Post an HR vacancy to an audience that is entirely HR. No filtering
through applications from sales, engineering or operations people who saw the word
“manager” and applied anyway.
Talk to us about posting a role →
Why a niche board beats a general one for HR roles
The economics of a general job board work against you on an HR vacancy. Boards are
paid on volume, so they optimise for applications, and an HR Business Partner posting on
a general board reliably produces a few hundred applications of which a handful have ever
held the role. Someone on your team then spends two days finding them.
A board where every candidate is an HR professional inverts that. Fewer applications,
a far higher proportion of them relevant, and a shortlist you can read in an afternoon.
| General job board | HR Jobs World | |
|---|---|---|
| Who sees the posting | Everyone | HR professionals only |
| Typical applications | High volume, low relevance | Lower volume, HR-qualified |
| Your time cost | Screening out | Choosing between |
| Expired listings | Common | Removed as roles close |
What we cover
Every HR discipline, at every level: HR business
partnering, talent acquisition,
HR operations, payroll,
compensation and benefits,
learning and development,
organisational development,
HR technology and
HR leadership.
India first, with roles across the USA, UK, UAE, Singapore, Australia and Canada as
employers list them. Around 144 HR vacancies are live on the board right now.
How posting works
- Tell us the role. Title, level, location, whether it is remote, and
what the team looks like. A short conversation beats a long form. - We check it is an HR role. This is the part that protects everyone
else’s experience, and it is why candidates trust the board. - It goes live on HR Jobs World, filed under the right discipline and
location so it surfaces to the people it should. - It comes down when the role closes. Expired listings are the single
most common complaint candidates have about job boards, and they are entirely avoidable.
Pricing
Pricing depends on how many roles you are hiring for and over what period, so we would
rather quote against your actual hiring plan than publish a rate card that fits nobody.
Tell us what you are hiring and you will get a straight number back, not a discovery call.
Get pricing →
Or message us on WhatsApp →
Before you write the description
Most HR vacancies that attract poor applicants are let down by the job description
rather than the channel. Six specific fixes, with the reasoning behind each:
How to write an HR job
description that attracts qualified applicants →
If you are hiring an HR business partner specifically, it is worth being clear on
how the HRBP role differs from an HR
generalist and an HR manager before you scope it. Getting that wrong is the most
common cause of a mis-hire at this level.
Not hiring — selling to HR?
If you sell software or services to HR teams rather than hiring into one, the route is
advertising and sponsorship, and our
HR software directory is where HR buyers browse tools.