[ Matching that respects both sides of the market ]
Job posting, applications, search, matching and employer tools. Every marketplace has a cold-start problem, and for a job portal the answer is nearly always to start narrow — one city, one sector, one role type.
Job posting, applications, search, matching and employer tools. Every marketplace has a cold-start problem, and for a job portal the answer is nearly always to start narrow — one city, one sector, one role type.
Tell us which niche you will start inSynonyms, skill hierarchies, location radius, salary bands and experience ranges. Keyword matching alone produces results that satisfy nobody.
Structured extraction of skills, experience and education from PDFs and Word files, with a correction step because parsing is never perfect.
Pipeline stages, bulk actions, notes, scheduling and team collaboration. Employers leave when reviewing applications is tedious.
WhatsApp alerts and mobile-first application. For blue and grey collar hiring in India, an email-first portal excludes most of the market.
Profile and resume, search with real filters, one-tap apply, application tracking and WhatsApp alerts — mobile first, because that is the device.
Posting, candidate pipeline with stages, bulk shortlist and reject, notes, interview scheduling and multi-user access for a hiring team.
Domain-aware search with synonyms and skill hierarchies, and recommendations in both directions to fill the gap when either side is thin.
One city, one sector or one role type. A general job portal competing with the incumbents from day one has no path to liquidity and we will say so.
Roles, skills taxonomy, experience, salary bands, locations and shift types — the vocabulary both sides search in.
Elasticsearch with synonyms and skill hierarchies, plus recommendations both ways — jobs to candidates and candidates to employers.
Profile, resume upload and parsing, one-tap apply, application status, and WhatsApp alerts for matching roles.
Posting, application pipeline with stages, bulk actions, notes, interview scheduling and team access — the tools that decide retention.
Paid postings, featured listings or subscriptions, plus fraud moderation — fake jobs and fee-charging scams will find any open portal.
A job portal is a two-sided marketplace, which means the product problem is liquidity rather than features. Employers post where candidates are and candidates go where jobs are, and a general portal launching against established incumbents has no answer to that.
The portals that succeed start narrow — one city, one sector, one kind of role — and become genuinely the best place for that slice before widening. We would rather build that than a broad platform with a thin marketplace on both sides, and it changes what the software needs to do first.
One city or one sector, done properly. Liquidity in a small market beats emptiness in a large one, and it is the only viable cold start.
If reviewing a hundred applications is painful, they stop posting. Bulk actions and a real pipeline matter more than the posting form.
For most of the Indian market, job alerts on WhatsApp reach candidates and email does not. That shapes the whole notification design.
Embedding-based matching handles the gap between how a candidate describes their experience and how an employer describes the role — a long-standing weakness of keyword search.
A large share of Indian hiring volume never involves email at all, which reshapes what a portal has to be.
Fake postings and fee-charging scams have made candidates cautious. Employer verification is now a feature candidates choose portals for.
By being narrow enough that you can genuinely fill one side. Pick a city and a sector, recruit employers directly, seed candidate supply through targeted outreach, and be the best place for that slice. Launching broad is how these products stall — there is no shortcut around liquidity.
Let’s talk about your job portal project. No obligation, just a conversation.
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