Start with candidate control
Most job boards make candidates repeat the same story every time they apply. A candidate-first marketplace should keep saved jobs, profile readiness, applications, and follow-up context attached to the person, not scattered across isolated forms.
That means the marketplace cannot be only a search page. It needs a clean bridge into the candidate portal so every public action has a private next step.
Candidate readiness
The best public marketplace surfaces help candidates understand whether they are ready before they apply. Skills, location fit, work style, and evidence of past work should be legible early.
A weak marketplace hides this behind a login wall. A stronger one lets candidates browse freely, then asks them to sign in when saving, applying, or tracking becomes useful.
Give hiring teams cleaner signal
Hiring teams do not need a flood of thin applications. They need applications with enough structure to compare fairly: role fit, availability, skill evidence, and candidate intent.
People Luma should keep the public experience calm while making every conversion action create cleaner downstream data.