Candidates on Arbejd.com who have a profile and can be matched on occupation. You filter by occupation (and optionally similar ones), distance from your location, years of experience and how recently they were active. You do not see name or contact details until you send the first message.
Find candidates
Find candidates by occupation, distance and experience
Search the Arbejd.com candidate pool yourself: pick an occupation, filter by distance from your location, experience and recent activity — and message the people who fit. Candidates stay anonymous until you contact them.
Step-by-step guide
- 1
Do not only wait for the right people to apply
A job ad finds people who are already looking. Many strong candidates are not applying — they are in work, but open if the right role appears. Active search is the other direction: you find profiles that match the role and make the first contact. On Arbejd.com that happens in the same portal you publish the job in, so you are not switching between three systems.
- 2
Start with the occupation — and nearby roles if needed
Pick the occupation you are actually hiring for, from the same list as in the job ad. Add similar occupations if you want career switchers and neighbouring trades: an “IT supporter” may also fit “IT consultant” if the experience is there. Too narrow a search empties the list; too wide creates noise. Use the occupation as a filter, not as an internal job title.
- 3
Filter by distance, experience and activity
Set distance from the location you are hiring for — or nationwide if the role can be remote or you will relocate. Choose a minimum years of experience you would actually reject on. Filter by how recently the candidate was active, so you are not writing to profiles that no longer reply. Sharper filters mean a shorter list to work through.
- 4
Read match, distance and experience — not the name first
Results can be sorted by best match, shortest distance or most experience. You see a summary: occupation, skills, distance and activity. Name and photo stay hidden until you send the first message. That forces you to judge fit before spending credits on contact, and it protects the candidate until you actually want a conversation.
- 5
Write a specific first message — and attach the job
When you contact, a thread starts in the inbox. Say which role it is, why this profile, and what the next step is. Attach the job ad so the candidate can see the role without hunting. Only then is the name shown. A generic “we have an exciting job” is ignored; three concrete sentences get a reply.
- 6
Manual search and the candidate agent complement each other
Manual search is for today: you have a job and want 10 profiles to write to now. The candidate agent is for tomorrow: it runs in the background and alerts you when new matches appear. Use search for the first round and the agent so you do not miss people who log in next week. Both live in the company portal after you create the company with its registration number.
Ready to get started?
Create your company on Arbejd.com and start using Find candidates straight away.
Frequently asked questions
So you assess experience and skills before using a contact, and so the candidate is not exposed until you actually want a dialogue. After the first message the name is shown and the conversation continues in the inbox. You can attach the job ad in the message.
Yes. Choose nationwide if the role does not depend on address, or you will relocate the candidate. Otherwise set a radius from the location the job belongs to. Distance is calculated from the addresses on your company profile.
Creating a company and publishing jobs is free. Searching the candidate pool is part of the portal. You pay when you want contact — typically when opening a profile or sending the first message, depending on the current credit price. The price is shown before you confirm.
Yes. Search is independent of an active ad. It is still wise to have a job ready so you can attach it in the first message. Without a concrete role the conversation is unclear for the candidate.