Creating your first job

Part 1: Set up your job and hiring stages

Creating a job on Goodfit takes just a few minutes. This guide walks you through the entire flow — adding job details, setting up hiring stages, and then publishing and inviting candidates.

The 3 stages of creating a job

Every job on Goodfit is set up in three stages:

1. Details — title, experience, location, job description, skills, and integrations
2. Hiring Stages — the assessments candidates will go through
3. Publishing — going live and getting your shareable link

Step 1: Start a new job

There are two ways to begin:

• Use the Create New Job shortcut from the top of the dashboard, or
• Go to the Jobs section and click Create Job

Step 2: Add job details

Fill in the basics:

• Job title — e.g., Talent Acquisition
• Experience — e.g., 2–5 years
• Workplace type — Remote, Hybrid, or On-site
• Location — e.g., Delhi (required for Hybrid or On-site)

Then add your job description. You have two options:

• Paste your existing JD directly into the field, or
• Use JD via AI — give Goodfit a short prompt and it will generate a JD for you. The better your prompt, the better the JD.

💡 Tip: A good AI prompt looks like this — "Looking to hire a Talent Acquisition lead for a Series A SaaS startup. The main requirement is to hire and fill our technology team."

Step 3: Add skills, tools, and tags

• Skills & tools — Goodfit can auto-generate these based on the JD, or you can add them manually. Edit freely to match your actual tech stack (e.g., swap Greenhouse for Lever, add Slack).
• Tags — These are internal notes just for you. They won't be visible to candidates or on the job page.

Step 4: Set up hiring stages

Hiring stages are the assessments candidates go through. Goodfit supports four assessment types, plus a screening form:

• Screening form — A customizable application form (like a Google Form). Use it to collect a resume + LinkedIn, or build a full custom form with your own questions.
• Skill-based assessment — Role-specific assessments (MCQ, audio, video). Pick from Goodfit's library (e.g., English Language Proficiency, HR/Recruitment assessments) or create your own.
• AI Video Interview — A fully conversational, video-based interview run by AI. Questions and competencies are auto-generated based on your job details.
• Psychometric test — Standard behavioral assessments. Choose from DISC, Work Values, Emotional Intelligence, Big 5, or MBTI.
• Coding test — For technology roles (engineer, developer, etc.).

You can reorder stages by dragging them — for example, put the skill-based assessment before the language test.

Step 5: Customize the AI Video Interview (optional)

When you add an AI Video Interview stage, Goodfit automatically generates competencies and questions based on your JD. For example, for a Talent Acquisition role you might see competencies like Technical Sourcing, Full-cycle Recruitment, and Hiring Manager Partnership.

For each competency, you'll see:

• A primary question and a follow-up question
• An ideal response — used by the AI to evaluate candidate answers
• Adjustable weightages that auto-align across competencies

You can also:

• Add new competencies and questions
• Edit any auto-generated question
• Select multiple languages for the interview
• Customize the AI interviewer's voice (gender)
• Set custom icebreaker questions

Note: Psychometric assessments are standardized and cannot be edited.

Part 2: Auto-rejection, publishing & inviting candidates

Step 6: Set auto-rejection cut-offs (optional)

At each stage, you can set a cut-off score to automatically reject candidates who don't meet the bar. This is especially useful for bulk recruitment — for example, campus hiring with an aptitude test as the first round.

Example: if an MCQ assessment has 27 questions, you can set the cut-off at 20. Anyone scoring below is automatically rejected.

Note: Every assessment supports cut-off scores except psychometric tests, which are behavioral and don't have a pass/fail bar.

Sharing scores with candidates (optional)

Each scored stage has a Share score with candidate switch under its rules. When it is on, candidates see that stage's score (or their language level) on their final screen once the process ends. They never see the cut-off, and never a pass or fail label. Psychometric stages have no score to share, so the switch is not offered there.

Step 7: Publish the job

Once your stages are ready, it's time to publish. You'll choose between two visibility options:

• Public — Anyone with the link can start the assessment directly. Many customers embed this on their careers page so candidates can apply and attempt the interview right there.
• Private — Only candidates you invite (by email or resume upload) can attempt the assessments.

You can also configure:

• Multiple retakes — Allow candidates to retake assessments if needed
• Email reminders — 3 email reminders are enabled by default
• WhatsApp reminders — Optional, great for Indian markets where response rates are higher
• Automated voice reminders — Phone call reminders that tell the candidate they're shortlisted and prompt them to check email

Step 8: Invite candidates

Once published, you'll get:

• A unique job application URL you can share on email, LinkedIn, WhatsApp, Telegram, or anywhere else
• A direct email invite option — paste a list of email addresses and start inviting
• Talent pool recommendations — Goodfit automatically suggests candidates from your existing talent pool who could be a good fit for this role

Step 9: Track candidates through the pipeline

Click Job Status (or View Candidates) to open the Kanban board for your job. You'll see stages like:

1. Prospect — candidates added but not yet invited
2. Invitations — candidates who've been invited to attempt the assessment
3. Application form
4. Skill-based assessment
5. Language proficiency test (e.g., CEFR English)
6. AI Video Interview
7. Psychometric assessment
8. Good Fit / Poor Fit — automatic classification based on how the candidate performs across stages

From here, you can schedule video interview calls with shortlisted candidates, add custom stages, or set up automations — like auto-rejecting below a score, or automatically scheduling 2nd and 3rd round calls.

💡 Tip: Don't worry about getting everything perfect upfront. You can always come back and edit the job, tweak stages, or change cut-offs later.

We're constantly adding new capabilities to the platform — keep an eye on the help center for updates.

Related articles:

• What is Goodfit?
• How do we add candidates?
• Set up your company careers portal
• Team & Permissions