Digital Arrow vs We Work Remotely: operations workspace or remote job board?

Short answer: We Work Remotely is the clearer fit when the immediate goal is to advertise a remote role to a specialist remote-job audience. Digital Arrow is the clearer fit when a company wants to publish roles in its own system, receive applications into a configurable pipeline and use separate operational modules in the same workspace. One is primarily a distribution channel; the other is primarily workflow software with a separately scoped managed recruiting service.

Reviewed July 26, 2026. We Work Remotely facts were checked against its official employer posting page, remote-job search, posting API documentation and RSS documentation. Prices, upgrades, reach and product behavior can change, so verify the checkout and terms before purchasing.

The answer-first distinction

We Work Remotely, commonly shortened to WWR, presents itself as a specialist remote job board and community. Employers purchase a listing, provide role details and can choose optional visibility upgrades. Its official posting page says the base listing shown at review time was US$299 for 30 days and describes distribution to Google Jobs and more than 20 niche sites through its RSS feed. That is a dated observation from WWR's page, not a permanent price promise or a guarantee of applications or a hire.

Digital Arrow publishes jobs through its own public routes and receives applications into the employer's workspace. Each job can have its own pipeline stages. Digital Arrow does not currently promise automatic WWR distribution or comparable remote-job audience reach. Its value is the ability to manage the internal application flow and, where needed, use separate questionnaires, recorded video responses, company-member, time, leave, invoice, contract and onboarding modules.

Which is the better fit?

We Work Remotely is the clearer fit for an employer with a genuinely remote role that wants paid exposure in a remote-specific environment. It is also useful for candidates who want to search by remote category, location, salary range and skills. Employers must still write accurate geographic and time-zone restrictions, decide where applications should go and operate the remaining hiring process. WWR's API documentation, for example, requires application instructions as an external URL or email address.

Digital Arrow is the clearer fit when the employer wants registered and guest applications, job-specific visual stages and a company-controlled applicant directory. It may also be appropriate when project time, leave, client invoices, signatures or onboarding are part of the same team's work. If remote audience acquisition is also required, the buyer should separately evaluate a compatible distribution channel rather than assume the Digital Arrow subscription includes it.

Capability check, reviewed July 26, 2026

Decision area	We Work Remotely	Digital Arrow
Primary model	Paid specialist remote job board	Recruiting and operations workspace, plus a separate managed recruiting service
Audience	Remote-job seekers and remote employers using WWR	Candidates and companies using Digital Arrow's own public and private workflows
Posting term and price	Official page showed US$299 for a 30-day base listing, with optional upgrades; recheck checkout	Per-workspace subscription with plan-specific job and usage limits; recheck Pricing
Distribution	WWR describes Google Jobs and 20+ niche sites through RSS	No automatic external job-board syndication claim
Application destination	Employer-provided application instructions can be a URL or email; verify checkout options	Registered application with saved CV or guest application with CV or LinkedIn profile
Applicant workflow	A general client-controlled ATS was not established from the reviewed pages	Named, colored and reordered stages for each job, with manual drag-and-drop movement
Post-recruiting operations	Digital Arrow-style time, invoice, contract and onboarding modules were not established	Separate modules are available within explicit product and plan boundaries

Digital Arrow's verified behavior and limits

Digital Arrow can collect a saved CV from a registered candidate or contact details plus a CV file or LinkedIn profile from a guest. Recruiters configure the job stages, open candidate records and move people manually. The current product does not claim automated matching, ranking, external board syndication or machine-made hiring decisions.

Reusable screening questionnaires support text, single-choice, multiple-choice and optional timed video responses. People review the results. Recorded video does not add live call scheduling, transcription or automated evaluation. Company access is intentionally simple: Manager means full company access, and Employee means access to that person's own timesheet and leave tools.

Workers can add project time manually or use a timer. Ordinary entries do not have a manager decision state. A user creating an invoice can choose entries, enter an hourly rate, edit the resulting lines and export a branded PDF; invoice status is maintained manually. Contracts and scored onboarding assignments remain separate modules. Buyers should test these boundaries against their process instead of reading “all in one” as automation between every step.

Decision checklist

• Is your role fully remote, region-limited remote or hybrid, and can the posting state that precisely?
• Do you need specialist remote reach or a system for managing applicants after they arrive?
• Where will WWR applications be sent, and does that destination produce the candidate record your team needs?
• Which WWR upgrades, review rules, posting duration and distribution terms apply at checkout?
• Do you need job-specific stages, reusable screening questions or guest applications?
• Do Digital Arrow's two access presets and manual time and invoice flows match your controls?
• How will you measure source quality without assuming traffic guarantees a successful hire?

What Digital Arrow does today

Reviewed 2026-09-03. Every row below is a shipped module in the product, described specifically enough to check in a demo. Where a step is done by a person rather than automatically, the row says so.

Capability	What it does
Applicant tracking	Native: Structured public job postings, applications from registered users or guests with a CV file or LinkedIn URL, and per-job pipeline stages a team creates, renames, colours, reorders and moves cards between. Stage changes are recorded as events with the stage name stored alongside the id, so renaming a stage later does not rewrite past history.
Interview scorecards	Native: Scorecard templates per job, filled in from the pipeline board. Other interviewers' scores stay hidden until you submit your own, so the first score posted does not anchor the rest. The summary reports the spread and flags a split panel rather than averaging disagreement away.
Interview scheduling	Native: Google Calendar and Microsoft Outlook connections. Busy time is merged across both providers, so a meeting in either blocks the slot, and the database refuses two overlapping interviews for one host rather than relying on the application to check. Invitations go out as iCalendar attachments, which is how the invite reaches Apple Calendar without an Apple API.
Screening questionnaires	Native: Reusable questionnaires with text, single-choice, multiple-choice and timed video-answer questions. Candidates record in the browser; reviewers open the response from the assignment.
Candidate email and replies	Native: Each company connects its own SMTP and IMAP, so candidate mail is sent from that company's domain and never from ours. Replies are polled and threaded back to the candidate using the RFC 5322 header chain rather than the From address, so a candidate replying from a second address still lands in the right thread.
E-signature contracts	Native: Rich-text or PDF contracts with multiple signing parties and configurable fields.
Onboarding	Native: PDF or video onboarding material with manual or AI-generated quiz questions, tracking completion, score and pass status.
Timesheets and time off	Native: Manual or timer entry organised by project, date-range totals, PDF export, and time-off requests with approval. Approval applies to time off; time entries are edited rather than approved.
Client invoicing	Native with a manual step: Branded PDF invoices with client, issuer, bank, tax and line-item detail. Lines can be built from a contractor's tracked time over a date range at an hourly rate, but the entries are selected by a person rather than pulled automatically, and invoice status is set by hand.
Placements and margin	Native: A placement records the bill rate charged to the client and the pay rate paid to the contractor, both snapshotted so a later rate change does not rewrite last quarter's margin. Margin and markup are reported by client and by contractor, weighted by the hours actually logged rather than by averaging each placement's percentage — which would give a four-hour engagement the same weight as a four-hundred-hour one.
Careers page and job feed	Native: A branded careers page per company on its own address, server-rendered so the roles are in the HTML a crawler receives. Each company also gets an Indeed-format XML feed to submit to Indeed, Adzuna and Jooble, with closed and expired postings excluded automatically.
Public API and webhooks	Native: Company-scoped API keys with per-key scopes and rate limits, so another system can post jobs in and read applications back. Outbound webhooks are signed and retried, and an endpoint that stops answering disables itself instead of retrying forever.
Recruiting analytics	Native: Funnel counts and time-in-stage from recorded pipeline events, reporting the median next to the mean because a handful of very old candidates pull an average far away from the typical case.
Consent and retention	Native: Consent captured on the application form, retention policies measured from last activity rather than creation date, and erasure records that let you answer whether a named person's data was removed without keeping the data to prove it.
Roles and permissions	Native, narrow claim: Preset roles rather than custom permission sets. A Manager has full company access; an Employee sees their own timesheet and time-off tools only.

What Digital Arrow does not do

Listed because an evaluation surfaces them anyway, and reading them here costs less than discovering them later.

• No LinkedIn Recruiter integration and no LinkedIn job posting API. Both require LinkedIn Talent Solutions partner approval, which Digital Arrow does not hold.
• No sourcing browser extension for capturing profiles from LinkedIn or GitHub.
• No contact database or outbound sequence automation.
• No SSO or SAML.
• No built-in candidate SMS.
• Custom permission sets beyond the Manager and Employee presets.

FAQ

Is We Work Remotely an ATS?

WWR's official public positioning is a specialist remote job board. The reviewed pages did not establish a general-purpose, employer-configurable ATS equivalent to Digital Arrow's job pipelines.

How much does a WWR listing cost?

The official employer page showed a US$299 base price for a 30-day listing on July 26, 2026, plus optional upgrades. Verify the live checkout because price and terms may change.

Does Digital Arrow automatically post to WWR?

No. Digital Arrow does not currently claim automatic distribution to We Work Remotely or other external boards.

Can candidates apply directly through Digital Arrow?

Yes. Registered candidates can use a saved CV, while guests can provide contact details and a CV file or LinkedIn profile.

Does WWR guarantee a hire?

This comparison makes no guarantee. WWR publishes promotional performance claims on its employer page, but every role, market, application process and result differs.

Can the two products be used together?

Potentially, if the chosen application destination and both providers' terms support the workflow. Confirm data handling and avoid assuming an automatic integration.