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A position is the opening. It carries everything downstream depends on: the function and its location, the employment terms, who is responsible for it, the documents applicants must supply, and the job ad itself.

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Creating a position

1

Basics

Title, function, Standort (location), and the Pensum as a percentage or a range. The location determines the canton, which in turn drives public holidays and — later, for the hire — the default sick-pay scale.
2

Legal employer

On multi-entity installations, choose the Rechtsträger that will employ the person. This is not cosmetic: the Stellenmeldepflicht is a per-employer obligation and the reported employer is recorded on the Stellenmeldung.
3

Occupation code

Pick the AVAM occupation code. This is what decides whether the vacancy falls under the Stellenmeldepflicht — the code carries the unemployment rate and a regulated flag.
4

Responsibilities

Assign position roles — the hiring manager, the HR owner, interviewers. Managers without applications:view-all see a position’s applications only through such an assignment (or through a direct report holding one).
5

Required documents

Define the document matrix: CV, diplomas, Privatauszug, Sonderprivatauszug for roles working with minors, references. The onboarding portal asks the hire for exactly this list.
6

The job ad

Write the ad. Each locale you intend to publish in needs its own text — the Translate action drafts the others from the one you wrote, and you edit before publishing.

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Application requirements

Beyond documents, a position can declare application requirements — the fields an applicant must complete and the questions they must answer. These are validated on submission, so an incomplete application never reaches the pipeline as a surprise.

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Status

A position moves through four statuses:

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Who sees a position

Separately from status, the recruitment surfaces scope which positions a user works with — resolved centrally by one resolver, so the pipeline board and the recruiting overview cannot disagree:
  • Holders of applications:view-all (HR_STAFF, ADMIN, SUPERADMIN) see every position. Recruiting is their job; nothing is hidden from them.
  • Everyone else — in practice MANAGER — sees positions where they hold a PositionRole, plus positions held by one of their direct reports, so a manager keeps oversight of the hiring their own reports run.
Before that resolver existed, the recruiting overview scoped by position roles while the pipeline board did not scope at all — a manager saw their own positions’ KPIs but every position’s applications. The two surfaces are now pinned in lockstep by a test.

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Publishing

Publishing a position does three things at once:
  1. Renders the ad on the public careers page in the visitor’s locale.
  2. Opens the pipeline so applications can be accepted.
  3. If the occupation is subject to the job-reporting duty, blocks public advertising until the Job-Room embargo has run — see Job distribution.
Publishing a reportable vacancy publicly before the five-working-day embargo has elapsed breaches AIG Art. 21a. The platform enforces the wait rather than warning about it.

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Editing a live position

Positions can be edited after publication; the ad and the careers page update immediately. Changes to the occupation code on a position with an active Stellenmeldung do not silently re-file the report — the reporting state is tracked separately and stays where it is until you act on it.

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Closing

Closing a position stops new applications. Applications already in the pipeline stay where they are, so you can finish working them. Bulk rejection is available for the remaining candidates, and it sends the templated rejection in each recipient’s own locale.