Help & Support

We believe that the seniority and experience level of a role is not measured just by counting years. Especially in tech, seniority is much more defined by abilities and competencies that an individual acquires as they progress. Self-learning, discipline, and work environment play a huge role in the speed with which a person, in particular, will become "Senior" or "Expert".

The following guide specifies the skills we consider relevant for each seniority level available for jobs in Get on Board. When we moderate jobs, we look at the functions described in the ad, and we make sure they match the seniority level (and thus, salary) specified by the company. Use this guide as orientation on the most appropriate seniority level for a role.

With effect from June 1, 2020, all digital companies that do not have a permanent establishment in Chile must pay a value-added tax (VAT) of 19%, as a result of the tax reform issued in February 2020. 
Companies that are not VAT payers in Chile will have to pay the additional 19% on top of the value of the plan or unlock. Those who are VAT payers will be able to declare it in the payment checkout or within their company profile (tax info). 

In Get on Board, the top of the salary range cannot be more than 50% higher than the bottom of the range. This constraint exists so jobs can be more specific of a particular seniority level. Too wide salary ranges imply that people from different seniorities are being hired in a single job, which leads to ambiguous job descriptions and confuses applicants.

Instead of offering a single job with a wide salary range, create two jobs: one for the lower seniority level and one for the higher seniority level.

Yes you can. If you have locked jobs that you wish to unlock under your subscription plan, you can use the button "Add this job to your plan". This button will unlock your job and will make it part of your active jobs quota, just as if you had created the job after subscribing.

Groups are work teams that you can create to assign (and differentiate) access to the different selection processes among the users of your company.

Professionals expect the best from us. This is why we manually review all job postings in Get on Board, so we can make sure that only quality jobs are posted. At all times, we reserve the right to reject, request changes or suspend the publication of job offers, even if previously approved.
This article details the criteria we use to moderate jobs submitted to us.

When a process is re-launched, a new version of your job will be published, with a clean selection process, that is, without the information of the professionals who initially applied. Bear in mind that, when you relaunch a process, you will have to purchase an unlock to access the information of the new applicants. If you have a subscription plan, a quota from your plan will be used. Check here how to do it.

From the option 'Message Templates' in the left menu of your dashboard, you can create message templates for all stages of your process, which will help you save time in communicating with applicants. 

At the moment we have integration with Lever. This benefit is exclusive for companies that have an active subscription. 
To perform the integration you must follow the following simple steps...

When you check a job on Get on Board you can see when the company last checked the job above the ad description. 

You can forget about wasting time filling out fields of experience and studies by importing your LinkedIn profile in your application. 

The liquid (net) salary is what you actually receive. Gross wages are what you receive before any withholding or taxes are taken out.

Your company account on Get on Board includes a ready-to-go, easy to customize careers page, for free. Embed this page into your website by copying and pasting a simple HTML code.

Select the option 'invitations' in the left menu. There you will be able to see the status of the invitations sent through Talent Database, an exclusive benefit for subscription plans. 

Once the professionals accept the invitation to apply for your job on Get on Board, they will be able to contact you after sending their application. If they have not sent an application, and they are in the 'interested' phase, they will be able to send you a message once you have started a conversation. 

In the case that there were other accounts with your company name within your own country, you can request that unofficial accounts be deleted. 

If you have administrator permissions of the account, you can easily change your company name and contact details by clicking on your username(on the desktop it is in the upper right corner) and selecting "Edit <your company>'s profile". 

To ensure that the right candidates apply for your job, we recommend that you describe the position as clearly as possible and customize the application form to your recruiting needs. 

To create a good job posting and ensure that suitable candidates apply, we recommend that you describe the position as clearly as possible. Here are some tips to define the position in a better way.

Get on Board's API allows developers to access programmatically to features and crucial data of our platform. Learn more about the characteristics of our developer API.

When you discard applicants in a selection process, it is not automatically reported. However, we make it as easy as possible for you:
When you discard an application (either by dragging it to the "Discarded" column or from the individual application card) you will have the possibility to send a notification message. To do this, you must check the box "Notify <applicant> via email".

You can leave private notes which will be shared with the whole team. If your company has Slack integration with Get on Board's ATS, the whole team will get instant notifications. 

Payment for annual subscriptions can be done in a single annual payment or with quarterly payments. 

Get on Board has integrations with some external ATS providers, such as Lever. This external integration is available for subscription plans only.

Re-launching a process means publishing a new version of the same job, with a clean selection process (without the information of the professionals who originally applied). 

When creating the scorecard, you can assign a weight to each item or evaluation criterion. This weighting will be defined according to your hiring needs and relevance of requirements.  The criteria weights are: Low (0.5x), Normal (1.0x), High (1.5x) and Very High (2.0x).

No. At this moment we do not have monthly subscriptions, only quarterly and annual subscription plans with special pricing. Why don't we have monthly plans? Because having a monthly plan does not match the actual recruitment times, which are usually at least 2 months.

If, when submitting your application, you have a problem validating the LinkedIn URL you entered, we recommend that you check that the URL begins with https:// and that it does not contain accent marks (diacritic).
If the URL contains accent marks, you must go to LinkedIn and modify the link.

If you used a social network when creating your Get on Board account and want to change to other social network to log in, please follow these steps...

If you want to apply for a non-remote job in another country, you must check the box "I have legal permission to work in the country" when you send your application. 

If you are trying to apply for a job and the system does not allow you to do so, you should first check that all fields meet the maximum and minimum character lengths and that there are no required fields left blank. If the problem still persists, check the error message. If it says "enter a valid value", we recommend that you check the salary range you specified.

To assign a scorecard to a job, there are two ways to do it: when you create/edit your job, in step 3 ("Scorecards"), or from the 'actions' menu in your dashboard for previously created jobs.

Scorecards are evaluation tools that you create and adapt according to your recruitment needs. To create scorecards on Get on Board, you must log in to your company account and follow these steps...

Scorecards are assessment tools that allow you to evaluate applicants consistently, creating sets of criteria that will be scored using stars. Each scorecard can then be used in one or more jobs. 

Non-profit organizations, anywhere in the world, can post technology jobs on Get on Board and find great Latin American technology talent for free, forever. Check the conditions required to access the benefit.

We strongly recommend that you contact the professionals and follow up on the recruitment process directly from Get on Board. When you post your job, you automatically access smart and elegant tools that will make the process easier for you.

When you make a payment on Get On Board you receive an invoice in your email. In addition, you can access all your invoices or bills whenever you need them, from the menu on your careers page. To have access to them, you must have the role of admin, login to your profile, open the menu on your name ( upper right corner), and select the option 'invoices'. 

If you choose a subscription plan and your company's recruitment needs increase, you can upgrade to your plan. To do this, you should write to info@getonbrd.com and we will contact you from our sales area, who will explain the steps to follow. 

No. The notes you create about an applicant on the Notes tab are completely private and have been designed to allow the recruiting team to share information from interviews, evaluations, and other impressions formed about the candidates.