Part 1: Set up your job and hiring stages
Creating a job on GoodFit takes just a few minutes. This guide walks you through the entire flow — adding job details, setting up hiring stages, and then publishing and inviting candidates.
The 3 stages of creating a job
Every job on GoodFit is set up in three stages:
Details — title, experience, location, job description, skills, and integrations
Hiring Stages — the assessments candidates will go through
Publishing — going live and getting your shareable link
Step 1: Start a new job
There are two ways to begin:
Use the Create New Job shortcut from the top of the dashboard, or
Go to the Jobs section and click Create Job
Step 2: Add job details
Fill in the basics:
Job title — e.g., Talent Acquisition
Experience — e.g., 2–5 years
Workplace type — Remote, Hybrid, or On-site
Location — e.g., Delhi (required for Hybrid or On-site)
Then add your job description. You have two options:
Paste your existing JD directly into the field, or
Use JD via AI — give GoodFit a short prompt and it will generate a JD for you. The better your prompt, the better the JD.
💡 Tip: A good AI prompt looks like this — "Looking to hire a Talent Acquisition lead for a Series A SaaS startup. The main requirement is to hire and fill our technology team."
Step 3: Add skills, tools, and tags
Skills & tools — GoodFit can auto-generate these based on the JD, or you can add them manually. Edit freely to match your actual tech stack (e.g., swap Greenhouse for Lever, add Slack).
Tags — These are internal notes just for you. They won't be visible to candidates or on the job page.
Step 4: Set up hiring stages
Hiring stages are the assessments candidates go through. GoodFit supports four assessment types, plus a screening form:
Screening form — A customizable application form (like a Google Form). Use it to collect a resume + LinkedIn, or build a full custom form with your own questions.
Skill-based assessment — Role-specific assessments (MCQ, audio, video). Pick from GoodFit's library (e.g., English Language Proficiency, HR/Recruitment assessments) or create your own.
AI interview — A fully conversational, video-based AI interview. Questions and competencies are auto-generated based on your job details.
Psychometric test — Standard behavioral assessments. Choose from DISC, Work Values, Emotional Intelligence, Big 5, or MBTI.
Coding test — For technology roles (engineer, developer, etc.).
You can reorder stages by dragging them — for example, put the skill-based assessment before the language test.
Step 5: Customize the AI interview (optional)
When you add an AI interview stage, GoodFit automatically generates competencies and questions based on your JD. For example, for a Talent Acquisition role you might see competencies like Technical Sourcing, Full-cycle Recruitment, and Hiring Manager Partnership.
For each competency, you'll see:
A primary question and a follow-up question
An ideal response — used by the AI to evaluate candidate answers
Adjustable weightages that auto-align across competencies
You can also:
Add new competencies and questions
Edit any auto-generated question
Select multiple languages for the interview
Customize the AI interviewer's voice (gender)
Set custom icebreaker questions
Note: Psychometric assessments are standardized and cannot be edited.
Part 2: Auto-rejection, publishing & inviting candidates
Step 6: Set auto-rejection cut-offs (optional)
At each stage, you can set a cut-off score to automatically reject candidates who don't meet the bar. This is especially useful for bulk recruitment — for example, campus hiring with an aptitude test as the first round.
Example: if an MCQ assessment has 27 questions, you can set the cut-off at 20. Anyone scoring below is automatically rejected.
Note: Every assessment supports cut-off scores except psychometric tests, which are behavioral and don't have a pass/fail bar.
Step 7: Publish the job
Once your stages are ready, it's time to publish. You'll choose between two visibility options:
Public — Anyone with the link can start the assessment directly. Many customers embed this on their careers page so candidates can apply and attempt the interview right there.
Private — Only candidates you invite (by email or resume upload) can attempt the assessments.
You can also configure:
Multiple retakes — Allow candidates to retake assessments if needed
Email reminders — 3 email reminders are enabled by default
WhatsApp reminders — Optional, great for Indian markets where response rates are higher
Automated voice reminders — Phone call reminders that tell the candidate they're shortlisted and prompt them to check email
Step 8: Invite candidates
Once published, you'll get:
A unique job application URL you can share on email, LinkedIn, WhatsApp, Telegram, or anywhere else
A direct email invite option — paste a list of email addresses and start inviting
Talent pool recommendations — GoodFit automatically suggests candidates from your existing talent pool who could be a good fit for this role
Step 9: Track candidates through the pipeline
Click Job Status (or View Candidates) to open the Kanban board for your job. You'll see stages like:
Prospect — candidates added but not yet invited
Invitations — candidates who've been invited to attempt the assessment
Application form
Skill-based assessment
Language proficiency test (e.g., CEFR English)
AI interview
Psychometric assessment
Good Fit / Poor Fit — automatic classification based on how the candidate performs across stages
From here, you can schedule video interview calls with shortlisted candidates, add custom stages, or set up automations — like auto-rejecting below a score, or automatically scheduling 2nd and 3rd round calls.
💡 Tip: Don't worry about getting everything perfect upfront. You can always come back and edit the job, tweak stages, or change cut-offs later.
We're constantly adding new capabilities to the platform — keep an eye on the help center for updates.
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