Recruitment Feature: Receive and Screen Applicants Without Switching Apps

01

Not a standalone employee recruitment app

Recruitment is sold as a dashboard add-on, not a job-marketplace product.

Most employee recruitment apps on the market are built as marketplaces: companies post jobs, anyone can browse and apply, and the platform has its own pool of job seekers. Recruitment at Optima has a different goal. It's a feature inside the client dashboard you already use to track your website, leads, and other add-ons, built for businesses that already have their own channels (a site or social media) and just need somewhere to collect and screen applications, not a place to source strangers from scratch.

That's why job posts still live at their own primary home: your own site, if Optima manages it, or a dedicated page on loker.langkahkerja.id if it doesn't. loker.langkahkerja.id is just an extra channel to reassure applicants the listing is legitimate, not a replacement for whatever recruitment channels you already use.

02

How it works: post, publish, apply, all in one place

Four steps, all through the same dashboard, no separate system to log into.

You post a job through a form on the Recruitment page: role, city, work type, salary, requirements, and key tasks, one line per point. You can also add up to three extra questions if you want applicants to answer something specific before screening.

Once saved, the listing goes live with no manual moderation, and the system automatically builds an application page. Applicants just fill in one form (name, contact, PDF CV, answers to any extra questions), and the data lands straight in the same dashboard, along with which channel the applicant came from.

The example above: a 500-CV plan with 37 used, two active listings with 35 applicants combined. All of that is visible the moment you open the Recruitment page, no manual tallying from email or spreadsheets.

03

Automatic match scoring, the decision stays yours

Each CV is read and compared against the job's requirements, producing a 0-100 score with reasons.

Every CV that comes in is read and compared against the requirements you wrote for that job. The result is a match score from 0 to 100, shown together with the reasons behind it, not a blank number you have to take on faith.

The candidate list is automatically sorted by score, so you don't have to open every CV that looks less relevant first. But the score is only a helper, not an automatic filter. No applicant is ever rejected by the system on its own without you looking. Scoring never uses name, gender, age, religion, or ethnicity as a factor; requirements that aren't proven in the CV are flagged as "needs asking", not treated as an automatic fail.

If a CV is a scanned image or unreadable, it's flagged as such so you know to open the file yourself, instead of being forced into a misleading score.

04

A four-stage pipeline, fully logged

Every status change is logged, so you can see which job posts have gone unscreened for too long.

You move applicants through a ladder: New, Shortlisted, Interviewing, Hired, or Rejected from any stage with an optional short reason. Rejected applicants don't disappear from the list, they're just hidden behind a filter, so a mistaken click can always be undone.

You can also write internal notes per candidate that applicants never see, and every status change is logged with a timestamp and who made it. For Interviewing and Hired, an automatic email goes out to the applicant on your behalf; for Rejected, you decide per job post whether to send a notification email at all.

• New: visible on the list the moment it comes in
• Shortlisted: you've marked them worth moving forward
• Interviewing: automatic email sent to the applicant on your behalf
• Hired: automatic email, or Rejected with an optional short reason

05

Priced by stored CVs, not per job post

Think of it like renting storage: as long as you still need it, post as many jobs as you want.

You're not charged per job post or per applicant. What counts is the number of stored CVs, including rejected ones, against your plan's quota. Whether you post one job or ten at once, the price stays the same as long as total CVs stay under quota.

If the quota fills up, you're offered an upgrade through the same card in the dashboard. New applicants are still accepted and never rejected just because of billing. If you cancel, the job posts come down from loker.langkahkerja.id, the data is frozen for 30 days, then deleted if you don't resume.

06

Your applicant data never mixes with another client's

The same person could apply to two different Optima clients, and neither would ever know it.

Applicant data from your job posts can only be seen from your own dashboard. If the same person applies to another Optima client, it's recorded as a completely separate row. You never see that application, and the other business never knows that applicant also applied to you.

CVs are stored in private storage and opened through a link valid for 10 minutes, not a file anyone can access. Applicant data is kept for 12 months, then automatically anonymized, in line with your obligations as the data controller under Indonesia's Personal Data Protection Law.

07

Try it before subscribing

The public demo dashboard shows sample job posts and candidates with the exact same mechanics.

You can open the Recruitment page on the demo dashboard right now. The jobs, candidates, and scores are just samples, but the mechanics are exactly what you'd use once subscribed. If you're not an Optima client yet, start with the core package on the Services page, then activate Recruitment once your site is live.

Open the demo dashboard · See the Services page