Describe the role, stack, and evidence candidates should share. Makeform builds a structured application with experience questions, work links, uploads, and availability.
Route applications to Slack, Google Sheets, and Zapier.
Sample prompts for the builder
Choose a scenario, edit the prompt, or send it to the builder. The structure is an example.
Audience
React developers applying to an in-house product team
Format
Focused application with portfolio review questions
Prompt size
332 chars
Example form structure
Focused application with portfolio review questions
Name, email, and location
Experience with JavaScript, TypeScript, and React
Portfolio, GitHub, and shipped work links
Describe your contribution to one interface
Upload your resume
Suggested routing tags
Frontend
Full stack
Needs review
Ask candidates to explain one shipped project and their contribution; a repository URL rarely shows ownership.
Step 1
Define
role, stack, evidence, and availability
Step 2
Apply
candidate submits one structured application
Step 3
Review
team compares relevant work and answers
Step 4
Route
shortlisted applicants move to interviews
Better technical applications
Reveal what candidates built, which decisions they owned, and whether their working constraints fit the role.
Ask about the languages, frameworks, testing tools, CMS, and deployment workflows that matter.
Collect work URLs beside the problem, contribution, tradeoffs, and outcome.
Give every applicant the same scenarios and required fields for consistent review.
Adapt it to the opening
Start with the closest role, then tailor skills, project prompts, and logistics.
Prioritize interfaces, accessibility, browser testing, design systems, and performance.
Combine client-side skills with APIs, data, testing, deployments, and maintenance.
Use projects and learning habits to uncover potential.
Capture case studies, capacity, rates, delivery, handoff, and start-date fit.
Application workflow
Turn role requirements into a concise form, test it, then route complete submissions.
Name the seniority, stack, responsibilities, work arrangement, and needed samples.
Require essentials and show role-specific follow-ups with conditional sections.
Preview on desktop and mobile, test uploads and URLs, and remove unused questions.
Publish with the job post and route structured applications for team review.
Choose the collection method
Email and generic forms can receive applications, but they leave reviewers to reconstruct the same missing context. A tailored form asks for decision-ready evidence up front.
Field guide
Keep each question tied to a screening decision. These six sections cover identity, technical fit, demonstrated work, collaboration, practical logistics, and candidate follow-up.
Candidate details
Collect what recruiters need to identify and contact applicants. State whether location or work authorization matters.
Technical fit
Use a compact skills matrix, then ask where candidates applied an important skill.
Portfolio evidence
Ask what candidates owned, which constraints shaped the solution, and what they would change.
Collaboration
Short scenarios show how applicants clarify requirements, explain delays, receive feedback, and document handoffs.
Resume and logistics
Keep practical questions together. Label compensation clearly and allow a range or note.
Candidate experience
Explain why information is requested and what follows submission. Include only fields reviewers use.
Related hiring tools
Use connected forms for general applications, candidate details, resume collection, scheduling, and structured interviewer feedback.
Create a broader application intake for roles across the organization.
Open toolCollect resumes, profiles, and supporting files in one submission flow.
Open toolRequest consistent candidate contact, background, and availability details.
Open toolGather candidate availability and preferred interview times after screening.
Open toolGive interviewers a shared scorecard and evidence-focused review format.
Open toolBuild a standard employment application for a wider hiring program.
Open toolFAQ
Practical answers for hiring managers, recruiters, and agencies designing technical candidate intake.
Collect contact details, relevant stack experience, work links, a resume, project explanations, work arrangement, availability, and compensation expectations. Keep screening questions tied to the role.
Ask everyone for the project's goal, personal contribution, stack, key constraint, and a decision they would revisit. This gives reviewers consistent context.
Only when public code is relevant. Commercial work is often private, so allow a portfolio, case study, code sample, or project explanation as alternatives.
Yes. Ask candidates to choose a focus area, then use conditional sections for the matching skill matrix and project questions. Shared contact, resume, availability, and collaboration fields can remain the same for everyone.
Yes. Add file upload fields for resumes, CVs, or requested work samples, and use URL fields for portfolios, live sites, and repositories. Explain accepted materials and avoid requesting files the hiring team will not review.
Yes. Makeform provides unlimited free forms and responses, including generation, editing, and publishing. The paid tier removes the Makeform badge.
Focus on pre-interview decisions. Contact details, a skills matrix, two evidence questions, links, one upload, and logistics are often enough. Preview on mobile and remove repetition.
Applications arrive as Makeform submissions. You can organize the fields for review and route response details through supported connections such as email, Slack, Google Sheets, or Zapier according to your team's workflow.
Turn the job brief into a better first screen.
