For small businesses that develop people
Hire the person.
Build the skills.
Keep them longer.
Describe what really matters, what you can teach and why the right person could grow with your business.
Build an honest opportunity ↓Employer role builder
Build for potential—not keyword perfection.
Applicants see the honest version. You see evidence of interest, transferable ability and learning potential.
What must they genuinely have on day one?
Keep this short. Only choose something you could not safely or realistically teach.
What are you prepared to teach?
This tells good people they can apply without pretending to be the finished product.
Who tends to thrive in your business?
Choose observable working qualities—not vague personality labels.
Give the role a more personal feel.
Film a short, honest look at the workplace, team or typical tasks, upload it to your own YouTube or Vimeo account, then paste the link here. Avoid filming customers, pupils or private information without permission.
Responsible matching
Evidence—not a hidden personality score.
Job Actually will organise what applicants choose to share. It will not judge faces, voices or protected characteristics, and employers will always see why a match was suggested.