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This guide is intended for administrators responsible for setting up users and configuring the organisation’s job architecture.

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Accessing the Admin Panel

To manage users or configure organisational settings:
  1. Click on the Profile Menu.
  2. Select Admin Panel.
From the Admin Panel, you can:
  • Manage users
  • Create job architecture

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User Management

Administrators can create and assign roles to different types of users.

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Create a new user

1

Navigate to User Management

Go to the Admin Panel and select the User Management tab.
2

Initiate Creation

Click + Create User.
3

Enter Details

Enter the user’s details and assign the appropriate role(s).
4

Finalize

Click Create. The invited user will receive an activation email.

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User Roles

Different roles provide different access permissions.

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Talent Marketplace (TM) Roles

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Talent Attraction (TA) Roles

The TM User assignment is mandatory for all users to access the Talent Marketplace features.

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Configuring Job Architecture

Administrators can define the organisation’s job structure to enable accurate mapping and recommendations.

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Create a new job hierarchy

  1. Go to the Admin Panel.
  2. Navigate to the Job Architecture tab.
  3. Click Create Job Hierarchy/Pathway.

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Step-by-Step Configuration

1

Hierarchy Setup

Enter values for L1–L4 and review the hierarchy preview.
2

Job Profiles

Add up to three job profiles (L5).
3

Seniority

Assign Rank Level values and define Rank Names (L7).
4

Content

Add job descriptions and required skills for each role.
5

Save changes

Review the final hierarchy preview and click Create to save.

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Understanding Job Hierarchy Levels

The platform supports structured job levels:
  • L1 – Entity or subsidiary
  • L2 – Division
  • L3 – Department
  • L4 – Job role
  • L5 – Job profile or job title
  • L7 – Job rank name
Rank Level represents the seniority level. Lower numbers indicate higher rank (e.g., Level 1 is more senior than Level 5).

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Job Architecture Rules

When configuring your hierarchy, the primary rule is that “One child can only have one parent”.
  • L1–L4 must maintain unique parent relationships. You cannot use the same name for a level if it is being assigned to a different parent.
  • L5 and L7 are flexible and can be reused multiple times across different branches of the hierarchy.

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Examples of Hierarchy Logic

1. Initial Valid Entry
  • JobTech Australia (L1) > Product (L2) > Career+ (L3) > Product Development (L4) > Product Manager (L5) > Senior Manager (L7)
2. Incorrect Mapping (Duplicate Child)
  • JobTech Australia (L1) > Product (L2) > TalentTrack+ (L3) > Product Development (L4)
  • Why it fails: You cannot use “Product Development” as an L4 under “TalentTrack+” because it is already mapped to “Career+”.
3. Correct Mapping (Unique Child Name)
  • JobTech Australia (L1) > Product (L2) > TalentTrack+ (L3) > TalentTrack+ Product Development (L4) > Product Manager (L5) > Senior Manager (L7)
  • Note: Using a unique name for L4 resolves the conflict. Notice that L5 and L7 names can still be reused.
4. Regional Differentiation
  • Incorrect: JobTech Singapore > Product (Because “Product” is already a child of a different (L1/entity). Refer to point no 1)
  • Correct: JobTech Singapore > Product (SG) > TalentTrack+ (SG) > Product Development (SG) > Project Manager (L5) > Senior Manager (L7)

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Why Job Architecture Matters

Proper job architecture is the foundation for platform intelligence, enabling:
  • Accurate job role matching
  • Hyper personalised recommendations
  • Structured career pathways
  • Clear internal mobility alignment
Incomplete or inconsistent hierarchy configuration may affect matching accuracy across the platform.