Candidates ask whether you sponsor visas, whether a closed role will reopen, or whether you hire apprentices. That is not an application. A careers-contact page should take a short inquiry; full CV submissions still belong on employment or internship application pages.
Separate from sales inquiry forms.
Match the questions you actually get.
When they should have applied instead.
Three business days is a common US/UK expectation.
A career inquiry is a question to the talent team: process, locations, eligibility, returnships, intern cycles. US candidates often ask about visa sponsorship and remote-from-which-states. UK candidates often ask about Right to Work already held, notice periods, and whether you accept speculative CVs at all.
If you funnel these into the same form as applications, your requisition metrics become noise. Keep inquiry and application separate.
A message and an email are enough. A forced resume on an inquiry form is how you get junk files.
Publish a short FAQ above the form (we do / don’t sponsor; we do / don’t take speculative CVs). You will still get the question; you will get fewer of them.
They go to info@ and die, or to a founder’s LinkedIn DMs.
Obvious, branded, exportable.
Sales reads it first. Talent never sees it.
You cannot report on volume.
Works until spam filters bury a real question about a start date.
Paste next to your culture copy. Route notifications to talent@ with a different form than applications.
If you operate.com and.co.uk, one form is fine; answer ZIP versus postcode and visa versus sponsorship in the reply, not as required fields.
Only if your policy accepts them. Otherwise say no in the FAQ and keep this for questions.
This page uses US inquiry in the slug. UK copy on your site can say enquiry; the HTML still posts the same fields.
Point agencies to the recruiter contact generator so you can filter them.
Optional. Many candidates will not take a call at their current job.