A job portal that holds more than 120,000 candidates and runs every shortlist

Overview

EZ Jobs BD (ezjobsbd.com) is the job portal and applicant tracking system of E-Zone HRM Limited, a Dhaka recruitment and management consulting firm. Candidates build a resume and apply. Employers and E-Zone's recruiters review applicants with a job-fit assessment next to each resume, run shortlists and invite people to tests. We have built it since September 2022 and we host and support it.

The challenge. A recruitment firm sells judgement, but its days go to volume: thousands of candidates, many employers and long shortlists. E-Zone needed the volume handled by software so recruiters could spend their time on fit, and so employers could see their own applicants without asking.

What we built. A multi-login Laravel application with candidate, employer and recruiter areas, an integrated applicant tracking system, shortlist and exam logistics, and a cockpit for E-Zone staff. The history shows about 530 commits and roughly 119,000 lines of authored code added.

The result. As of 14 October 2026 the portal holds more than 120,000 candidate profiles and has received over 107,000 applications from 38 employers.

A job page on EZ Jobs BD with responsibilities, overview and an apply button

Feature list

Every item below traces to a commit, a migration or a guide in the project history.

The development journey

1. The portal candidates can use (September 2022 to 2023)

Challenge. Candidates needed one place to build a resume and apply, and recruiters needed to find them again.

Solution. Separate candidate, employer and admin sign-ins, resumes made of education, employment and training records, Google sign-in, a blog and a candidate search with a printable resume view.

2. From a listing site to an applicant tracking system (2024)

Challenge. Recruiters were screening by hand: filtering, shortlisting and inviting people to tests.

Solution. Jobs with several education requirements and districts, cover letters and multiple-choice questions, filters by age, result and institute, shortlists with roll numbers and admit cards, email templates and a retry system for failed emails.

The EZ Jobs candidate home page with a profile prompt and active recruitment listings

3. A cockpit for recruiters and a panel for employers (2024 to 2025)

Challenge. Employers wanted to see their own applicants, and E-Zone wanted to approve who joins.

Solution. Separate employer and cockpit panels in Filament, registration requests with approval, shortlist deadlines, anti-abuse measures on sign-up and a typing test for candidate profiles.

4. A calmer applicants desk (2026)

Challenge. The employer's applicants view carried too many filters and too many steps for the decisions employers actually make.

Solution. The applicants view became a list with a full applicant page, the interview panel and recruitment steps merged into the requisition, and a job-fit assessment with keyword highlighting added to the resume.

Feature highlights

Fit before keywords. Next to every resume a recruiter sees how the candidate meets the job's requirements, with matching keywords highlighted, so the first read is about suitability.

Shortlists run like a process. A shortlist moves through steps with deadlines. When it is time to test, the system generates roll numbers, allocates venues and rooms, produces admit cards and sends the invitations.

Email at volume, without failing. Invitations go through a queue limited to 50 messages a minute, with the connection reset regularly and retries when the mail server pushes back. An administrator sees a progress bar and can requeue anything that failed.

Every employer sees its own applicants. Employer users are scoped to their employer, and hiring managers see only the requisitions assigned to them.

The EZ Jobs recruitment admin dashboard with candidate, resume and application counts

What changed for E-Zone and its clients

Engineering by the numbers

From September 2022 to October 2026 the history records about 530 commits (excluding six bulk seed-data and starter commits), adding roughly 119,000 lines and removing about 36,500. The effort is estimated at about 1,200 hours, or roughly 150 working days, with a range of about 650 to 3,050 hours because it is derived from commit size, not time sheets. The project has 134 migrations and 59 automated tests.

What it adds up to

E-Zone's recruiting practice now runs on software built for how a Bangladeshi recruitment firm works. Candidates apply, employers review, shortlists become exams, and the staff spend their time deciding who fits.