# Join

> Join is the applicant tracking system (ATS) for European SMB hiring: post to 250+ job boards, draft inclusive job ads in six languages, and run structured interviews.

Join (legal name JOIN Solutions AG, founded 2018, headquartered in Pfäffikon, CH) helps small and mid-sized teams across the DACH region, France, and Spain hire faster. Trusted by 20,000+ companies. This file indexes the site's durable reference content: product pages, the hiring blog, the recruiting glossary, customer stories, and downloadable employment-contract and job-description templates. Time-bound campaign pages are omitted by design.

## Product

- [Join: the ATS for SMB hiring](https://join.com/en): Post to 250+ job boards, draft inclusive ads in six languages, run structured interviews. Built for SMB hiring teams in DACH, France, and Spain.
- [Features: recruiting software for SMB hiring teams](https://join.com/en/features): Multipost to 250+ job boards, screen with AI, schedule interviews, close offers. Every tool an SMB recruiter needs, all integrated, in one platform.
- [Pricing: simple plans for SMB recruiters](https://join.com/en/pricing): €20 per job, per month. Unlimited users and candidates, month-to-month, no markup on paid boards. Start free for 14 days, no credit card.
- [About Join: modern hiring software for SMB teams](https://join.com/en/about): Join is the applicant tracking system built for SMB hiring teams. Learn about our mission, our team, and how we got here.
- [Careers at Join: build hiring software with us](https://join.com/en/careers): Join is hiring engineers, designers, marketers, and customer success across Berlin, Barcelona, Poznań, and Switzerland. See why we work the way we do.
- [Contact Join: talk to sales, press, partnerships, or support](https://join.com/en/contact): Send Join a message and get a reply within one business day. Direct paths for support, security disclosure, and system status.

## Solutions and other pages

- [Applicant tracking system (ATS) for SMB hiring teams](https://join.com/en/applicant-tracking-system): Join is the applicant tracking system for SMB hiring. Post jobs, screen applicants, run interviews, and send offers in one place. Free to start.
- [Join: book a demo](https://join.com/en/book-a-demo): Book a personalized Join demo. See how to post to 250+ job boards, screen candidates faster, and run hiring in one place, shaped around how your team hires.
- [Data processing agreement](https://join.com/en/dpa): Join's Data Processing Agreement covering processor obligations, technical and organisational measures, and the list of subprocessors. Version 2.0.
- [Candidate communication: Email templates & unified inbox](https://join.com/en/features/candidate-communication): A unified candidate inbox. Pre-written templates, merge fields, scheduled sends, and reply-to forwarding so candidate replies land in the recruiter's own email.
- [Candidate profiles: Every candidate, one page](https://join.com/en/features/candidate-profiles): CV, parsed fields, answers, history, notes, scorecards — every candidate on one page. Searchable, GDPR-compliant, no duplicate profiles.
- [Careers page builder: Branded hiring site](https://join.com/en/features/careers-page-builder): Build a branded careers page in minutes. Your logo, your colours, mobile-ready job listings, Google for Jobs indexed, no developer required.
- [Integrations: Public API, Zapier, Make, webhooks](https://join.com/en/features/integrations): Plug Join into your HRIS, payroll, or BI stack. Native Zapier and Make apps, a public REST API with personal access tokens, and webhooks shipping soon.
- [AI interview notetaker: Auto notes, transcripts & summaries](https://join.com/en/features/interview-notetaker): AI notetaker joins your Zoom, Teams, or Meet interview. Real-time transcription in 30+ languages, structured summary mapped to your scorecard, EU storage.
- [AI Job Description Generator: Write job ads in minutes](https://join.com/en/features/job-description-generator): Generate job descriptions in minutes with AI. Pick a role, set requirements, and Join drafts an inclusive, search-optimised job ad ready to publish.
- [Multiposting: Post one job to 250+ job boards](https://join.com/en/features/multiposting): Multiposting for SMB hiring teams. One job, 250+ paid boards plus 10+ organic. Quick Apply on 7 major boards brings up to 3x more applications.
- [Candidate notes: Hiring team collaboration](https://join.com/en/features/notes): Add notes on every candidate, @-mention teammates, keep the hiring conversation on the profile. One source of truth, not scattered across chat threads.
- [Offer management: Send offers, track responses](https://join.com/en/features/offer-management): Send the offer from the candidate's profile by email. Candidate accepts or rejects in one click; the response lands on the profile and moves the stage.
- [Hiring pipeline: Kanban candidate management](https://join.com/en/features/pipeline): See every candidate, every stage, every role at a glance. Drag-drop to move people forward. Custom stages per job, bottleneck alerts, one shared view.
- [Programmatic job advertising & managed campaigns](https://join.com/en/features/programmatic-jobs): Boost your jobs on Indeed, LinkedIn, and StepStone with self-serve programmatic, or hand hard roles to Join's managed team with a CPA guarantee.
- [Recruiting analytics: Funnel, source-of-hire, board ROI](https://join.com/en/features/recruiting-analytics): Hiring metrics that don't lie. Funnel conversion, time-to-hire, source-of-hire, cost-per-hire per board. Shipping this quarter; current scope below.
- [Recruitment automation: Auto-email, auto-tag, auto-stage](https://join.com/en/features/recruitment-automation): Automate the repetitive: auto-email on stage move, auto-tag by source, auto-progress when knockouts pass. Recruiters spend time on people, not admin.
- [Roles & permissions: Per-job access control](https://join.com/en/features/roles-permissions): Two-tier role model: three company-wide roles, three per-job roles. Only people on a job's team see it and its candidates. Simple to set up, easy to change.
- [Interview scheduling: Self-serve booking links](https://join.com/en/features/scheduling): One-click interview scheduling for SMB recruiters. Candidates pick from your team's open slots, calendar invites send automatically, no email tag.
- [Interview scorecards: Structured hiring decisions](https://join.com/en/features/scorecards): Define what 'good' looks like before the interview. Every interviewer rates the same criteria on the same scale, so feedback is consistent and comparable.
- [Application screening: Knockout questions on the form](https://join.com/en/features/screening): Set knockout questions on your application form so candidates who fail a must-have are rejected automatically, no review time spent. Logged, and reversible.
- [Sourcing extension: Save LinkedIn profiles to Join](https://join.com/en/features/sourcing-extension): Chrome extension for SMB recruiters. Save LinkedIn candidate profiles straight into your Join pipeline or talent pool with one click.
- [Talent pools: Private candidate CRM](https://join.com/en/features/talent-pools): Every candidate in your private talent pool, automatically. Tag by skill, location, education. Re-engage when the next role opens, with consent intact.
- [ATS for clinics, dental & wellness practices](https://join.com/en/industries/healthcare): Join is the ATS for clinics, dental practices, and wellness centres. Specialty-aware screening, shift-friendly scheduling, audit trail built in.
- [Recruiting software for restaurants, hotels & cafés](https://join.com/en/industries/hospitality): Join is the ATS for hospitality teams. Multiposting to local boards, mobile-first applications, shift-friendly scheduling, month-to-month pricing.
- [ATS for consulting, law, accounting & agencies](https://join.com/en/industries/professional-services): Join is the ATS for professional services firms. Specialty-aware screening, partner-friendly scheduling, pipelines built for episodic hiring.
- [Recruiting software for retail teams](https://join.com/en/industries/retail): Join is the ATS for retail teams. Multiposting to local job boards, mobile-first applications, and high-volume pipeline management for stores of any size.
- [ATS for startups](https://join.com/en/industries/startups): Recruiting software for startups and SaaS teams. Multiposting, knockout screening, one-link scheduling for engineering, design, and GTM roles.
- [Job advertising software: reach every candidate](https://join.com/en/job-advertising): Job advertising software for SMB hiring teams. Multipost one job to 250+ boards, run programmatic campaigns, and build a careers page that ranks. Free to start.
- [250+ job boards: post to every board in one click](https://join.com/en/job-boards): Post to 250+ premium and 15+ free job boards across Europe in one click. Indeed, LinkedIn, StepStone, XING and more — all from one tool.
- [Use cases: how teams hire with Join](https://join.com/en/use-cases): Whether you're making your first hire, replacing spreadsheets, or filling 50 roles at once, see how European SMB teams hire with Join.
- [Collaborative hiring software for recruiters and managers](https://join.com/en/use-cases/collaborative-hiring): Get recruiters and hiring managers on the same pipeline. Shared scorecards, candidate notes, and unlimited seats, so hiring decisions are fast and fair.
- [Making your first hire? The ATS built for founders](https://join.com/en/use-cases/first-hire): Hiring your first employee with no recruiter and no HR team? Post to 250+ job boards and manage every applicant in one place. Free to start.
- [High-volume hiring software for teams and agencies](https://join.com/en/use-cases/high-volume-hiring): Filling dozens of roles? Multipost at scale, auto-screen with knockout questions, and run every pipeline with unlimited seats. See how it works.
- [Hire faster: cut your time-to-fill with Join](https://join.com/en/use-cases/hire-faster): Roles open too long? Cut time-to-fill with one-click multiposting, knockout screening, and self-service interview scheduling, all in one ATS. Start free.
- [Stop tracking candidates in spreadsheets: switch to Join](https://join.com/en/use-cases/replace-spreadsheets): Still hiring in Excel and email? Move to one shared pipeline in an afternoon. Import your candidates, post jobs, and never lose an applicant again.

## Blog

Index: /en/blog

- [ATS vs recruiting CRM: which does an SMB need?](https://join.com/en/blog/ats-vs-recruiting-crm): What an ATS and a recruiting CRM each do, why most SMBs need the ATS first, and the signals that tell you a talent CRM has finally earned its place.
- [Reference checks: questions that work, questions that don't](https://join.com/en/blog/reference-checks-questions-that-work): Reference checks are either theatre or signal. Here's the question set that produces signal, the legal frame, and when to skip the call entirely.
- [The hiring screen: knockout questions first, deep CV read second](https://join.com/en/blog/screening-knockout-questions-then-deep-read): Most teams burn the wrong attention on the wrong CVs. Filter on hard facts first, then spend real time on the qualified pool.
- [Structured interviews: questions that predict performance](https://join.com/en/blog/structured-interviews-questions-that-predict): Twenty-five years of research says structured beats unstructured by a wide margin. Here's the framework and the questions, in plain language.
- [Writing job ads with AI: prompts that work and pitfalls to avoid](https://join.com/en/blog/writing-job-ads-with-ai): Where AI earns its keep drafting a job ad, where it quietly hurts, and where it should stop being used. A short field guide for SMB recruiters.
- [Best job sites in Spain: 12 platforms for hiring in 2026](https://join.com/en/blog/best-job-sites-in-spain): Twelve Spanish job boards we route to at Join. Generalist, tech, executive, remote. What each one is built for and when to combine them.
- [Best job sites in Switzerland: 15 platforms for hiring in 2026](https://join.com/en/blog/swiss-job-sites): Fifteen Swiss job boards we route to at Join. Generalist, tech, regional, healthcare, executive. What each one is built for and when to combine them.
- [LinkedIn vs. Indeed: which platform fits which hiring problem](https://join.com/en/blog/linkedin-vs-indeed): LinkedIn vs Indeed for SMB recruiters: which platform fits which role, the Quick Apply lift, and the routing patterns we see at Join.
- [Indeed or Stepstone: which platform fits which role](https://join.com/en/blog/indeed-or-stepstone): Indeed vs Stepstone for DACH recruiters: where each platform wins, the Quick Apply lift, and the routing patterns we see at Join.
- [Hiring software should respect the size of your company](https://join.com/en/blog/hiring-software-respect-company-size): Most ATS tools are built for procurement teams at enterprise scale. A 30-person company moves differently, and the software should reflect that.
- [Best job sites in Germany: 20 platforms for hiring in 2026](https://join.com/en/blog/german-job-sites): Twenty German job sites we route to at Join. Generalist, tech, start-up, regional, executive. What each one is built for and when to pair them.
- [Best job sites in the Netherlands: 8 platforms for hiring in 2026](https://join.com/en/blog/best-job-sites-in-netherlands): Eight Dutch job sites we route to at Join. Generalist, IT, executive, expat. What each one is built for and when to combine them.
- [Best job sites in France: 18 platforms for hiring in 2026](https://join.com/en/blog/the-best-job-sites-in-france): Eighteen French job sites we route to at Join. Generalist, tech, executive, finance, sector-specific. What each one is built for and when to combine them.
- [How to write a job description that actually gets applications](https://join.com/en/blog/how-to-write-job-description-applications): Most job descriptions read like internal HR notes. Six concrete moves that get qualified applicants to click apply instead of scroll past.
- [Best free job boards: 12 platforms that actually work in 2026](https://join.com/en/blog/best-free-job-boards): Twelve free job boards we route to at Join. What each one is built for, where free beats paid, and when free stops being enough.
- [The EU AI Act for small recruiting teams: a plain-language checklist](https://join.com/en/blog/eu-ai-act-recruiting-checklist): What the EU AI Act actually requires of small hiring teams, in plain language. Five questions to ask any ATS vendor before you sign.
- [AI as assistant, not as decision: a framework for SMB recruiters](https://join.com/en/blog/ai-as-assistant-not-decision): Where AI helps in hiring, where it doesn't, and the line we won't cross at Join. A short framework for evaluating AI features in any recruiting tool.
- [Five hiring metrics that beat time to hire](https://join.com/en/blog/time-to-hire-vanity-metric): Time to hire averages across roles and rewards rushing. Five measures that predict hiring outcomes better, ordered from lead to lag.
- [Bender: the Slack bot at the heart of our CI/CD](https://join.com/en/blog/bender-ci-cd-slack-bot): How Join's engineering team built Bender, a Slack-powered bot that runs our CI/CD pipeline from pull request to production.

## Recruiting glossary

Index: /en/glossary

- [Active candidate](https://join.com/en/glossary/active-candidate): An active candidate is someone currently looking for a job — sending applications, updating their LinkedIn, reading job boards. The opposite of a passive candidate.
- [AGG (Germany)](https://join.com/en/glossary/agg): AGG (Allgemeines Gleichbehandlungsgesetz) is Germany's anti-discrimination law. It governs what you can and cannot ask, mention, or weigh in a hiring decision in Germany.
- [AI bias in hiring](https://join.com/en/glossary/ai-bias-in-hiring): AI bias in hiring is the tendency of machine-learning models to reproduce — and sometimes amplify — patterns of discrimination from the data they were trained on. The reason 'AI fairness in hiring' is a research field, not a checkbox.
- [AI candidate matching](https://join.com/en/glossary/ai-candidate-matching): AI candidate matching scores how well a candidate fits a specific role by comparing CV signals (skills, experience, seniority) to the role's requirements. The mechanism behind 'AI screening' and 'AI sourcing.'
- [AI in recruiting](https://join.com/en/glossary/ai-in-recruiting): AI in recruiting is the use of machine-learning models in hiring — for screening, sourcing, scheduling, candidate matching, and rejection. Most ATS platforms now ship some form of it; the question is which parts are useful.
- [AI screening](https://join.com/en/glossary/ai-screening): AI screening uses machine-learning models to score applications against role criteria — surfacing strong matches and demoting weak ones for human review. Faster than manual CV review, but only as good as the criteria it scores against.
- [AI sourcing](https://join.com/en/glossary/ai-sourcing): AI sourcing uses machine-learning models to find candidates outside your application pipeline — searching LinkedIn, GitHub, public profiles, and your existing talent pool to surface people who match a role. Outbound, not inbound.
- [Applicant tracking system](https://join.com/en/glossary/applicant-tracking-system): An applicant tracking system is software that collects job applications, keeps them in one place, and helps a hiring team move candidates through stages.
- [Applicants per hire](https://join.com/en/glossary/applicants-per-hire): Applicants per hire is the ratio of total applications received to hires made for a role. Reveals how selective your process is and how well your top-of-funnel is performing.
- [Application completion rate](https://join.com/en/glossary/application-completion-rate): Application completion rate is the percentage of candidates who start the application form and finish it. The clearest top-of-funnel leak metric; sub-50% rates usually point at form length or unnecessary fields.
- [Application form](https://join.com/en/glossary/application-form): An application form is the structured form a candidate fills out to apply for a role — fields like name, contact, CV upload, and any role-specific questions. The single biggest leak point in most SMB hiring funnels.
- [Apprenticeship](https://join.com/en/glossary/apprenticeship): An apprenticeship is a multi-year hybrid of formal training and paid work — common in Germany (Ausbildung) and increasingly elsewhere in Europe. Builds a candidate from school-leaver to qualified worker, paid throughout.
- [Asynchronous work](https://join.com/en/glossary/asynchronous-work): Asynchronous work is a style where teammates don't need to be available at the same time — decisions happen in writing, with response windows of hours or days instead of minutes. Required for genuinely distributed teams; useful for any team.
- [Automated rejection](https://join.com/en/glossary/automated-rejection): Automated rejection is a rejection email sent without manual review — typically triggered by a knockout question, a stage move, or an AI-screening score below threshold. Faster than silence, riskier than written-by-human.
- [Background check](https://join.com/en/glossary/background-check): A background check is verification of facts a candidate stated about themselves — identity, work history, education, sometimes criminal record. Done with the candidate's consent.
- [Bar raiser](https://join.com/en/glossary/bar-raiser): A bar raiser is a trained interviewer outside the hiring team with veto power on a hire. Popularized by Amazon. The role exists to keep the hiring bar from drifting as a team scales.
- [Behavioral interview](https://join.com/en/glossary/behavioral-interview): A behavioral interview asks the candidate to describe specific past situations — what they did, with whom, what happened. The idea: past behavior predicts future behavior better than hypotheticals do.
- [Blind hiring](https://join.com/en/glossary/blind-hiring): Blind hiring removes identifying information — name, photo, school, age — from applications during early review. The goal is to reduce unconscious bias in screening before interviews.
- [Blue-collar worker](https://join.com/en/glossary/blue-collar-worker): A blue-collar worker does manual or skilled-trade work — production, logistics, construction, care, hospitality. A huge share of hiring, and the part most ATS workflows are built badly for.
- [Boolean search](https://join.com/en/glossary/boolean-search): Boolean search uses operators (AND, OR, NOT, quotes, parentheses) to narrow LinkedIn or Google searches for candidates. The core sourcing skill — and the only one that consistently produces matches no one else found.
- [Boomerang employee](https://join.com/en/glossary/boomerang-employee): A boomerang employee is a former employee you rehire after they left. Known quantity, faster ramp, lower risk — if you understand why they left and what changed.
- [C-level](https://join.com/en/glossary/c-level): C-level is the executive tier — the 'Chief …' roles (CEO, CFO, CTO, CPO) that own a whole function and answer to the board. Hiring them is executive search: equity-heavy comp, long timelines, board involvement.
- [Candidate experience](https://join.com/en/glossary/candidate-experience): Candidate experience is how a candidate feels about your company from the moment they read your job posting to the moment they hear yes or no.
- [Candidate persona](https://join.com/en/glossary/candidate-persona): A candidate persona is a structured description of the type of candidate you're trying to attract for a role — background, motivations, channels, objections. Borrows the concept from marketing personas; applies it to sourcing and posting.
- [Career page](https://join.com/en/glossary/career-page): A career page is the public web page on a company's site that lists open roles and lets candidates apply. The first impression most candidates have of an employer.
- [Chief people officer](https://join.com/en/glossary/chief-people-officer): The chief people officer (CPO) is the executive owner of HR, talent, and culture across the company. The C-suite seat for people — typically appearing in companies past 200-300 employees.
- [Coffee chat](https://join.com/en/glossary/coffee-chat): A coffee chat is an informal, low-stakes 30-minute conversation early in the recruiting process — used to introduce a candidate to the team, surface mutual fit, and decide whether to start the formal process.
- [Collaborative hiring](https://join.com/en/glossary/collaborative-hiring): Collaborative hiring brings the whole team into the hiring process — peer interviews, shared decisions, distributed assessment — rather than running it as a recruiter-and-manager-only function.
- [Conversational AI in recruiting](https://join.com/en/glossary/conversational-ai-in-recruiting): Conversational AI in recruiting is chatbots and assistants that handle candidate-facing conversations — answering FAQs, collecting application data, scheduling interviews, sending status updates. Always live, in the candidate's language.
- [Cost of vacancy](https://join.com/en/glossary/cost-of-vacancy): Cost of vacancy is what an unfilled role costs the business every day it stays open — lost output, overtime, and missed revenue. It's the number that makes slow hiring expensive.
- [Cost per hire](https://join.com/en/glossary/cost-per-hire): Cost per hire is total recruiting spend over a period divided by the number of hires made. The number that turns hiring into a budget conversation.
- [Counter offer](https://join.com/en/glossary/counter-offer): A counter offer is a new offer made by a candidate's current employer when the candidate announces they're leaving — typically a salary increase, sometimes a promotion or expanded scope. Common; usually a bad deal for the candidate.
- [Cover letter](https://join.com/en/glossary/cover-letter): A cover letter is a short written piece a candidate submits alongside their CV — usually one page, explaining why they want this specific role at this specific company.
- [Cultural add](https://join.com/en/glossary/cultural-add): Cultural add evaluates whether a candidate will expand the team's range — perspective, skills, background — rather than match the existing average. The deliberate replacement for 'cultural fit'.
- [Cultural fit](https://join.com/en/glossary/cultural-fit): Cultural fit is the classic criterion of whether a candidate matches a company's existing culture. Useful when it means shared values; a bias engine when it quietly means sameness — which is why many teams replaced it.
- [CV](https://join.com/en/glossary/cv): A CV (curriculum vitae) is the standard document a candidate uses to summarize their work history in Europe. The European equivalent of the American resume — different format, similar purpose.
- [CV parsing](https://join.com/en/glossary/cv-parsing): CV parsing is software extracting structured data — name, contact, skills, work history — from a CV or résumé and mapping it into an ATS's fields automatically, so recruiters don't retype it.
- [Digital nomad](https://join.com/en/glossary/digital-nomad): A digital nomad is someone who works remotely while moving between locations or countries. Great for access to talent — if your payroll, tax, and time-zone setup can actually support it.
- [Diversity hiring](https://join.com/en/glossary/diversity-hiring): Diversity hiring is the practice of widening the candidate pipeline to include groups underrepresented in your current team — without lowering the hiring bar. The pipeline widens; the bar holds.
- [Employee referral](https://join.com/en/glossary/employee-referral): An employee referral is a candidate introduced by a current employee. Consistently the highest-quality and lowest-cost source of hire in most companies, and most under-invested-in at SMB scale.
- [Employee resource group](https://join.com/en/glossary/employee-resource-group): An employee resource group (ERG) is a voluntary, employee-led group built around a shared identity or experience — women in tech, parents, LGBTQ+ — to support members and shape company policy.
- [Employee value proposition](https://join.com/en/glossary/employee-value-proposition): An employee value proposition (EVP) is the deal you offer people for working at your company — pay, growth, culture, flexibility — stated as a promise you can actually keep.
- [Employer branding](https://join.com/en/glossary/employer-branding): Employer branding is the reputation your company has as a place to work — built from what employees say and what candidates experience in your hiring process.
- [Employment contract](https://join.com/en/glossary/employment-contract): An employment contract is the legal agreement between employer and employee — role, compensation, working time, notice, governing law. Required in writing across most of Europe.
- [Entry-level](https://join.com/en/glossary/entry-level): Entry-level roles target people with 0–2 years of experience — graduates, junior hires, career-changers. The defining challenge: screening for potential when there's no track record to read.
- [Equal opportunity](https://join.com/en/glossary/equal-opportunity): Equal opportunity in hiring is the principle that every candidate is evaluated on their ability to do the role, not on protected characteristics. A legal requirement across the EU; a stated commitment in most companies.
- [Equity grant](https://join.com/en/glossary/equity-grant): An equity grant is an offer of ownership in the company — usually stock options or VSOPs — as part of a compensation package. Vests over time, typically 4 years with a 1-year cliff. Common in EU startups; rare in non-tech SMBs.
- [EU AI Act in HR](https://join.com/en/glossary/eu-ai-act-in-hr): The EU AI Act classifies AI used in employment decisions (screening, ranking, monitoring) as high-risk. Risk-management, transparency, human oversight, and bias-audit requirements apply to vendors and to the employers using them.
- [First-year retention](https://join.com/en/glossary/first-year-retention): First-year retention is the percentage of hires still at the company 12 months after their start date. The cleanest lagging signal of whether your hiring and onboarding are working.
- [Flexitime](https://join.com/en/glossary/flexitime): Flexitime is an arrangement where employees choose when within a day or week they do their working hours — within agreed core hours and total weekly hours. Standard in Germany, common across the EU.
- [Four-day week](https://join.com/en/glossary/four-day-week): A four-day week is a working pattern where full-time employees work four days instead of five, usually for the same pay. Trialed across hundreds of European companies since 2022; results mixed but the candidate-attraction effect is consistent.
- [Freelancer](https://join.com/en/glossary/freelancer): A freelancer is a self-employed person who provides services to clients under a contract rather than an employment relationship — paid per project or per hour, with no benefits and no payroll.
- [Funnel conversion rate](https://join.com/en/glossary/funnel-conversion-rate): Funnel conversion rate is the end-to-end percentage of applications that become hires for a role — typically 1-3% for European SMBs. The single number that summarizes overall funnel efficiency.
- [GDPR in recruiting](https://join.com/en/glossary/gdpr-recruiting): GDPR governs how companies collect, store, and use personal data — including everything candidates submit during a hiring process. Compliance is mandatory in the EU and the bar is consent + minimization.
- [Generative AI in recruiting](https://join.com/en/glossary/generative-ai-in-recruiting): Generative AI in recruiting is the use of large language models (ChatGPT-style) to produce text — job postings, outreach messages, rejection emails, interview summaries. Useful for drafting; risky as the final word.
- [Hard skills](https://join.com/en/glossary/hard-skills): Hard skills are teachable, measurable abilities — coding, accounting, welding, a second language. The part of a candidate you can actually test, as opposed to claim and believe.
- [Head of talent](https://join.com/en/glossary/head-of-talent): The head of talent leads the recruiting function across the company — strategy, team, tools, hiring-bar discipline. The first dedicated TA leadership hire above the recruiter level.
- [Hiring committee](https://join.com/en/glossary/hiring-committee): A hiring committee is a small group with shared authority to decide whether a candidate moves forward or gets the offer. The opposite of one manager deciding alone.
- [Hiring debrief](https://join.com/en/glossary/hiring-debrief): A hiring debrief is the structured discussion the interview team has after a final-round candidate, where written scorecards are compared and a decision is made. Usually 30 minutes.
- [Hiring funnel](https://join.com/en/glossary/hiring-funnel): The hiring funnel is the path a candidate moves through from first contact to offer — application, screening, interviews, offer, accept.
- [Hiring loop](https://join.com/en/glossary/hiring-loop): A hiring loop is the full sequence of interviews a final-round candidate goes through in a single day or short window — often 3-5 sessions back-to-back. Compresses scheduling, intensifies the experience for both sides.
- [Hiring manager](https://join.com/en/glossary/hiring-manager): The hiring manager is the person the new hire will report to. They own the role, the criteria, and the final decision. The recruiter runs the process; the hiring manager owns the outcome.
- [Hiring plan](https://join.com/en/glossary/hiring-plan): A hiring plan is a one-page document agreed before a role opens — the criteria, the panel, the stages, the start-date target. The reference everyone uses when the process drifts.
- [HR generalist](https://join.com/en/glossary/hr-generalist): An HR generalist owns the whole HR function in a small company — recruiting, onboarding, policy, employee relations, payroll handoff. The Swiss-army-knife role most SMBs hire first.
- [HRIS](https://join.com/en/glossary/hris): HRIS (Human Resource Information System) is the software that stores the records of current employees — contracts, time off, payroll integrations, org chart. Different from an ATS, which handles candidates.
- [Hybrid work](https://join.com/en/glossary/hybrid-work): Hybrid work is an arrangement where employees split time between the office and another location — usually with a minimum number of office days per week or per month. The dominant European model post-2022.
- [In-house recruiter](https://join.com/en/glossary/in-house-recruiter): An in-house recruiter works directly for the company doing the hiring — employee, not contractor. The opposite of an external agency recruiter, who works for many companies.
- [Internal mobility](https://join.com/en/glossary/internal-mobility): Internal mobility is the practice of filling open roles with existing employees — promotions, lateral moves, role changes — before going to the external market.
- [Internship program](https://join.com/en/glossary/internship-program): An internship program is a structured set of paid internships offered each year — typically 3-6 months for students or recent graduates. Most reliable source of mid-funnel junior hires when run well; corrosive when run as cheap labor.
- [Interview calibration](https://join.com/en/glossary/interview-calibration): Interview calibration is the practice of getting all interviewers on the same page about what 'good' looks like for a role — before any candidates are seen. The opposite of taste-based hiring.
- [Interview scheduling](https://join.com/en/glossary/interview-scheduling): Interview scheduling is the work of putting a candidate, a hiring manager, and interviewers in the same calendar slot. The biggest hidden cost in SMB hiring.
- [Interview scorecard](https://join.com/en/glossary/interview-scorecard): An interview scorecard is the written form an interviewer fills out after each conversation — scores on agreed dimensions, written rationale, recommendation. The artifact that turns interviews into evidence.
- [Job board](https://join.com/en/glossary/job-board): A job board is a website that aggregates and publishes job postings — Indeed, LinkedIn, StepStone, HelloWork, Infojobs. The default top-of-funnel for active candidates.
- [Job description](https://join.com/en/glossary/job-description): A job description is the internal document defining a role's responsibilities, scope, and level — the source of truth for compensation calibration and performance review. Different from a job posting.
- [Job posting](https://join.com/en/glossary/job-posting): A job posting is the public advert for an open role. What a candidate reads before deciding to apply — often the only view of your company before the click.
- [Job shadowing](https://join.com/en/glossary/job-shadowing): Job shadowing is observing someone do their job to learn how it actually works. A low-cost tool for onboarding, cross-training, and helping people decide if a role is right for them.
- [Knockout question](https://join.com/en/glossary/knockout-question): A knockout question is a yes/no question on the application form that auto-rejects candidates who don't meet a non-negotiable requirement — right-to-work, mandatory certification, language minimum.
- [Mid-level](https://join.com/en/glossary/mid-level): Mid-level describes the individual contributor who can own a problem end to end without supervision — roughly 3–6 years in. It's the most-hired band and the hardest to interview well.
- [Multiposting](https://join.com/en/glossary/multiposting): Multiposting is publishing one job posting to several job boards at once from a single source — instead of pasting the listing into each board by hand.
- [Notice period](https://join.com/en/glossary/notice-period): A notice period is the time between an employee announcing they're leaving and their last working day — or between an employer firing them and the same. Set by contract and statute.
- [Offboarding](https://join.com/en/glossary/offboarding): Offboarding is the structured exit process when someone leaves a company — handover, access removal, exit interview, final pay. The mirror image of onboarding.
- [Offer acceptance rate](https://join.com/en/glossary/offer-acceptance-rate): Offer acceptance rate is the percentage of candidates who accept an offer when one is extended. The clearest single signal of how competitive your offers and process are.
- [Offer letter](https://join.com/en/glossary/offer-letter): An offer letter is the written document an employer sends to formalize an offer to a candidate — title, compensation, start date, key conditions. The bridge between verbal yes and signed contract.
- [Onboarding](https://join.com/en/glossary/onboarding): Onboarding is the structured first weeks of a new hire's time at a company — paperwork, tools, introductions, and the first work they actually do. It begins when the offer is signed.
- [OTE (on-target earnings)](https://join.com/en/glossary/ote): OTE — on-target earnings — is the total cash compensation a salesperson earns when they hit 100% of their quota. Base salary plus variable at target. The standard compensation framing for sales roles.
- [Panel interview](https://join.com/en/glossary/panel-interview): A panel interview has 2-4 interviewers in the room (or call) at the same time, taking turns. The single conversation lets the team see how the candidate handles multiple stakeholders.
- [Parental leave](https://join.com/en/glossary/parental-leave): Parental leave is the statutory and contractual right of employees to take time off when a child is born or adopted, with job protection. Varies enormously by country in the EU; a strong candidate-attraction signal when offered above the legal minimum.
- [Passive candidate](https://join.com/en/glossary/passive-candidate): A passive candidate is someone not currently job-hunting, but who would consider an interesting move if approached. Industry estimates suggest 60-70% of the EU workforce sits in this category at any time.
- [Pay equity](https://join.com/en/glossary/pay-equity): Pay equity is the principle that employees doing equal work — or work of equal value — should be paid equally, regardless of gender, ethnicity, or other protected characteristics. Legal floor in the EU; a measurable internal discipline for SMBs.
- [Pay transparency](https://join.com/en/glossary/pay-transparency): Pay transparency is the practice of making compensation information visible — to candidates (salary in job postings), to employees (band visibility), or to regulators (pay-gap reporting). EU directives are making this mandatory in stages.
- [People analytics](https://join.com/en/glossary/people-analytics): People analytics applies data analysis to workforce questions — who's leaving, what hires perform best, where the funnel breaks. The discipline behind serious HR decisions; AI is one tool, not the whole thing.
- [People operations](https://join.com/en/glossary/people-operations): People operations is the modern reframing of HR — focused on systems, data, and employee experience rather than compliance and paperwork alone. Common in tech-adjacent SMBs.
- [Performance bonus](https://join.com/en/glossary/performance-bonus): A performance bonus is variable compensation paid when an employee or the company hits agreed targets — typically annual, sometimes quarterly. Common for individual contributors in some industries, expected for managers and executives in most.
- [Phone screen](https://join.com/en/glossary/phone-screen): A phone screen is a short structured call — 20-30 minutes — between recruiter and candidate, early in the funnel. Confirms basics, checks motivation, and decides whether to advance to the hiring manager.
- [Pre-employment assessment](https://join.com/en/glossary/pre-employment-assessment): A pre-employment assessment is a structured test administered before hire — cognitive ability, skills, personality, or work-style measures. Used to add a standardized signal to the interview-based evaluation. Common in higher-volume hiring.
- [Preboarding](https://join.com/en/glossary/preboarding): Preboarding is the period between offer acceptance and day one — when the new hire is committed but not yet working. The window where ghosting risk is highest.
- [Probation period](https://join.com/en/glossary/probation-period): A probation period is the initial months of an employment contract during which either side can end the relationship with shortened notice. Typically 3-6 months in Europe.
- [Proximity bias](https://join.com/en/glossary/proximity-bias): Proximity bias is the tendency to favour people who are physically present — more visibility, more credit, more promotions — over equally good remote colleagues. The quiet tax that breaks hybrid teams.
- [Quality of hire](https://join.com/en/glossary/quality-of-hire): Quality of hire is a measure of how good a hire turned out to be — usually a composite of first-year performance rating, retention, and manager satisfaction. Hard to measure but the only metric that ultimately matters.
- [Recruiter](https://join.com/en/glossary/recruiter): A recruiter is the person responsible for running the hiring process end-to-end — sourcing candidates, screening, coordinating interviews, managing the offer. Sometimes a dedicated role, often a shared one in an SMB.
- [Recruitment agency](https://join.com/en/glossary/recruitment-agency): A recruitment agency is an external company that finds and presents candidates for a fee — usually 18-25% of first-year salary. The third-party alternative to building in-house recruiting capacity.
- [Recruitment coordinator](https://join.com/en/glossary/recruitment-coordinator): A recruitment coordinator handles the scheduling, candidate communications, and process logistics so the recruiter and hiring manager can focus on assessment. The role behind a fast process.
- [Recruitment CRM](https://join.com/en/glossary/recruitment-crm): A recruitment CRM (candidate relationship management) is the system for staying in touch with people who aren't applicants yet — sourced contacts, past finalists, alumni. The pipeline before the pipeline.
- [Recruitment marketing](https://join.com/en/glossary/recruitment-marketing): Recruitment marketing is the practice of attracting candidates before they're actively job-hunting — through employer brand content, talent community email, career-page SEO, conference presence. Builds top-of-funnel beyond the open-role posting.
- [Reference check](https://join.com/en/glossary/reference-check): A reference check is a short conversation with a candidate's former manager or colleague to verify what the candidate told you and surface what they didn't. Done at the end of the process.
- [Referral bonus](https://join.com/en/glossary/referral-bonus): A referral bonus is the payment to a current employee whose referral results in a hire — typically €500-2,000 for SMB roles, sometimes more for senior or hard-to-fill positions. The cheapest cost-per-hire of any sourcing channel.
- [Remote work](https://join.com/en/glossary/remote-work): Remote work is employment where the employee works full-time from a location separate from the company's office — typically home or a chosen workplace. In hiring, it's a primary filter and a primary draw.
- [Resignation letter](https://join.com/en/glossary/resignation-letter): A resignation letter is the formal written notice an employee gives to quit a job. It states they're leaving, when, and starts the notice clock — and it's where your retention or handover begins.
- [Reskilling](https://join.com/en/glossary/reskilling): Reskilling is training someone for a different role than the one they hold — usually because their current role is shrinking. The redeployment alternative to layoffs, when the math actually works.
- [Resume](https://join.com/en/glossary/resume): A resume is the American term for a one-to-two-page summary of a candidate's work history. The US equivalent of the European CV — same purpose, different name and conventions.
- [Retention bonus](https://join.com/en/glossary/retention-bonus): A retention bonus is a payment offered to an existing employee in exchange for staying through a defined period — typically 6-24 months. Used when the company expects the employee might leave and wants to bridge a specific transition.
- [Return to office](https://join.com/en/glossary/return-to-office): Return to office (RTO) is the policy of requiring employees who had worked remote or hybrid to come back to in-person work, usually 3-5 days per week. A contentious topic since 2023; the candidate-attraction cost is well-documented.
- [Reverse interview](https://join.com/en/glossary/reverse-interview): A reverse interview is the stage where the candidate evaluates the company — asking the questions, with the hiring team answering. Often a dedicated 30-45 min slot late in the process.
- [Right to work](https://join.com/en/glossary/right-to-work): Right to work is the legal authorization a candidate has to take up employment in a country — citizenship, residency, work visa, or work permit. A mandatory check before any contract.
- [Sabbatical](https://join.com/en/glossary/sabbatical): A sabbatical is an extended period of leave — typically 1-12 months — taken by an existing employee with the company's agreement. Paid, partially paid, or unpaid depending on policy. Increasingly used as a retention and recovery tool.
- [Salary band](https://join.com/en/glossary/salary-band): A salary band is the agreed minimum-to-maximum compensation range for a role — used in postings, in offer negotiations, and in internal performance review. The single most useful piece of hiring infrastructure most SMBs don't have.
- [Salary negotiation](https://join.com/en/glossary/salary-negotiation): Salary negotiation is the conversation between candidate and employer about compensation before signing. Usually narrow in range; the value at stake over a candidate's tenure is large; the conversation often goes badly because both sides are underprepared.
- [Screening](https://join.com/en/glossary/screening): Screening is the first filter in hiring — where you decide which applications are worth a real conversation. CV review, short call, or knockout questions.
- [Secondment](https://join.com/en/glossary/secondment): A secondment temporarily moves an employee into a different role, team, or organization for a fixed period, then returns them. A development and retention tool, not a promotion.
- [Senior-level](https://join.com/en/glossary/senior-level): Senior-level describes deep domain expertise plus the autonomy to own ambiguity and lift others — typically 7+ years. The hires are scarce, the interviews differ, and the comp leverage sits with the candidate.
- [Shortlisting](https://join.com/en/glossary/shortlisting): Shortlisting is narrowing a pool of applicants down to a focused list of candidates worth interviewing — usually the strongest 5 to 10 against the role's must-haves.
- [Signing bonus](https://join.com/en/glossary/signing-bonus): A signing bonus is a one-off payment to a new hire on or shortly after their start date — used to close offer gaps the base salary can't, or to compensate for forfeited bonuses or equity at the previous employer.
- [Skills-based hiring](https://join.com/en/glossary/skills-based-hiring): Skills-based hiring evaluates candidates on demonstrated skills rather than credentials (degree, prior job titles, employer prestige). The trade-off: harder to assess, but produces hires that traditional filters miss.
- [Social recruiting](https://join.com/en/glossary/social-recruiting): Social recruiting is using social platforms — LinkedIn, Instagram, TikTok — to find, attract, and engage candidates, especially passive ones who aren't reading job boards.
- [Soft skills](https://join.com/en/glossary/soft-skills): Soft skills are behavioral abilities — communication, collaboration, judgment, adaptability. The competencies that decide whether a technically capable hire actually works out, and the ones interviewers assess worst.
- [Source of hire](https://join.com/en/glossary/source-of-hire): Source of hire is the channel a hire came from — job board, referral, sourcing, agency, career page direct. The metric that tells you which channels to keep investing in.
- [Sourcer](https://join.com/en/glossary/sourcer): A sourcer is a recruiter who specializes in outbound — finding and reaching out to candidates who haven't applied. The role exists in larger teams; in SMBs, the recruiter usually does it too.
- [Sourcing](https://join.com/en/glossary/sourcing): Sourcing is finding candidates who haven't applied yet — LinkedIn searches, referrals, networks, direct outreach. The opposite of waiting on inbound.
- [Structured hiring](https://join.com/en/glossary/structured-hiring): Structured hiring is the discipline of designing the whole hiring process — criteria, questions, scoring — before any candidate is seen. The opposite of taste-based, in-the-moment hiring.
- [Structured interview](https://join.com/en/glossary/structured-interview): A structured interview uses the same questions, in the same order, against the same scoring rubric for every candidate for a role. The opposite of a chat that drifts wherever it drifts.
- [Take-home assignment](https://join.com/en/glossary/take-home-assignment): A take-home assignment is a task a candidate completes async, on their own time, between interview rounds. Usually 2-4 hours of work. Designed to mimic real work better than a live test.
- [Talent acquisition](https://join.com/en/glossary/talent-acquisition): Talent acquisition is the function or team responsible for finding, attracting, and hiring people. Often used interchangeably with 'recruiting' but typically implies a more strategic, longer-horizon framing.
- [Talent CRM](https://join.com/en/glossary/talent-crm): Talent CRM is another name for recruitment CRM — the system that holds candidates you've talked to but who aren't applying right now. Used interchangeably in the industry; same thing.
- [Talent pool](https://join.com/en/glossary/talent-pool): A talent pool is a stored set of candidates you've talked to but not hired — strong applicants, 'not now' contacts, former finalists worth re-engaging.
- [Technical interview](https://join.com/en/glossary/technical-interview): A technical interview tests the candidate's actual ability to do the technical work — coding, system design, data analysis, whatever the role uses. Skill-evidence, not skill-claims.
- [Temporary work](https://join.com/en/glossary/temporary-work): Temporary work is employment for a fixed, limited period — seasonal, project-based, or agency-supplied. It covers a known gap; it's a poor substitute for a role you actually need filled permanently.
- [Time in stage](https://join.com/en/glossary/time-in-stage): Time in stage is the number of days a candidate spends in each step of the hiring funnel — applied, screen, interview, final, offer. Identifies where the process is actually slow, not where the team thinks it's slow.
- [Time to fill](https://join.com/en/glossary/time-to-fill): Time to fill is the number of days between opening a job and a candidate accepting the offer. Often confused with time-to-hire but measured from a different start point.
- [Time to hire](https://join.com/en/glossary/time-to-hire): Time to hire is the number of days between a candidate entering your pipeline and accepting an offer. The most-tracked recruiting metric, for a reason.
- [Total compensation](https://join.com/en/glossary/total-compensation): Total compensation is the full value of an employment package — base salary plus variable pay, equity, benefits, and any other monetary components. The number to use in offer conversations; base alone usually undersells the offer.
- [University recruiting](https://join.com/en/glossary/university-recruiting): University recruiting is the practice of building a candidate pipeline through universities — career fairs, on-campus events, hackathons, sponsorships. Long lead time; produces strong junior-to-mid hires when the relationship compounds.
- [Upskilling](https://join.com/en/glossary/upskilling): Upskilling is teaching people new skills for the role they already have, as the job evolves. The build side of the build-vs-buy talent decision, and one of the cheapest retention levers available.
- [White-collar worker](https://join.com/en/glossary/white-collar-worker): A white-collar worker does office or knowledge work — engineering, finance, marketing, management. The roles with the longest hiring funnels, the most comparison shopping, and the fiercest competition for talent.
- [Work sample](https://join.com/en/glossary/work-sample): A work sample is a piece of work that mimics what the role actually does, used to evaluate candidates. The strongest single predictor of job performance in the academic research.
- [Works council](https://join.com/en/glossary/works-council): A works council (Betriebsrat in Germany, comité d'entreprise / CSE in France) is an elected body of employees with co-determination rights on certain HR decisions, including some aspects of hiring.
- [Yield ratio](https://join.com/en/glossary/yield-ratio): Yield ratio is the conversion percentage between two adjacent stages of the hiring funnel — applications-to-screen, screen-to-interview, and so on. The granular view of where the funnel narrows.

## Customer stories

Index: /en/customers

- [56 roles, zero agency spend, 90% lower cost per hire: how Swiss Startup Association built a team with JOIN](https://join.com/en/customers/swiss-startup-association): How Switzerland's national startup association recruited every full-time hire through JOIN — with no recruiter, no agency, and a fraction of the cost.
- [Helping Radisson Blu rebuild their team after COVID](https://join.com/en/customers/radisson-blu): A Radisson Blu hotel rebuilt its team after COVID — hiring 24 hotel professionals and tripling applicants per role with Join's multiposting.
- [How Bling tripled its team in four months](https://join.com/en/customers/bling): A Berlin fintech startup grew 333% in four months — hiring two C-level executives and five operators through Join's multiposting and A/B-tested job ads.
- [How Catawiki finds niche specialists during hypergrowth](https://join.com/en/customers/catawiki): A 750-person Dutch e-commerce marketplace hired 100+ people in one year, lifted applications 40%, and ran a 12-person recruiting team on Join + Greenhouse.
- [How Coffee Circle sharpened talent attraction during growth](https://join.com/en/customers/coffee-circle): A Berlin direct-trade coffee company cut its hiring budget in half, shortened time-to-hire 40%, and got 40% better application conversion.
- [How Everphone attracted qualified talent for international expansion](https://join.com/en/customers/everphone): A 300-person Berlin tech company hired 70+ people in four months and made the publish-and-attribute layer of recruiting essentially invisible.
- [One tool, 85 roles, zero lost candidates: how MARTENS & PRAHL rebuilt hiring with Join](https://join.com/en/customers/martens-prahl-centralised-hiring): How a 90-office German insurance group cut job publishing from a week to five minutes and brought 1,000-person group hiring under one roof.
- [How Shayp doubled applications and structured hiring across five countries](https://join.com/en/customers/shayp): A Belgian water-saving SaaS scaled 700% since 2017 and runs international hiring across BE, FR, ES, DE and NL through a single talent-attraction platform.
- [How Shyfter scaled a 10-person team and filtered out fake applications](https://join.com/en/customers/shyfter): A Belgian HR-tech startup with 600+ customers replaced low-quality applicant noise with 10-15 daily qualified candidates — using Join.
- [How WeVenture hires better talent faster](https://join.com/en/customers/weventure): A Berlin advertising agency added 35% more applications, cut time-to-hire 30% and reduced cost-to-hire 20% — by pairing Join with Personio.

## Employment-contract templates

Index: /en/contracts

- [Apprenticeship contract (France)](https://join.com/en/contracts/apprenticeship-contract): France's apprenticeship contract, pairing paid work with classroom training at a CFA. A ready-to-adapt template, annotated for HR teams.
- [Fixed-term employment contract (CDD) (France)](https://join.com/en/contracts/cdd-template): France's fixed-term employment contract (CDD) for temporary hires. A ready-to-adapt template, annotated in plain language for HR teams.
- [Permanent employment contract (CDI) (France)](https://join.com/en/contracts/cdi-template): France's standard open-ended employment contract (CDI) for permanent hires. A ready-to-adapt template, annotated in plain language for HR teams.
- [Seasonal contract (France)](https://join.com/en/contracts/seasonal-contract): France's seasonal contract for roles that recur each year in tourism, farming or hospitality. A ready-to-adapt template, annotated for HR teams.
- [Work-study contract (France)](https://join.com/en/contracts/professionalization-contract): France's professionalisation contract, a work-study route combining a job with a qualification. A ready-to-adapt template, annotated for HR teams.

## Job-description guides

Index: /en/job-guides

- [Account Executive](https://join.com/en/job-guides/account-executive): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an Account Executive in a German SMB.
- [Accountant](https://join.com/en/job-guides/accountant): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an Accountant in a German SMB.
- [Administrative Assistant](https://join.com/en/job-guides/administrative-assistant): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an Administrative Assistant in a German SMB.
- [Backend Engineer](https://join.com/en/job-guides/backend-engineer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Backend Engineer in a German SMB.
- [Content Manager](https://join.com/en/job-guides/content-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Content Manager in a German SMB.
- [Customer Success Manager](https://join.com/en/job-guides/customer-success-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Customer Success Manager in a German SMB.
- [Customer Support Representative](https://join.com/en/job-guides/customer-support-rep): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Customer Support Representative in a German SMB.
- [Data Analyst](https://join.com/en/job-guides/data-analyst): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Data Analyst in a German SMB.
- [Dental Assistant](https://join.com/en/job-guides/dental-assistant): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Dental Assistant in a German dental practice.
- [DevOps Engineer](https://join.com/en/job-guides/devops-engineer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a DevOps Engineer in a German SMB.
- [Dispatcher](https://join.com/en/job-guides/dispatcher): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Dispatcher in a German freight and logistics SMB.
- [Electrical Engineer](https://join.com/en/job-guides/electrical-engineer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an Electrical Engineer in a German SMB.
- [Executive Assistant](https://join.com/en/job-guides/executive-assistant): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an Executive Assistant in a German SMB.
- [Financial Controller](https://join.com/en/job-guides/financial-controller): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Financial Controller in a German SMB.
- [Fleet Manager](https://join.com/en/job-guides/fleet-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Fleet Manager in a German SMB.
- [Frontend Engineer](https://join.com/en/job-guides/frontend-engineer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Frontend Engineer in a German SMB.
- [Full-Stack Engineer](https://join.com/en/job-guides/fullstack-engineer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Full-Stack Engineer in a German SMB.
- [Growth Marketer](https://join.com/en/job-guides/growth-marketer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Growth Marketer in a German SMB.
- [Head of People](https://join.com/en/job-guides/head-of-people): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Head of People in a German SMB.
- [Head of Sales](https://join.com/en/job-guides/head-of-sales): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Head of Sales in a German SMB.
- [Hotel Front Desk Manager](https://join.com/en/job-guides/hotel-front-desk-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Hotel Front Desk Manager in a German SMB.
- [HR Generalist](https://join.com/en/job-guides/hr-generalist): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an HR Generalist in a German SMB.
- [Implementation Manager](https://join.com/en/job-guides/implementation-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an Implementation Manager in a German SMB.
- [Logistics Manager](https://join.com/en/job-guides/logistics-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Logistics Manager in a German SMB.
- [Marketing Manager](https://join.com/en/job-guides/marketing-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Marketing Manager in a German SMB.
- [Mechanical Engineer](https://join.com/en/job-guides/mechanical-engineer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Mechanical Engineer in a German SMB.
- [Medical Receptionist](https://join.com/en/job-guides/medical-receptionist): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Medical Receptionist for a German medical practice.
- [Office Manager](https://join.com/en/job-guides/office-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an Office Manager in a German SMB.
- [Operations Manager](https://join.com/en/job-guides/operations-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an Operations Manager in a German SMB.
- [Payroll Specialist](https://join.com/en/job-guides/payroll-specialist): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Payroll Specialist in a German SMB.
- [Practice Manager](https://join.com/en/job-guides/practice-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Practice Manager for a German medical practice.
- [Product Designer](https://join.com/en/job-guides/product-designer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Product Designer at a German SMB or scale-up.
- [Product Manager](https://join.com/en/job-guides/product-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Product Manager at a German SMB or scale-up.
- [Production Supervisor](https://join.com/en/job-guides/production-supervisor): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Production Supervisor at a German manufacturing plant.
- [Project Engineer (Plant Engineering)](https://join.com/en/job-guides/project-engineer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Project Engineer in plant engineering and industry at a German SMB.
- [Project Manager](https://join.com/en/job-guides/project-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Project Manager at a German SMB.
- [Quality Manager](https://join.com/en/job-guides/quality-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Quality Manager in a German SMB.
- [Recruiter](https://join.com/en/job-guides/recruiter): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Recruiter in a German SMB.
- [Restaurant Manager](https://join.com/en/job-guides/restaurant-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Restaurant Manager in German hospitality.
- [Sales Development Representative (BDR / SDR)](https://join.com/en/job-guides/sales-development-representative): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an SDR / BDR in a German SMB.
- [Sales Engineer](https://join.com/en/job-guides/sales-engineer): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Sales Engineer in a German SMB.
- [Sales Manager](https://join.com/en/job-guides/sales-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Sales Manager in a German SMB.
- [SEO Manager](https://join.com/en/job-guides/seo-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire an SEO Manager in a German SMB.
- [Sous Chef](https://join.com/en/job-guides/sous-chef): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Sous Chef in German hospitality.
- [UX Researcher](https://join.com/en/job-guides/ux-researcher): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a UX Researcher in a German SMB.
- [Warehouse Manager](https://join.com/en/job-guides/warehouse-manager): Job description, salary, sourcing, 15 interview questions and a 30/60/90 plan to hire a Warehouse Manager in a German SMB.