Overview
Applicant volume varies by role, market, and timing. Your job post is distributed across 100+ job boards, but your role, location, compensation, title keywords, and competition will drive how many candidates you see.
WISE is your AI-powered hiring assistant, designed to help you make smarter, faster hiring decisions. Two key WISE features help you understand and improve the performance of your job posts: Candidate Forecast and Job Health.
Helpful note: New posts often get an early rush of applicants, then settle into a steady trickle as new job seekers enter the market.
Use Candidate Forecast to set expectations
Candidate Forecast gives you a data-informed estimate of how many applicants you might see, based on your role and location.
What it shows: an expected applicant range and pacing over time, so you know what "normal" looks like for your job
When to use it: while creating or updating a job, to sanity-check your title, compensation, and location before you publish
How to act on it: if the forecast is low, consider broadening your title, adjusting compensation, or widening your location radius
Helpful note: Forecasts are estimates, not guarantees. Small inputs, like a clearer title, can move the range upward.
Use Job Health to monitor and improve performance
Job Health helps you understand how your post is performing after it's live and suggests specific ways to improve it.
What it shows: at-a-glance indicators like visibility and conversion trends, plus recommended actions
Common recommendations: refresh the post, sponsor for more reach, clarify the title, or align compensation with local norms
Why it matters: quick, targeted tweaks can revive momentum without starting over
What affects applicant volume (and what to adjust)
Title clarity and keywords: use common, searchable titles (for example, "Assistant Store Manager" instead of "Retail Rockstar")
Compensation competitiveness: align with local ranges, since under-market pay reduces visibility and conversions
Location and radius: rural roles typically see fewer applicants, so consider a broader radius or remote/hybrid where appropriate
Requirements and screening: too many hard requirements can limit your pool, so list only the qualifications you truly must have
Sponsorship and refresh cadence: sponsored ads and periodic refreshes lift visibility across boards
Common Questions
Is the Candidate Forecast a guarantee?
No. It's an estimate based on role and market data. Use it to set expectations and fine-tune inputs before posting.
My Job Health is low, what should I do first?
Start with the recommendations you see there: refresh or sponsor the job, simplify the title, and verify compensation is competitive.
How soon should I expect applicants?
Most roles see the biggest activity in the first few days, then a steady trickle as new job seekers enter the market.
Will sponsoring always increase applicants?
It increases visibility. Results still depend on role, pay, and market demand, so optimize those first for the best return.