How to build a careers page without a developer: three routes, one checklist
How to create a careers page in an afternoon: what candidates read first, three no-code routes compared on cost and effort, and a checklist before you publish.
On this page
You can create a careers page without a developer in an afternoon by taking one of three routes: a page on your website builder, a page hosted by an applicant tracking system, or a page hosted by the workspace you already run hiring in. Whichever you pick, the page needs the same six things: the open roles, what each one pays where the law requires it, how the process works, who the person will work with, what the company does, and a way to apply that takes under five minutes.
We have hired through all three routes at a company of under fifteen people. This post is the checklist we wish we had started with, and an honest comparison of the routes as of October 2026.
What candidates actually read on a careers page
A careers page is read in a specific order, and most of it is skipped. From watching applicants at our own company and from the questions they ask in first calls, the order is roughly this:
- The role list. Title, location or "remote", employment type. If this is not above the fold, the page has failed.
- The pay. Where a range is published, it is the second thing read. Where it is not, it is the first question asked. The EU Pay Transparency Directive (2023/970) required member states to transpose it by 7 June 2026; it obliges employers to tell candidates the starting pay or range before the first interview, and most national laws satisfy that in the posting itself. Several US states, Colorado, California, New York and Washington among them, already require a range in the posting. If you hire in any of those places, publish the range.
- The process. How many steps, how long, whether there is a take-home task and whether it is paid. Candidates drop out of processes they cannot see the end of.
- The people. Who they would report to and work with. A short line per teammate with a real photo does more than a values statement.
- What the company does and how it is doing. Two paragraphs. Funding or revenue stage if you are comfortable, because it answers "will this job exist in a year".
- The apply step. A form that asks for a name, email, a CV or a link, and one question. Anything longer costs applicants; anything shorter costs you screening time.
Values, perks and office photos come after all of that. Include them, but do not lead with them.
Three routes compared
| Route | Example tools | Cost as of October 2026 | Setup effort | Where applications land | Limits |
|---|---|---|---|---|---|
| Website builder page | Webflow, Framer, Squarespace, WordPress | Whatever your site plan already costs; no extra for a page | 2–4 hours if the site exists | Your inbox or a form tool | No pipeline; you build the tracking yourself |
| ATS-hosted page | Homerun, Teamtailor | Homerun from €99 a month (€89 billed yearly) for 3 job slots, 15-day free trial; Teamtailor is quote-based | 1–2 hours | The ATS pipeline | Branded subdomain on lower plans; priced per job slot |
| Workspace-hosted page | Atrix (Spaces) | Included in every plan; Builder is $39 a month for 5 seats, 7-day trial, card required, no free plan | Under an hour | The applicant pipeline next to your projects and people | No custom domain for the careers page yet; no AI screening |
A note on "free careers page" tools: hire.page describes itself as free during early access, behind a waitlist, and publishes no paid plans as of October 2026, so we cannot compare it on price. Treat early-access tools as something you can migrate away from.
Route 1: a page on your website builder
This is the right route when your website already exists and you have one or two roles a year.
- Duplicate your simplest page and rename it
/careers. - Add a role block per opening: title, location, type, a two-line summary and a link to the full description.
- Add the pay range to each role block if you hire in a jurisdiction that requires it. Put it next to the title, not at the bottom of the description.
- Add a "How we hire" section with the steps and the time each takes.
- Add the team: names, roles, photos.
- Replace the form with something that collects name, email, CV and one question, and forwards to one shared inbox.
- Link the page from the footer and from the job description you post elsewhere.
The limit shows up at the second simultaneous role. Applications arrive as email, and the tracking becomes a spreadsheet. Our post on hiring trackers for startups covers how long a spreadsheet lasts before it stops working.
Route 2: a page hosted by an ATS
The right route when you run three or more roles at once and want a pipeline with stages, scorecards and scheduling.
Homerun and Teamtailor both generate a careers page from the roles in the system. You edit copy and colours, pick a layout, and the page updates as roles open and close. Applications go straight into the pipeline.
The cost is the thing to check. Homerun's pricing page shows its Light plan at €99 a month, or €89 a month billed yearly, with 3 job slots; the page also shows plan cards with different names and prices, so confirm what you are buying before you commit. There is a 15-day trial without a card. Teamtailor does not publish prices; you request a quote. Both are priced for teams that hire continuously, not for a company that opens one role a quarter.
Route 3: a page hosted by your workspace
The right route when the people doing the hiring already live in one workspace for projects, docs and HR, and the number of roles is small.
In Atrix, a careers page is part of the company's Space: a public company page with the open roles under it. Publishing a role puts it on the page; closing it takes it off. The apply flow is four steps, and an applicant who is hired becomes a teammate with an employment record without re-entering their details. Everything the page needs, roles, the team, the company description, comes from what is already in the workspace.
The limits, stated plainly: the careers page lives under the Atrix domain rather than yours, so link to it from your own site; there is no AI screening or candidate scoring, applicants are reviewed by people; and there is no free plan, every workspace starts with a 7-day trial that needs a card. The hiring feature page lists what is included, and the startup page covers how the pieces fit together for a team of five.
The pre-publish checklist
Run through this before you share the link anywhere.
- Every open role has a title, a location or "remote", and an employment type.
- Pay range is shown for every role in a jurisdiction that requires it, and for the rest if you are willing.
- The process is described with the number of steps and the expected time to decision.
- Take-home tasks say how long they take and whether they are paid.
- At least three teammates are named with photos.
- The company description says what you make, for whom, and how the company is funded or earning.
- The apply form can be completed in under five minutes on a phone.
- Someone owns the inbox or pipeline and replies within five working days.
- Closed roles are removed, not marked "filled".
- The page is linked from your site footer and your job posts elsewhere.
Writing the role itself
The careers page is only as good as the descriptions on it. Each role needs a clear title, three to five outcomes for the first six months, the must-have skills (not a wish list), the pay range, and the process. The job description template is the structure we use, and if you draft with AI, keep it to draft-then-edit: our post on writing a job description with AI covers what the models get wrong, pay transparency and inflated requirements first among them.
FAQ
Do I need a careers page if I only hire once a year?
Yes, a small one. Candidates look for it before they apply through a job board, and investors and customers read it as a signal that the company is growing. One page with the role, the process and the team is enough.
Should I show salary ranges on a careers page?
If you hire in the EU, Colorado, California, New York, Washington or any other jurisdiction with pay transparency rules, you are required to give a range before or at the first interview, and in the posting in most of them. Elsewhere, showing a range filters out mismatched applicants and shortens the first call. We show ranges for every role.
Can I build a careers page for free?
The page itself can be free if your website builder already hosts your site. The pipeline behind it is what costs money. ATS tools charge from roughly €99 a month; Atrix includes a careers page and pipeline in a $39-a-month plan with no free tier; hire.page is free during early access as of October 2026, with no published paid plans.
What should the apply form ask?
Name, email, a CV or a link to a portfolio or profile, and one open question specific to the role. Ask for cover letters only if you will read them.
How do I handle applications without an ATS?
A shared inbox and a spreadsheet with a row per applicant and a column per stage works for one role. At two or three simultaneous roles, move to a pipeline, whether in an ATS or a workspace that has one.
Does Atrix screen applicants with AI?
No. Atrix hosts the careers page, runs the apply flow and the applicant pipeline, and turns a hire into a teammate. Reviewing applications is done by people on your team.
Next step
Write one role with the job description template, then publish it on whichever route fits. If you want the page, the pipeline and the hire-to-teammate step in one place, the hiring feature page shows how the Atrix version works and what it leaves out.
Sources
Homerun pricing, Teamtailor pricing and hire.page, checked 27 October 2026; Directive (EU) 2023/970 on pay transparency.