What is Indeed’s Employer Dashboard?

Your Employer Dashboard is the central place for managing every stage of your hiring process on Indeed. Instead of moving between different tools to handle different tasks, you can create job postings, review candidates, communicate with applicants, schedule interviews, monitor hiring performance and collaborate with your team from a single workspace.

The dashboard helps you manage your entire recruiting process, from posting your first job to hiring across multiple locations. This system maintains an organized workflow and provides tools to help you find and hire quality candidates more efficiently.

How can I access my employer dashboard?

If you’ve already created an Indeed employer account, you can access your Employer Dashboard by signing in at employers.indeed.com.

If you’re new to Indeed, your dashboard becomes available after you post your first job. To get started:

1. Go to Indeed.com/hire and select “Post a job.”
2. Create your free employer account or sign in to an existing account.
3. Complete and publish your job posting.

Once your job is live, you can use your Employer Dashboard to manage job listings, review applications, communicate with candidates and monitor hiring activity.

Posting a job is just the beginning of what the Employer Dashboard can do. Let’s dive in and explore 10 features and functionalities you can take advantage of within your Employer Dashboard.

1. Post and edit jobs without leaving the dashboard

You can create new job postings and update existing ones directly from the Jobs tab in your Employer Dashboard. That means you can make changes without interrupting the rest of your hiring workflow.

How it works

To post a new role, select the Jobs icon on the navigation bar. Once on the Jobs tab, select “Post a job”. If you need to update an existing posting, open the job and select “Edit job” to revise information such as the job title, description, location or pay range.

Keeping your postings current can help candidates make informed decisions before they apply. As your hiring needs change, you can quickly update or modify your listings so applicants see the latest information.

2. Filter and sort applicants to find the right candidates quickly

As applications come in, your Candidates tab gives you several ways to organize your hiring pipeline. This allows you to focus on candidates who best match your hiring criteria.

Available filters

You can filter candidates by location, hiring stage or other available criteria to refine your applicant pool.

To track where each applicant is in the hiring process, you can filter by the following candidate statuses:

• New
• Reviewing
• Contacting
• Interviewing
• Rejected
• Hired

You can also sort applications by apply date, name or candidate interest (including whether they’ve been shortlisted, marked “undecided” or rejected), depending on your preferences.

Tips for staying organized

One of the easiest ways to stay organized is to update candidate statuses as you work through applications. This helps your team understand where each candidate stands and can reduce the chance of overlooking quality applicants you may want to advance in the hiring process.

It can also be helpful to consistently mark your interest in a candidate. A simple way to do this is to toggle the checkmark, question mark or X-symbol under the “Interest” column on the Candidates page. This can make it easier to identify candidates who meet your requirements at a glance, including those you’ve added to a job’s shortlist, or see who you’ve decided to reject for an open role.

3. Use screener questions to qualify applicants quickly

Screener questions help you evaluate candidates before you begin reviewing resumes. By adding role-specific requirements and question prompts to your job posting, you can more quickly identify applicants who meet your required or preferred qualifications.

How to set them up

When editing your job, you can add pre-screening questions covering areas such as certifications, work experience, availability, licenses or willingness to commute. You can designate responses as either required or preferred depending on the needs of the role.

You can also add your own customizable screening questions that correspond with the job’s role and responsibilities. Note that employers are forbidden from asking questions that are discriminatory, illegal or otherwise violate Indeed’s rules and policies.

Screener questions can also be detected and synced from an employer’s external ATS. If this is the case for your open role, then answers can be synced to Indeed and your ATS.

Candidates who don’t meet required qualifications are automatically grouped, which can help you speed up the screening process and focus your manual review on applicants who are more likely to fit the role. Candidates whose answers do not align with questions you set as required will be moved to your rejected candidates list.

Combined with other Indeed Smart Screening features, customizable pre-screener questions allow candidates to reflect their qualifications and alignment with an open role right as they apply, helping employers prioritize applications, streamline the review process and spend less time on initial screening.

Some jobs may have limitations on screener questions. This feature may not be available for free hosted jobs on Indeed. If you don’t see the option to add screener questions, you may need to upgrade your listing with Sponsored Jobs.

4. Message candidates directly from the dashboard

Your Employer Dashboard includes built-in messaging, so you can communicate with candidates without switching between email platforms or other tools. Keeping conversations alongside each application gives you and your hiring team a complete view of every candidate’s hiring journey.

What you can do

From the Candidates tab, you can send personalized messages, answer candidate questions and follow up after interviews. You can also use saved message templates for common communications or create your own to help maintain consistency while saving time.

If a candidate has been shortlisted, you may see “Send message” under the “Activity” column alongside the individual’s information and work experience. Selecting that prompt will open a chat window, giving you the opportunity to message the candidate directly. From here you can draft a message, use conversation suggestions or start with a message template.

You can also refine your message before sharing it with the candidate, with Indeed offering AI-supported suggestions to help adjust the tone or length of your content. You can also use Indeed’s AI-powered tools to rewrite a message altogether.

Because every conversation is connected to the candidate’s application, your team can quickly review previous messages before reaching out, helping create a more seamless candidate experience.

5. Schedule interviews with built-in video tools

Once you’ve identified promising applications, you can schedule interviews directly from your Employer Dashboard.

How to schedule an interview

From a candidate’s application profile, select “Set up interview,” choose your preferred date and time, then select whether you’d like to meet by video, phone or in person. You can also share your own availability for scheduling, as long as you have at least one time slot within an established scheduling window for the candidate to choose from. Candidates receive their interview invitation through Indeed, along with the information they need to join the meeting.

If you choose to interview candidates via video, you can connect through a third-party video conferencing service or Indeed’s built-in video call feature. For video interviews, Indeed built-in interview experience eliminates the need to create separate meeting links or ask candidates to download additional software.

During the interview

During the interview, you can review the candidate’s resume, invite colleagues to participate in panel interviews and use features like background blur and noise reduction for a more focused conversation.

Managing scheduling and interviews in the same place as your candidate communications can help keep the hiring process organized from initial application review through the final interview.

6. Sponsor jobs and manage your budget in real time

Sponsoring a job can help your listing reach more relevant job seekers. From your Employer Dashboard, you can choose whether to sponsor a job, set your budget, monitor performance and adjust your spend as your hiring needs change.

Free job posts

When you post a job on Indeed, you can choose to publish it for free* or sponsor it. Both options provide access to the Employer Dashboard, where you can manage candidates, communicate with applicants and track your hiring activity.

A free job post appears in relevant search results at no cost and can be a good fit for lower-urgency roles or positions that are typically easier to fill. Keep in mind that free job posts receive limited visibility.

As new jobs are added, non-sponsored posts appear lower in search results over time. Non-sponsored posts remain live for up to 30 days, and employers can publish up to three free jobs per calendar month.

*Terms, conditions, quality standards and usage limits apply.

Sponsored Jobs

Sponsored Jobs increase your job’s visibility compared to free postings, helping you reach more active job seekers. Standard Sponsored Jobs help your listing appear more frequently and for longer in relevant search results, and they include the option to send automated messages that engage candidates at key stages of the hiring process.

Premium Sponsored Jobs include all the visibility benefits of Standard Sponsored Jobs, along with additional targeting, matching and branding features designed to help you connect with candidates who match your hiring criteria more efficiently.

Sponsored Jobs across all tiers may receive other visibility benefits, also appearing in relevant job seeker alerts, recommendations and other placements across Indeed.

How sponsoring works

You can manage sponsorship directly from the Jobs tab in your Employer Dashboard. A job’s sponsorship status is identified under the column titled “Sponsored Job plan.”

When you opt to sponsor a job, you can select a plan duration. You can opt to sponsor the job for 15 days, 30 days or set a custom end date. You can also sponsor your open job continuously until the role is filled.

Setting a daily or total budget gives you direct control over expenses, with charges applied for performance results. This means fees are incurred when a job seeker clicks on the listing or starts an application, depending on the chosen budget type and market.

You can pause, resume or adjust your sponsorship at any time, and your dashboard lets you track key metrics like spend, clicks and applications in one place. There’s no long-term contract, giving you the flexibility to increase or decrease your budget as your hiring needs change.

According to Indeed data, Standard Sponsored Jobs posted directly on Indeed using the recommended budget receive 6.5X more applications than non-sponsored jobs^[1].

7. Track job performance with Indeed Analytics

The Analytics section of your Employer Dashboard helps you understand how your hiring efforts are performing so you can make more informed decisions over time.

Instead of relying on assumptions, you can review metrics across your jobs, campaigns, interviews and other hiring activities from one reporting area. You can also customize reports, save frequently used views and share reports with colleagues when collaborating on hiring decisions.

From the Analytics page, you can also monitor your spend and performance across various Indeed products you may have incorporated into your hiring plan, including Smart Sourcing, Indeed Hiring Events and Employer Branding Ads. For a high-level perspective on the performance of each product you’ve utilized, explore the “Return on investment” section under the Overview tab on the Analytics page.

Key metrics you can monitor

The metrics you track can help you understand where your jobs are performing well and where there might be opportunities to adjust your hiring strategy. Some of the most useful include:

• Impressions and clicks: Understand how often job seekers are seeing and selecting your listings.
• Applications: Monitor how many candidates begin and complete applications.
• Cost per apply start and application: For Sponsored Jobs, compare your hiring budget with application activity.
• Job performance: Identify which listings generate the strongest engagement based on measures such as click-through rate and application completion.

How to use analytics

These insights can help you identify opportunities to improve your hiring strategy. For example, you may decide to update a job title, clarify a job description, adjust compensation details or increase sponsorship budget for roles that need additional visibility.

You can also compare performance across multiple jobs, evaluate the value of different hiring products and export reporting data for additional analysis when needed.

8. Collaborate with your team using shared access and notes

Hiring decisions often involve multiple people. Your Employer Dashboard makes it easier to collaborate by giving team members access to the information they need, keeping candidate feedback in one place and helping everyone stay aligned throughout the hiring process.

Team features

Manage access: Invite colleagues to your employer account and assign roles such as admin, hiring manager or limited access. This helps you control who can post jobs, review candidates, message applicants and manage billing.

Shared notes: Add notes to a candidate’s application so teammates can share feedback, interview observations and next steps without relying on separate emails or documents.

Forward resumes: Share candidate applications with colleagues when you’d like additional input or another perspective before moving forward.

Status notifications: Stay informed when a teammate updates a candidate’s hiring stage or adds a note, making it easier to track progress across your hiring team.

Using these collaboration tools can help keep everyone working from the same information, reduce miscommunication and create a more organized hiring process.

9. Export candidate data for reporting

If you need to review candidate information outside of Indeed, the Employer Dashboard includes an export feature for eligible accounts that meet annual minimum spend requirements.

How to export

From the Candidates tab, you can choose the applicants you’d like to include and export their information into a downloadable file. This can be useful when creating internal hiring reports, sharing information with approved stakeholders or supporting recordkeeping and compliance processes.

10. Organize job postings with tags and campaigns

Managing multiple openings becomes easier when you can organize related jobs together. The Employer Dashboard includes tags and campaigns that help you group listings based on your hiring needs.

Tags

Tags let you create your own organizational system using labels such as “remote,” “seasonal,” “urgent” or department names. Tags and descriptions can each have up to 40 characters. Once you’ve tagged your jobs, they’re designed to be used to help you and your team quickly filter your Jobs to find related openings without searching through every listing individually.

Campaigns

Campaigns provide another way to organize hiring by grouping multiple jobs together under a shared budget or hiring initiative. This simplifies performance monitoring across several roles at once, so you can compare results and manage hiring efforts for multiple locations, departments or seasonal recruiting projects.

These organizational tools can help simplify hiring as your recruiting needs grow.

Get more from your Employer Dashboard

The Employer Dashboard integrates job management (including sponsorship details), candidate messaging, interview scheduling, analytics and collaboration tools. These features allow you to centralize the hiring process in one digital location. Rather than switching between multiple platforms, you can organize your recruiting workflow, communicate with candidates and monitor hiring performance throughout the process.

Whether you’re filling one position or managing hiring across multiple teams, taking advantage of more of your Employer Dashboard’s features can help you work more efficiently, stay organized and spend more time connecting with quality candidates.

Frequently asked questions

How do I access my Employer Dashboard?

You can access your Employer Dashboard by signing in to your Indeed employer account at employers.indeed.com. Your dashboard becomes available as soon as you post your first job on Indeed. From there, you can manage job postings, review candidates, communicate with applicants and monitor hiring performance.

Can I see if a candidate applied to more than one of my jobs?

Yes. Open the candidate’s profile from the Candidates tab to view the jobs they’ve applied to within your employer account. This can be found under the “Activity & Notes” header. This can help you identify applicants who may be a good fit for multiple openings.

How do I find a candidate from a closed or past job?

Go to the Jobs tab and switch to the Closed Jobs view. This can be found by updating the Status filter to show only closed jobs. From there, open the relevant job posting to review candidates who applied before the position was closed.

What candidate statuses are available in the dashboard?

The Employer Dashboard includes several candidate statuses to help you organize your hiring pipeline. These include Invited candidates, New, Reviewing, Contacting, Interviewing, Rejected and Hired. You can also see all candidates at any stage in the pipeline by selecting the “All Candidates” toggle in the Candidates tab. You can update a candidate’s status at any point during the hiring process to keep your pipeline current.

How do I add a teammate to my Employer Dashboard?

Open your account settings and select Users. From there, you can invite colleagues by email and assign roles such as admin, hiring manager or limited access. Each role has different permissions, allowing you to control who can post jobs, communicate with candidates and manage account settings.

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