Send us a job opening

Why paste the job description instead of uploading it?

Pasting works for everyone without an account, so it is the simplest option. Uploading a file requires a private sign-in, because attachments often contain internal details such as pay bands, reporting lines or site names. The sign-in keeps those files out of public form traffic and tied to a verified person.

Both routes reach the same team and start the same conversation. Choose whichever is easier for you. If your description lives in a formatted document with tables, an upload keeps that structure. If it is a few paragraphs in an email, pasting is quicker.

If you start an upload and decide not to sign in, you can return to the form and paste the text instead. Nothing you have typed is sent until you submit.

What do we do with your job description?

We read it against what the market actually looks like for that role and location. We note which requirements will shrink the pool, which duties are missing and where the title may confuse candidates. Then we bring those notes to a calibration call so the brief we search against reflects the real job.

Job descriptions are often written for a different moment. A posting copied from a previous hire may list a credential nobody checks, or leave out a shift pattern that will decide who applies. Reading it with you first avoids searching for the wrong person.

We do not publish your description anywhere. It is used to brief the search, and the way we describe the role to candidates is agreed with you.

Is your job description kept confidential?

Yes. Uploaded files sit behind a private sign-in and are used only for your search. Pasted text is handled the same way once received. If you mark the search confidential, candidates hear about the role without your company name until you approve sharing it, and the description itself is never sent to them unedited.

Confidential searches are common in data center operations. A site lead may be leaving quietly, or a new campus may not be public yet. Tell us on the call how the role may be described and which employers are off limits.

What if your job description is out of date?

Send it anyway. An imperfect description still tells us the systems, the team and the expectations, and the calibration call fills the gaps. Many hiring managers find that talking through an old description is the fastest way to write a new one, and we can share a revised brief with you afterward.

Be ready to discuss what has changed since it was written: new equipment, a different reporting line, a changed shift rotation or a pay range that moved. Those details shape who we approach.

If you have no written description at all, use the main request form instead. It asks for the role, location and urgency and lets us build the brief together.

How should you prepare a job description for a data center search?

Lead with the work rather than a list of requirements. Describe the site, the systems, the authority the person will hold, the shift pattern and who they report to. Then split true requirements from preferences. A short honest description outperforms a long one copied from a previous posting or a generic template.

Data center candidates read descriptions closely. An engineer will notice if the systems listed do not match a real site, or if the description asks for every credential at once. Vague or inflated descriptions make strong people assume the employer does not understand the role.

Include the pay range if you can. Many working candidates will not engage without one, and an honest range signals a serious employer. If you cannot publish it, tell us privately so we can answer candidate questions accurately.

Note anything unusual about the site, such as remote location, travel between campuses, security clearance or a facility still under construction. Those details decide who is a realistic fit and are better shared early than discovered at interview.

What does sending a job opening not include?

It does not include posting the job, screening applicants who respond to an advert or sending you every resume we find. Sending a job opening starts a conversation about a direct-hire search. If we agree to work together, terms are set in writing before outreach, and you see only qualified candidates.

If you want an employer brand campaign or a job board strategy, we are not the right partner, and we will say so.

What it does include is a careful read of your description, an honest view of how the market is likely to respond and a calibration call where we agree the brief together. If the search goes ahead, every candidate you meet has been qualified live against that brief, with notes on what we verified and what still needs checking in your own interviews.

You stay in control of every decision. You approve how the role is described, choose who to interview and decide whether to make an offer. Our job is to give you better information and a stronger short list, not to make the hiring choice for you.