Employer guide: hiring and building teams with HappyJob

HappyJob lets you do two things in one place: recruit like any job board, and "see the team" before you hire, promote or take on a partner. This guide follows the order that pays off fastest for a company of 5 to 40 people.

Before you start: three rules

1. Our results are supporting information, not verdicts. Use them as interview questions and for placing people, never as the sole reason to hire, reject, promote or dismiss.
2. Never use a result to refuse or disadvantage anyone. You commit to this when opening a company account. The system has no sort or filter by fit, and companies that breach it are closed.
3. You never see anyone's birth details. Team members enter their own, in their own accounts, and applicants choose whether you may see their fit.

Week one: set up the company and post

1. Create the company account at /employers: name, website (when your email is on the same domain as the website, the company page gets the "verified" badge), size, address, benefits, logo and workplace photos.
2. Add the registration number and tax-invoice details on the company page. The number appears on the company page for trust; the registered name and address are printed on receipts.
3. Post a job: write the duties and the requirements the work genuinely needs. The site flags wording that may discriminate (age, gender, appearance) before publishing. Add 1 to 3 screening questions, and optionally publish at a good time.
4. Several roles? Use CSV import for up to 50 at once; they save as drafts you publish one by one.
5. Invite colleagues to help with postings and applicants, on the company page under "co-managers" (the company profile, plan and that list stay with the owner).

Applications and interviews

• The applicant card shows name, headline, skills, work history, screening answers, and team fit (only for applicants who agreed) as a short phrase with one strength.
• Reply within 3 days. The dashboard counts applicants waiting, and the company page earns a "fast reply" badge when you answer consistently. Applicants choose companies by it.
• Change status (reviewing, interview, rejected, hired); the applicant gets an email and LINE message each time. Add notes, stars and tags; export CSV.
• Propose an interview from the message thread. The site suggests three good windows (or set your own), the applicant picks, and both sides get a calendar file.
• Use find people to invite seekers who are open to work to an open posting.

Team fit: build the team before the next posting

1. Create a team at /employers/teams and pick the organisation template for your business (restaurant, clinic, factory, agency, founders, or general SME). The template defines the "seats".
2. Invite your people with a link (LINE works). Each enters their own birth details in their own account; people without a birth time can still be read "from the date alone", and the owner can join the team too.
3. With two or more members, open the team overview: who fits which seat, who should anchor, every pair tensest first, and the seats to strengthen, which is where the next posting starts.
4. See this pair for a tense pair: where they complement, where to be careful, three ways to work together, and meeting windows. If still tense, find a bridge from the team or the applicants.
5. Post jobs tied to a seat; applicants who agree show their fit with that seat.
6. Read the this week for the team email every Monday morning: who should take the big job, which day suits a meeting, who needs a conversation (switch off in company settings).

Before promoting, and before taking a partner

• Who is ready to step up: pick a person and a target seat for a readiness band, their rank in the team for that seat, what to grow first, and the years that suit an announcement. Turn "what to grow" into a 3-to-6-month development plan (read more).
• Partner charter: who holds what, who has the final say on money, which years each carries, signing days and day-one rules. Take it to the partnership agreement before the lawyer (read more).
• Office location (Small team plan and up): building year, front direction and desk direction give a score and what to adjust.

Units and plans

Each team reading spends "units": everyday reads are cheap, company-level decisions cost more (overview 30, pair 10, bridge 20, applicant 5, this week 2, who is ready to step up 50, partner charter 300). Results are kept 30 days; viewing again costs nothing. Every company receives 50 welcome units once. The free plan has 10 units a day (teams of 3), Small team 150, Business 500, and you can buy 50 stored units at a time for 290 baht. Stored units never expire and also pay for readings priced above your plan's daily units (the partner charter fits within daily units on Business only). The full table is on the plans page. Refer a company and earn a month's credit when it first pays.

Questions

• How we compute explains where every number comes from.
• Our principles are the rules you and we agreed on.
• Contact support@happyjob.app