified talent; others see inflated ranges erode trust. Practical takeaway: push for real data, label estimates, and explain ranges to
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