Open Roles Without The Hunt
Search currently-open roles, view the full posting, find internal-only opportunities, and check your application status — all from chat. Recruiters get posting-level statistics in the same surface. Strictly read-only: applications, status changes, and offers still happen in Recruiting where the action is deliberate.
Why Open Roles Don't Reach The People Who'd Apply
Job Board Agent attacks the four specific failures that turn an active hiring plan into a dormant careers page — without changing how postings are authored or how applications route.
Internal Mobility Is Invisible To Internal Employees
An open role on the Growth PM team would be perfect for a senior analyst three teams over. They never see it — the role lives on the public careers page, the internal listing isn't surfaced anywhere they look, and external sourcing fills the seat with a stranger.
Employees Don't Know What's Currently Open
"Are we hiring SREs right now?" The answer is two clicks deep behind a careers page filter that defaults to all departments. Most employees don't bother to check, so they don't refer. The hire that would have come from a referral comes from a recruiter at 3x the cost.
Applicants Lose Track Of Their Own Application Status
The applicant applied 18 days ago. Did the recruiter see it? Is it still active? Was it declined silently? Without a way to ask, candidates either ghost or spam the recruiter for updates that should be self-service.
Recruiters Don't See Posting Performance Until It's Too Late
A job has been open 32 days. Views are low. Apply rate is below average. The recruiter finds out at the next weekly review, by which point the funnel is already starved. Real-time stats per posting would surface the problem at day 7, not day 30.
Referral-Ready Employees Don't Know Which Roles Pay Bonuses
An engineer's college roommate would be a great fit for the open SRE role — but the employee doesn't know the role is open, doesn't know it has a referral bonus, and doesn't know the application link to send. By the time the careers page is rediscovered, the candidate has already accepted an offer somewhere else.
"What Are We Hiring For This Quarter?" Is A Recruiter-Only Question
Department heads want a quick rollup — open roles by team, by location, by seniority — to plan project staffing and onboarding capacity. The data is on the job board, but it's faceted for candidates, not for internal planning. So managers ask the recruiter, who exports a CSV that's stale by Friday.
Job Board Agent At A Glance
Job Board AI
Open roles, internal opportunities, application status — from chat.
Inside Job Board Agent — The Actual Capabilities
Every block below maps to a real tool the agent uses against your Job Board data. Strictly read-only — the agent surfaces postings, applications, and statistics; applying, advancing, and offering still happen in the Recruiting app.
Search Open Roles Without Filters You Have To Remember
The agent only returns currently-open jobs. Employees ask "any product manager roles?" or "what's open in engineering?" — the agent honors the keyword, department, location, or job type filter without making the user remember "must be set to open".
- search_jobs — already filters to currently-open jobs. Optional keyword, department, location, and job type (full_time/part_time/contract/intern).
- "Open"/"current"/"available" handled correctly — those words don't appear in titles, so the agent omits them from the query instead of returning zero results.
- get_job_details — full posting, requirements, and team context for a specific role.
- get_internal_opportunities — internal-only postings surfaced separately for current employees.
Your Own Application Status, Self-Service
Applicants ask "where am I on the Senior PM role?" and the agent returns the stage, recruiter, last-contact date, and any scheduled interviews. No more silent funnels — the candidate sees their own status without contacting the recruiter.
- get_my_applications — every application the user has submitted with current stage and status.
- check_application_status — drill into one application for stage, last-contact date, and next-step context.
- Internal-application flag — applications from current employees carry the internal flag for recruiter visibility.
- Audit trail on every retrieval — even read calls log the requesting user and the application returned.
Posting Statistics For Recruiters In The Same Surface
Recruiters ask "how is the Senior PM role doing?" and the agent returns views, apply conversion, pipeline-stage breakdown, and benchmark comparisons — without leaving chat. Recruiters-only by design: get_job_posting_stats checks role before running.
- get_job_posting_stats — views, applications, pipeline-stage breakdown for a specific posting. Recruiter role required.
- Benchmark context — view rate and apply-rate compared to the role's job family average.
- Pipeline funnel breakdown — applied / screened / technical / onsite / offer-pending counts.
- Permission-aware — non-recruiters get a polite refusal rather than a partial leak.
Outcomes Teams Can Measure
The agent's job is to lift internal mobility, surface postings to people who'd apply, and give applicants self-service status without spamming recruiters. Measure against your pre-agent baseline.
- Internal-mobility apply rate — share of open roles filled by an internal candidate, vs the historical baseline.
- Referral velocity — median days from posting to first employee referral, with the agent surfacing the role.
- Applicant status-check deflection — recruiter inbox messages replaced by self-service status checks.
- Posting-stat freshness — share of postings where the recruiter checks stats within 7 days of going live (the leading indicator of funnel health).
- View-to-apply conversion — measured per posting, surfaced before the role hits 30 days open.
Intentionally Read-Only · Applications Happen In Recruiting
Job Board Agent's RISKY_TOOLS list is empty — the agent surfaces and explains, but it does not submit applications, advance candidates, or post jobs. Every write happens in the Recruiting app where the action is deliberate and the permission boundary is the app's own.
- Zero write tools — RISKY_TOOLS list is empty. No agent-submitted applications, no agent-advanced candidates, no agent-posted jobs.
- Permission-aware — recruiter-only tools (get_job_posting_stats) check role before running.
- Internal postings respected — internal-only roles stay visible only to current employees.
- Audit trail on every retrieval — even read calls log the requesting user, the tool used, and the records returned.
WHAT TEAMS TRY INSTEAD
The four alternatives — and why none of them surface internal-only roles or per-posting stats
When an employee wants to refer, an applicant wants status, or a recruiter wants posting performance, they reach for one of these four. None of them combine open-role search, internal-mobility surfacing, application status, and recruiter stats in one chat surface.
Pasting careers-page text into ChatGPT, Claude, or Copilot
General-purpose AI summarizing scraped careers pages
- Job Board Agent reads live postings with internal-only visibility honored — not a scraped careers page that misses internal roles entirely
- Application status is one chat ask, not "spam the recruiter for an update"
- Recruiter stats per posting surface in chat, not a 30-day-too-late dashboard
Greenhouse AI, Workable AI, LinkedIn Job Posting AI
Vendor-trapped ATS AI in a single recruiting silo
- Joins postings with Skills (employee skill match), Talent Hub (internal mobility), and Recruiting (the candidate pipeline) — vendor AI sees only its own postings
- Employees, applicants, and recruiters share one chat surface — no per-employee ATS license for browsing
- Survives an ATS-vendor migration; the agent's tools repoint at the new source
Custom internal careers page
An HR-tech team's six-month build, then forever maintenance
- Shipped already — engineering doesn't have to rebuild internal-only role filtering, application status, or posting statistics
- Read-only by design — no risk of the chatbot accepting "apply me to this" and creating a noisy candidate record
- Inherits new tools (skill match, internal mobility recommendations, referral bonus surfacing) as the platform evolves
The manual fallback — "ping the recruiter"
The default when AI tools fall short
- Employees discover open roles inside their daily workflow instead of remembering to check the careers page
- Applicants get status answers in chat instead of ghosting the recruiter or being ghosted by them
- Department heads get an open-roles rollup by team / location / seniority without a CSV export from recruiting
PLATFORM ADVANTAGE
Job Board Agent inherits everything the platform already runs
A custom careers page chatbot has to plumb each of these. Job Board Agent gets them for free.
Cross-app data plane
Joins postings with Recruiting (live applicant pipeline), Talent Hub (internal mobility), and Skills (skill match) — one chat surface, no separate ATS dashboard.
Internal-vs-external visibility
Internal-only postings surface to current employees and stay hidden from external applicants. The agent enforces it server-side on every search.
Audit trail & retention
Even read-only searches log to AiApiLog with the requesting user, the tool, and the records returned — DE&I and compliance audit asks become chat queries.
Translation in 100+ languages
Postings render in the searcher's working language; descriptions, requirements, and benefits stay accurate via the same translation service that powers Chat.
Frontline-ready browsing
Employees and applicants browse open roles from the same mobile app they use for shifts and pay — no separate careers app to download.
RubyLLM-grounded model tiering
Open-role searches run on nano; skill-match scoring and recruiter stat narratives route up. Automatic per call.
INDUSTRY FIT
Industries where job-board AI moves the most weight
Job Board Agent shines wherever internal mobility, referrals, or applicant volume sets the hiring pace.
Retail / Hospitality
Seasonal hiring, store-to-store mobility, and high-volume applicant flow run with chat-based browsing and self-service status.
Healthcare
Clinical-to-clinical mobility, contingent-staff postings, and per-facility open roles surface to current employees first.
Manufacturing
Plant-to-plant transfers, skilled-trade openings, and apprenticeship roles surface in the same mobile app frontline workers use for shifts.
Technology
Internal-mobility postings reach engineers before external sourcing fills the seat. Referral bonuses surface alongside the posting.
Public Sector
Posting visibility rules (internal, agency, public) get enforced server-side — FedRAMP-eligible deployment keeps everything in the tenant.
Professional Services
Practice-area mobility, office-to-office transfers, and partner-track promotions surface to current consultants in their daily workflow.
WHY MANGOAPPS WINS
An embedded job-board agent beats Greenhouse AI, a horizontal chatbot, or a DIY careers page on every axis
The argument talent acquisition, HR, IT, and employees all share — and the one a single-vendor ATS AI structurally cannot answer.
Cheaper than the alternatives
No per-employee ATS browsing license, no per-seat ChatGPT license, no six-month careers-page build, no recruiter time soaked by application-status DMs.
More secure
Read-only by design. Internal-only role visibility enforced server-side. Recruiter-only stats role-gated. Every retrieval logged. Nothing leaves the tenant.
Easier to deploy
Already deployed if Job Board is enabled. Turn the agent on and employees browse open roles in chat the same day.
Easier to use
One chat surface for open roles, internal mobility, application status, and posting stats — no careers page, no ATS dashboard.
Easier to manage
Posting visibility rules, role-stat access, and referral configuration live in the same admin console as every other app. One audit log, one access model.
Easier to extend
New tools (skill match, internal mobility suggestions, referral bonus surfacing) ship as agent capabilities — no DIY careers page port.
AI is actually better
A vendor ATS copilot can list postings. Only Job Board Agent can also see the employee's skill profile, their internal-mobility eligibility, and the referral bonus on each role — and combine all three in one chat thread.
At our head office within HR, marketing, and finance, we use ChatGPT quite a bit, and MangoApps AI Helper is a useful tool for us. As I go around to the stores, I’ve been showing them how the AI Intranet Helper can find things and answer plain language questions about our resources, and they’re quite excited about that.
Alison van Zijl
Head of Human Resources
Full House
Customer Success
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Frequently Asked Questions About Job Board Agent
6 tools — search currently-open jobs (with department, location, and job-type filters), get full job details for a specific posting, list internal-only opportunities, get my applications, check one application's status, and get posting statistics (recruiter role required).
No. RISKY_TOOLS is empty — there are no agent tools for submitting applications, advancing candidates, or posting jobs. Applications happen in the Recruiting app where the candidate owns the submission and the permission boundary is the app's own.
search_jobs already filters to currently-open roles. Words like "open", "current", "available", or "right now" do not need to appear in the query — those words don't appear in titles or descriptions either, so passing them would return zero results. Call with no query to list every open role.
get_job_posting_stats requires the recruiter role. Non-recruiters get a polite refusal rather than a partial response. View counts, application counts, and pipeline-stage breakdowns are recruiter-only by design.
Internal-mobility apply rate, referral velocity, applicant status-check deflection, posting-stat freshness within 7 days of going live, and view-to-apply conversion per posting. Compare against your pre-agent baseline.
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