How to attract great talent on JAC

The core problem with most recruitment platforms: they optimise for volume. The more candidates in the database, the better the pitch. The result is that employers sort through hundreds of irrelevant applications to find three worth talking to.

This means the candidate you unlock is not someone who created an account two years ago and forgot. They are actively looking, have current preferences, and have agreed to respond to employer messages.

The numbers: JAC candidates respond to employer initial messages at an 84% rate within 24 hours. The industry average on conventional job boards is under 30%.

The trade-off: you will see fewer candidates on JAC than on a CV database. That is the point. Every profile in your results is a real person who meets your criteria and is looking now.

Your employer profile is visible to candidates before they decide to swipe on your jobs. It influences whether qualified candidates choose to engage with you. Treat it seriously.

The response commitment: During setup, you agree to the JAC 48-hour SLA. This is not optional. Every employer on the platform is held to it. Your employer profile displays your average response time — candidates can see this before swiping. A good response rate is a competitive advantage.

Recommended: add a short video or written note from your hiring team. Candidates on JAC are high-signal — they read employer profiles carefully.

Posting a job on JAC takes 10 minutes and requires more specificity than most platforms. This is intentional — the more specific you are, the better your matches.

What happens after posting: JAC verifies the listing within 2 hours to confirm it is a real, open role. After verification, it enters the matching engine and begins appearing in candidate swipe decks ranked by fit.

Salary transparency note: candidates on JAC are more likely to swipe on roles with a specific salary range than a vague "competitive salary." If you need help setting a range, use the Salary Intelligence tool in your employer dashboard.

JAC's matching engine runs nightly and scores every active candidate profile against every verified open role. Seven dimensions are scored:

1. 1Skills overlap — exact and adjacent skill matches between the job spec and candidate profile
2. 2Seniority fit — the candidate's stated seniority vs the role's level
3. 3Salary alignment — does the candidate's minimum floor fall within the role's salary range?
4. 4Location and remote type — exact match required. No commuting assumptions.
5. 5Verification tier — higher-chevron candidates are shown first on roles that prefer verified profiles
6. 6CRS score — candidate reliability. Higher CRS candidates are surfaced first.
7. 7Preference alignment — the candidate's stated preference for industry, company size, and work type

Candidates only see your role if they score above a match threshold. You only see candidates in your dashboard who scored well against your job spec.

Practical implication: if you are not seeing enough candidates, the most common cause is a salary range mismatch (your range is below what candidates in that market are targeting) or skills that are too narrow. The employer dashboard shows you why matches were excluded.

JAC uses a connection credit model. You do not pay per job post. You pay per candidate you decide to contact.

Annual billing saves 20% on all plans.

Connections do not expire within your billing period. Unused connections roll over for one period only.

Trust tiers in practice: Higher-tier verified candidates (3–4 chevrons) appear in search and recommendations for all plans, but they are more likely to engage with employers who have strong response rate histories. Your employer rating is visible to them before you unlock. Build it carefully.

Everything that could identify the candidate — name, contact details, CV, employer names, LinkedIn — is hidden until you unlock.

The 48-hour clock starts the moment you unlock. You must send an initial message or rejection within 48 hours. The candidate is notified that you have unlocked their profile, so silence will be noticed.

One unlock policy: you cannot re-unlock a candidate in a future billing period without spending another connection. This prevents connection credit abuse and ensures candidates know every unlock is a genuine expression of interest.

The 48-hour SLA is the most important rule on JAC. It is what makes the platform worth anything to candidates — and by extension, what makes it worth anything to you.

Why it exists: The core failure mode of every other hiring platform is employer silence. Candidates apply, then hear nothing for weeks. They apply to hundreds of roles because they expect the ghosting rate to be 90%. This produces high-volume, low-quality candidate behaviour and a race to the bottom.

JAC fixes this by making silence a platform violation with consequences. When candidates know they will hear back within 48 hours, they apply more selectively. More selective applications mean higher-quality engagement. Higher-quality engagement means your time investment as an employer is worth it.

What a good SLA record does: Candidates check employer response rates before swiping. Employers with 95%+ response rates consistently receive more swipes on their listings than those with lower rates, even for identical roles. This is not a soft preference — it is measured and material.

The pipeline board in your employer dashboard is a Kanban-style interface for managing active candidates across your open roles.

Why recording outcomes matters: Every outcome you log (hired, rejected, candidate withdrew) improves the matching engine for your future roles. It also feeds your employer analytics — win rate by candidate source, average time-to-hire, cost per connection credit spent. These numbers matter for planning.

Bulk actions on Scale and Enterprise: You can send a batch rejection to candidates in "New matches" who do not meet your criteria. JAC sends a professional decline template on your behalf, which counts as a response under the SLA. This keeps your response rate healthy without manual effort for every non-match.

Growth (£199/mo, 20 connections): Best for: companies hiring 1–3 roles at a time, or first-time JAC users testing the platform. Limitations: no direct candidate search, recommendations only. No ATS integration. How to maximise it: post highly specific job specs. The narrower your requirements, the better JAC's recommendations. Review your recommendation queue daily and action quickly — good candidates move fast.

Scale (£499/mo, 60 connections): Best for: teams hiring across multiple roles simultaneously, or companies with a dedicated recruiter. Key features: direct candidate search, bulk pipeline actions, advanced employer analytics, priority matching. How to maximise it: use direct search to proactively build a bench of candidates before roles open. JAC allows you to save candidates to a watchlist without unlocking — useful for succession planning.

Enterprise (custom): Best for: companies with 10+ active roles, high-volume hiring, or specific compliance requirements. Key features: unlimited connections, ATS integration (Greenhouse, Lever, Workday), dedicated account manager, custom SLA reporting, white-label options. How to maximise it: the ATS integration is the single highest-leverage Enterprise feature. Candidates move from JAC into your existing process automatically, and outcomes flow back to JAC, continuously improving your match quality.

Upgrading: You can upgrade mid-cycle and your connection allocation is prorated. Downgrading takes effect at the next billing date.