Web platformClassifieds, jobs & resaleOriginal by Kariyer.net
Kariyer.net is Turkey's best-known job board, comparable to StepStone or Monster. What makes a portal like this valuable is that it connects job seekers and employers through structured CV data. Candidates create a detailed CV once and apply in a few clicks; employers filter applications to their job ads, search the candidate pool and manage the process from one panel. Trustworthy company job ads and practical employer tools let both sides of the marketplace feed each other.
Building something similar requires a candidate website and mobile app, an employer panel (a simple ATS) for posting jobs and managing applications, CV database search and an admin panel. Behind the scenes run job title and skills taxonomies, a matching algorithm, a notification engine and GDPR-compliant candidate data management. Corporate sales and a job ad moderation team are part of the operation.
How Kariyer.net works: the core user flow
How many apps and dashboards do you need?
Candidate website and app
Job seekers build their CV, search jobs, apply and track application status.
Employer panel
Companies post jobs, review applications and search the candidate pool.
Admin panel
The team moderates job ads, verifies companies and manages packages and reports.
Critical features of a product like Kariyer.net
Structured CV
Experience, education, skills and languages are collected in standard fields; the CV can be exported to PDF.
Candidate-job matching
Jobs are recommended to candidates, and candidates to employers, by position, location, experience and skills.
Application management (ATS)
Employers move applications through stages, add notes and tags and send bulk messages.
CV database search
Employers with a package can run filtered searches among candidates who have marked themselves open to work.
Screening questions
Questions added to the job ad automatically check minimum requirements during application.
Company verification
Employers are verified by company registration number and corporate email, reducing the risk of fake job ads.
What goes into the first version, what comes later
First version (MVP)
- Candidate sign-up and structured CV builder
- Job posting, search and applications
- Employer panel: application list and stages
- Job ad package sales and online payment
- Company verification and job ad approval
Later releases
- AI-assisted candidate-job matching
- CV database search and candidate search packages
- Video interviews and online assessments
- Employer branding pages and salary guide
Modules and how the budget is calculated
The budget is calculated with 360 SOFT’s pricing model from the modules below, about 32 screens and the project’s complexity: roughly 181 person-days for the full scope and 115 person-days for the first version. Every module you drop lowers the budget directly.
| Module | Phase |
|---|---|
| Sign-up, login, social login | First version |
| User profile and settings | First version |
| Roles and permissions | First version |
| Admin dashboard | First version |
| Advanced search and filters | First version |
| File, photo, video upload | First version |
| Online payments (Stripe / PSP) | First version |
| Subscriptions and recurring billing | First version |
| Email / SMS notifications | First version |
| Push notifications | First version |
| Real-time messaging | First version |
| Reporting and analytics | Later release |
| AI features (LLM, RAG, recommendations) | Later release |
| GDPR and security hardening | First version |
Hosting, SMS, map APIs, app store accounts and payment-provider fees are separate items. Maintenance and improvements (optional): €600 / month. We send a fixed written price within 24 hours after a free discovery call.
The hard parts
GDPR and candidate data
CVs contain a lot of personal data; consent, visibility settings and retention periods must be managed meticulously.
Matching quality
The same position is written under different titles, so without title and skill normalisation, recommendations stay weak.
Fake job ads and fraud
Company verification and job ad moderation are essential against fake ads that ask for fees or harvest personal data.
Business model
The candidate side is free, while employers buy job ad packages, CV database access and annual corporate memberships. Featured job ads, employer branding pages, pre-employment assessments and premium features for candidates (application boosts, CV reviews) can be additional revenue streams. Bulk job ad agreements with recruitment agencies create a steady, predictable income.
Get a free quote for your project
Let us scope it together and send a fixed written quote within 24 hours. NDA on request; you own the source code.
Choosing a company to build an app like Kariyer.net
Most people searching “website like kariyer.net” are really looking for a reliable app development company. When comparing quotes, check four things:
- Can you try similar products they have shipped, in the stores or live?
- Are the source code, design files, servers and store accounts transferred to you by contract?
- Do they show a working demo every two weeks, with written scope and acceptance criteria?
- Are maintenance, scaling and GDPR/security costs written into the quote?
Copyright and trademarks
A business model and features are generally not protected on their own, but the Kariyer.net name, logo, interface design, content and source code are. That is why we build a product with similar functionality but your own brand, design and code. This is not legal advice; we recommend a trademark search before launch.
Frequently asked questions
How long does it take to build a site like Kariyer.net?
A first version with CVs, job ads, applications and an employer panel can go live in a few months. The matching algorithm and CV database search get stronger as data accumulates.
How many separate panels are needed?
There are three main parts: the candidate website and app, the employer panel and the admin panel. Enterprise clients may also ask for integration with their own ATS.
Are there copyright or trademark issues?
The job portal model and its features are free to use; names, logos, design, content and code cannot be copied. This is not legal advice.
What should a job site do to comply with GDPR?
A privacy notice, consent capture, CV visibility settings and a deletion request flow must be in place from the start. Employer CV downloads should also be logged.
