Jobs, approved before they open
A recruiter drafts a job with its headcount and salary band. A super admin, managing director or TA manager approves it — someone other than the person who asked, unless they are the only approver. Raising the headcount or the top of the band sends it back. Job-ad wording is checked as you type against the Tripartite Guidelines on Fair Employment Practices: age limits, sex, race, religion and nationality preferences, and gendered titles are flagged, with the fix.
Applications
Each company can publish a careers page with its logo and description. Candidates apply with a CV and give PDPA consent; nobody needs an account. CVs are read by formula — PDF text and Word documents, no AI — so contact details are picked up and recruiters can see which of the job's own requirement terms appear. One candidate record per email per company: a repeat application, or an agency submitting someone who already applied, is caught and the original stands.
Interviews and scorecards
Schedule an interview and every interviewer and the candidate get a calendar invitation, or offer the candidate a few times and let them choose from an emailed link. Each interviewer submits a scorecard; nobody on the panel sees anyone else's until they have submitted their own.
Offers, signed, then hired
Offer letters are generated from your template with merge fields, approved by someone other than the person who prepared them, and sent as a personal link. The candidate reads the letter, types their name to sign, and gives the details payroll needs — residency, date of birth, Self-Help Group fund. The signature records the time, the address it came from and a fingerprint of the exact letter. On acceptance the employee record is created; bank details and NRIC are then entered by the new hire in their own portal, never in recruiting.
Agencies, referrals and evidence
Agencies get a private link showing only the jobs assigned to them and the status of their own candidates, with their first-submission time recorded for fee disputes. Every employee has a referral link. The advertising register records where each job ran, and tells you when it has been on MyCareersFuture for the 14 consecutive days the Fair Consideration Framework needs before an Employment Pass application.
What it does not do
It does not post to job boards for you: MyCareersFuture has no public posting interface, so you post there and record it. It does not rank or reject candidates automatically, and it does not run background checks.