In recent months, we’ve learned a lot, looked closely at the challenges of the labor market – and refreshed our website. But the most important question remains: What is Jobmaps really about?
A little over two years ago, we started Jobmaps. The initial question was simple: Why is it so difficult for SMEs to find the right people – and for individuals so cumbersome to discover the right employers and even apply at all?
We have a passion for platforms and two-sided markets. At the same time, we know from our own experience as employers how crucial good employees are – and how exhausting the path to finding them can often be.
What do we mean by “friction”?
In the labor market, friction occurs on both sides:
For employers: An open vacancy blocks the team. Every week without a hire costs nerves and money.
For applicants: The process is time-consuming, non-transparent, and often frustrating. You never know if the effort is worth it.
The more friction, the less movement. People stay where they are. Key roles remain unfilled.
Why SMEs are hit the hardest
The smaller the company, the more recruiting becomes a leadership issue.
While large companies work with HR teams, tools, and budgets, an open position in an SME often means: drop everything else – and recruit yourself.
Our idea: a tool so simple that small businesses can start immediately – and so practical that even larger companies eventually ask: why make it more complicated?
The Jobmaps product for SMEs
Jobmaps is designed to reduce this effort significantly:
Map instead of lists – Companies stay visible, even without an active job ad.
Free postings with screening questions – Fast preselection, less paperwork.
Simple applicant management – Keep an overview at all times.
Talent pool – Applications don’t disappear but remain strategically usable.
Career page widget – Everything runs directly on the company’s own website.
Jobmaps is not just “another job posting tool.” It’s a platform that levels the playing field – especially for SMEs.
Because if we manage to lower search costs and vacancy costs, then it becomes worthwhile for more companies to recruit earlier. And for more people to take the step and apply.
For people who want to work. And for companies that need people.
