Guide

Use WorkZipper as your remote job search cockpit.

Set your profile once, choose the sources worth searching, then work the job queue from highest match to lowest. WorkZipper keeps the organizing layer here while the original job pages stay one click away.

Set Up Profile Go To Jobs Open Searches

1. Build Your Search Profile

  1. Add target roles, skills, keywords, locations, minimum pay, job types, and contract length.
  2. Choose the countries and states you will work in. Add clearance mode if those roles are relevant.
  3. Upload a resume or paste profile text — this enables keyword suggestions and powers recruiter outreach drafts.
  4. Fill in your full name, contact email, and LinkedIn URL. These stay private and are used for outreach drafts and recruiter emails.
  5. Save. Your profile drives everything: search queries, match scoring, salary filters, and all outreach copy.

2. Choose Job Sources

  1. Use profile source groups to enable boards that match your field and target roles.
  2. Free accounts automatically search the top default sources. Pro and Premium unlock all sources, including niche boards, government listings, clearance roles, and contract-focused sites.
  3. Start with 8–12 high-signal sources. More coverage means longer search runs.
  4. Use the Search Launcher to manually fire browser-based searches across any combination of sources in one click — useful for catching fresh postings between automated runs.

3. Work The Jobs Page

  1. Use the top filters: title/company text, job site, minimum pay, match score, and remote confidence.
  2. Review the match score, pay, remote signal, source, and summary before opening — the summary is pulled from the actual posting.
  3. Open selected opens checked jobs in new tabs. Batches of 8+ prompt for confirmation first.
  4. Mark a job Applied only after you have submitted, or intentionally want to track it as applied.
  5. Use the Submitted, Declined, and Errors tab buttons at the top to view and manage those queues. Each has a Restore option to send jobs back to Pending.

4. Decline And Teach The System

  1. Select one job or a full page, then pick the most accurate decline reason.
  2. Reasons: Not Remote, Not US / Location, Low Pay, Wrong Role, Wrong Seniority, Under Qualified, Over Qualified, or Skip (no learning).
  3. Each decline reason trains smart filters — specific reasons surface better matches and bury bad ones faster.
  4. After a bulk decline, use Undo last bulk action if you picked the wrong reason.
  5. Visit Filter Tools to see what the system learned from your declines and add or remove terms manually.

5. Recover Mistakes

  1. Declined and submitted job cards both include a Restore button.
  2. On the Declined or Submitted tabs, select multiple jobs and use Restore selected to move them back to Pending in one step.
  3. Restored jobs return to your Pending queue under the current active profile.
  4. Page selection only covers what is visible — not every job in the system.
  5. Jobs in the Errors tab failed to parse or load. Restore them from there to requeue for processing.

6. What Each Decline Reason Does

Choosing a specific reason tells the system what to suppress in future results. Skip removes the job without teaching anything. Every other option adds a signal that narrows what comes back. Use the most accurate reason — a vague decline teaches less than a precise one.

✕
Not Remote The listing claims remote but isn't — on-site, hybrid-only, or requires relocation. Trains the system to suppress future postings from that company and flag similar title+location combos as low-confidence remote.
✕
Not US / Location The role is outside your target geography — wrong country, state, or region. Adds the location signal to geographic suppression so that region scores lower in future results from the same source.
$
Low Pay Compensation is below your floor — either explicitly stated or inferred. Trains the salary signal to push similar pay ranges lower in the queue. Most effective when used alongside a minimum pay value set in your profile.
R
Wrong Role The job title or function doesn't match what you're looking for — a different department, discipline, or career track. Adds title terms from this posting to the negative filter so similar mis-matched roles rank lower.
S
Wrong Seniority The level is wrong — either too senior (Director+ when you want IC) or too junior (entry-level when you're mid-senior). Trains the seniority signal attached to this title pattern so mismatched levels score lower across the board.
↑
Under Qualified The role requires skills, certifications, or experience you don't have yet. Suppresses postings with similar hard requirements so they don't keep surfacing until your profile indicates you've closed the gap.
↓
Over Qualified The role is too junior — below your target level. Suppresses postings with similar junior title patterns and low complexity signals so they don't clog the queue. Useful if entry-level roles keep leaking through keyword matches.
–
Skip (no learning) Removes this job from your Pending queue without recording any reason. Use it when the posting is genuinely ambiguous or when none of the other reasons fit. No signal is written — future results are not affected.
After a bulk decline, Undo last bulk action reverses the entire batch — both the queue change and the signals written. Use it immediately if you chose the wrong reason. Visit Filter Tools to see all accumulated suppression terms and remove any that are too aggressive.

7. Recruiter Outreach — How The CRM Works

The Recruiters page is a lightweight CRM for staffing firm contacts. It is separate from the job queue — it tracks agencies and individual recruiters, helps you find named contacts at each firm, builds outreach drafts from your profile, and logs who you emailed and who replied. Recruiter CRM access requires a Premium subscription.

1
Set up your outreach profile In My Search Profile, add your full name, contact email, LinkedIn URL, and upload a resume. Paste your LinkedIn "About" section into the LinkedIn digest field. This becomes the source material for every outreach draft.
2
Find named contacts at agencies Each agency card on the Recruiters page has a "Find People" button that runs a LinkedIn People search scoped to that firm and your target role. Copy the recruiter's name, title, and email from LinkedIn into a new contact row. Named contacts get better response rates than generic agency emails.
3
Register on candidate portals The Candidate Portals panel lists staffing firms that maintain searchable candidate databases — TEKsystems, Apex, Insight Global, and others. Registering there means recruiters find you inbound. Check off each one as you complete your profile.
4
Add recruiters and draft outreach Click + Add Recruiter, fill in name, company, email, and specialty. Once added, hit Draft on any row to generate a personalized outreach email using your profile digest, contact name, and role summary. Review and edit the draft before sending.
5
Send individually or blast all pending Use Send Email on a single row to send one at a time. Use Blast All Pending to send to every recruiter in Pending status in one pass. Emails go from your configured sender address; replies land in your designated shared mailbox.
6
Track status and responses Each recruiter row shows a status tag. When a recruiter replies, hit Mark Responded. Use Reset to send a follow-up later. Filter the table to Pending, Emailed, or Responded to focus on the right action for each group.
Status flow: Pending → send email → Emailed → they reply → Responded · Reset returns to Pending for a follow-up round
Best daily flow: update your profile, search jobs, filter down to strong matches, open selected jobs, mark applied when done, then decline the bad fits with clear reasons. Once a week, check Recruiters for any new replies and blast any newly added pending contacts.