Jobs
Requisitions, ads and approvals against a profile that already exists.
Recruitment
One profile. Everyone measured against it.
Write the ad, and Karma extracts the skills it requires. Candidates are then ranked against the same weighted profile you use for internal moves — so an external hire and a promotion are judged on the same scale.
Jobs
From requisition to published ad
A job starts as a requisition against a profile that already exists in Organisation, which means its skills and weights are inherited rather than retyped. Publishing pushes to your own career site and out to LinkedIn and Indeed, and job agents keep watch for candidates who match later.
- Requisitions tied to an approved job profile and pay band
- Skills extracted from the ad text and weighted automatically
- Career-site builder with your own branding
- Publishing to LinkedIn, Indeed and job boards
- Talent pools and job agents for candidates who fit a later role
Open jobs
12
3 published today
Candidates
248
61 in screening
Time to hire
24
days, median
JobStagePipeline
SMSales Manager #38Interviewing34 candidates
FDFrontend Developer #41Screening52 candidates
ITSenior IT Consultant #44Published18 candidates
MAMarketing Assistant #47Draft—
Candidates
A match score you can take apart
Each candidate has an overview, their application, documents, a job-match breakdown and any forms they completed. The match is not a black box — it is the weighted profile scored axis by axis, so you can see which requirement a strong candidate is actually short on.
- Job match scored against the weighted profile, axis by axis
- Pipelines with stages, screening questions and interview scorecards
- Team access per job, so hiring managers see their own pipeline
- Documents and consent handled with a retention deadline
- Rejected candidates deleted or anonymised automatically
MAMichael Ahlstrøm#38-2
82%
Summary · 78%
Strong on B2B sales, pipeline understanding and negotiation. Commercially driven and collaborative; sales leadership and industry fit should be explored further.
RequirementsHighest importance↑ 15 higher (71%)
SkillsHigh importance↑ 17 higher (65%)
ExperienceModerate importance→ same as average (78%)
MotivationLow importance↓ 31 lower (73%)
Culture fitLowest importance↑ 22 higher (71%)
Michael
Pool average
Required skills6 / 7
✓Revenue forecasting
✓CRM (Pipedrive)
✓Territory & account planning
✓B2B SaaS sales
✕People management
✓Danish
Assessments
Test a candidate without buying a test.
The six assessment frameworks in Feedback are not a separate product bolted on the side — Recruitment can run them on applicants. Send DISC, Big Five or Drivers to a shortlist straight from the pipeline stage, and the result comes back on the candidate record next to the job match. Most recruitment systems send you to a test vendor who charges per candidate; here it is already in the licence, however many you send.
- All six frameworks — DISC, Big Five, Enneagram, 16 types, Strengths and Drivers
- Sent from the pipeline stage, with no test portal for the candidate to sign up to
- Results on the candidate record, next to the weighted job match
- No per-candidate fee and no assessment vendor to contract with
- Hire the person and the profile is already on the employee record
Sent
14
this month, 3 jobs
Completed
11
median 12 min
Cost
0 kr
included
MAMichael Ahlstrøm#38-2
DISC · D
DominanceDirect, decisive78
InfluenceOutgoing, persuasive59
SteadinessPatient, consistent44
ConscientiousnessPrecise, analytical55
Natural style
Direct and decisive: sets the pace, pushes for a close and prefers the headline to the detail. Give the detail up front and agree what done looks like.
How it was collected
Sent from the Screening stage and completed in 14 minutes. Consent is stored with the answers, and the profile follows onto the employee record if the candidate is hired.
Available frameworksall six included
✓DISC
✓Drivers
Big Five
Enneagram
16 types
Strengths
Career site
Build the career site yourself, on the same data
The career site is a page builder inside Komma, not a second CMS somebody has to keep in step. Pages are assembled from eighteen section types, and the Jobs section reads the live pipeline — publish a requisition and it is on the site, with no one copying a description across. Your own domain, your own colours, fonts and logo, and any page can be duplicated and translated into the languages you hire in.
Pages
Home Careers Development Marketing Sales About usSystem pages
Job details Job application Job appliedBannerWelcome to our career siteSelected
JobsOpen positions
SMSales ManagerCopenhagen
FDFrontend DeveloperAarhus
ITSenior IT ConsultantRemote
Text & imageWe care about our team
TeamMeet our management team
Job agentBe notified about jobs
Add section
Add section
BannerText & imageGallery
VideoHighlightsTeam
JobsJob agentQuote
MapFAQProcess
DownloadsContact formTabs
DividerIframeCustom code
Styling
FontMona Sans
Logoacme-logo.svg
Languages3
acme.career.kommahr.com/en/home
Cookie consent on
SEO and sharing image set
- Eighteen section types — banner, jobs, team, job agent, FAQ, process, contact form and more
- The Jobs section reads the pipeline, so a published requisition appears by itself
- Your own domain or a subdomain, with SEO tags, favicon and sharing image
- System pages for job details, the application and the thank-you, styled with the rest
- Duplicate a page and translate it, with EU cookie consent handled
What is in it
Recruitment, in full
Skill extraction
Karma reads the ad and proposes the skills and weights it implies.
Job match
A score built from the weighted profile, broken down per axis.
Talent pools
Candidates kept for a later role, with consent and an expiry date.
Career site
Your own site from the editor, published with your branding.
Scorecards
Structured interviews, so two interviewers rate the same things.
See it on your own data.
A 30-minute walkthrough with someone who knows the module — and your org structure, not a demo tenant.