Every open role gets a polished, shareable apply page. Applicants land straight in your pipeline, tagged by source. Your public job board lives on your own tenant URL.
Shareable apply pages
Each role gets a clean page you can post on LinkedIn, JobStreet, or your own site, with the details and one apply button.
Your own tenant URL
Your public board lives at jobs.hireaster.com/{slug}, a branded home for every open role your company is hiring for.
Straight into the pipeline
Applicants flow directly into your ATS, parsed and scored, with nothing to re-enter by hand.
Source-tracked links
Every apply link is tagged, so you always know which channel each applicant came from.
Candidates see a fast, professional page that matches your brand. You see clean, structured applications on the other side.
Most careers pages are an afterthought: a bare list of job titles, a link that dumps candidates into a generic form, or a posting that quietly closes while the URL stays live and clickable for months. Candidates notice all of it. A recruiter's brand is judged in the first ten seconds someone spends on an apply page, long before a single email goes out. Aster gives every open role its own shareable, branded apply page, so the experience matches the company the candidate thinks they're applying to, not a bare form bolted onto a spreadsheet. It's the first impression of your hiring process, and right now it should look like one.
How it works
Open a role
You open a role in Aster and it gets its own branded apply page automatically, along with a listing on your public job board at jobs.hireaster.com/{slug}. There's no separate page to design or publish by hand. The role's title, description, and details carry straight through from the ATS to the page candidates see.
Share the link
You share the role's apply link wherever candidates actually are: LinkedIn, JobStreet, WhatsApp, a referral chat, or your own site. Each link you generate is source-tracked, so every application that comes back is tagged with where it came from. You don't have to ask candidates how they heard about the role, or guess from memory.
Applications parse and score
A candidate applies through the page, and their resume lands directly in your pipeline. Aster parses it into structured data, deduplicates it against anyone already in your talent pool, and scores it against the role with the reasons behind the score. There's no inbox to check and no manual entry. The candidate is simply there, ready to review.
Close it gracefully
When the role is filled or pulled, you close it in Aster and the apply page updates on its own. Instead of a dead link or a 404, candidates see a graceful notice that the role is closed. The job board drops the listing automatically too, so nobody applies to a role that no longer exists.
In depth
A generic apply form tells a candidate almost nothing about the job or the company behind it, and it makes every posting look interchangeable with a hundred others. Aster gives each open role its own apply page, carrying your branding, so a candidate clicking through from a LinkedIn post, a referral message, or a WhatsApp share lands somewhere that looks and feels like your company, not a third-party form. The page pulls its content directly from the role you built in the ATS: title, description, requirements, and details stay in sync without anyone maintaining a second copy.
There's nothing to design from scratch and nothing to remember to update when a role changes. Because each page is shareable on its own, you're not forcing every candidate through a single crowded board to find the one job they care about. A hiring manager can send a direct link for their opening, a recruiter can drop it into a WhatsApp group, and the candidate arrives exactly where they should, with the context they need to decide whether to apply, in under a minute.
A generic apply form tells a candidate almost nothing about the job or the company behind it, and it makes every posting look interchangeable with a hundred others. Aster gives each open role its own apply page, carrying your branding, so a candidate clicking through from a LinkedIn post, a referral message, or a WhatsApp share lands somewhere that looks and feels like your company, not a third-party form. The page pulls its content directly from the role you built in the ATS: title, description, requirements, and details stay in sync without anyone maintaining a second copy.
There's nothing to design from scratch and nothing to remember to update when a role changes. Because each page is shareable on its own, you're not forcing every candidate through a single crowded board to find the one job they care about. A hiring manager can send a direct link for their opening, a recruiter can drop it into a WhatsApp group, and the candidate arrives exactly where they should, with the context they need to decide whether to apply, in under a minute.
In practice
The scaling startup hiring on five channels at once
A 40-person startup opening eight roles at once is posting on LinkedIn, sharing in founder networks, asking the team for referrals, and running a WhatsApp group for candidates. Instead of five different application experiences, every channel points to the same branded apply page per role, and every applicant lands in one pipeline, parsed and scored the same way regardless of where they came from. The founder reviewing candidates on a Sunday sees one ranked list per role, not five inboxes to reconcile, and can tell within a week which channel is actually producing shortlisted candidates instead of just noise.
FAQ
No. The branded apply page and the public job board are generated from the role you already build in Aster, using your workspace's branding. There's no separate site to design, host, or maintain, and no code to write. When you open a new role, it automatically gets its own apply page and a spot on the board at jobs.hireaster.com/{slug}. If you update the role's title, description, or requirements in Aster, the apply page reflects that immediately, since it's reading live from the same record rather than a copy someone exported once and forgot to update. It's built to be run entirely by whoever owns hiring, not by IT or a web team.
Both work together. Your workspace's branding, like your logo and company details, carries across the entire public job board and every apply page under it, so the experience feels consistent no matter which role a candidate lands on. Within that, each role gets its own dedicated apply page with its own title, description, and requirements, so a candidate applying to a sales role sees sales-specific content, not a generic form shared across every opening. You're not choosing between a unified brand and role-specific detail, you get a single consistent identity with individual, shareable pages underneath it for every role you post.
You close the role in Aster, the same way you would after making an offer or pulling a requisition, and both the apply page and its entry on the public job board update automatically. Instead of the page going dark, breaking, or continuing to silently collect applications, it shows a graceful notice that the role is no longer open. It disappears from the public job board entirely, so candidates browsing current openings never see it. Nothing about closing a role requires touching the page or the board separately, since they're reading live from the role's status in the ATS rather than from a copy you'd have to remember to take down.
No manual setup required. When you share a role, Aster gives you a distinct apply link for each channel or campaign, and every application that comes through that link is automatically tagged with its source, whether that's LinkedIn, JobStreet, a referral, a WhatsApp share, or your own careers page. You don't need to build tracking parameters, wire up a spreadsheet, or ask candidates how they found the role. That source data feeds straight into your analytics, so your funnel and source-performance reporting already reflects where every candidate came from, without any extra work on your end once the links are shared.
Yes. Every open role you post appears on your public job board at jobs.hireaster.com/{slug}, regardless of department, location, or seniority, so the board naturally grows into a single directory of everything you're hiring for. A candidate can browse and find the openings relevant to them without you having to run separate boards per office or per team. As roles open and close across locations, the board reflects that in real time, since it's reading directly from your live roles in Aster rather than a static page someone updates on a schedule. One address covers every role, everywhere your company is hiring.
Yes. Everything a candidate submits through an apply page or the public job board is encrypted in transit and at rest, and it's scoped to your workspace only, the same as any candidate added another way. It isn't pooled with other companies' applicants or used to train any shared model. Whoever reviews the pipeline sees only what your workspace's role-based access allows, and every action on a candidate's record is captured in the audit trail. If a candidate asks you to remove their data, or you simply need to clean up old applicants, you can export or delete their record at any time, whether they applied through the public board or came in another way entirely.
A careers page is often the only part of your hiring process a candidate sees before they decide whether to bother applying, and it's usually the last thing they'll remember if the role doesn't work out. Aster treats it that way: a branded apply page for every role, a public job board that's always current, applications that arrive already parsed and scored, source tracking that tells you what's actually working, and closed roles that end with a courteous notice instead of a dead link. None of it requires a developer, a designer, or a second system to keep in sync with your ATS. It's the same data, presented well, from the moment a role opens to the moment it closes. Set up the page once per role, and let it do the work of a first impression, every time.
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