Recruitment marketing was Marketing OS; it now lives in Hiring OS, which is where it belongs.
The career site
Every organization gets a public career page listing open jobs, with individual job pages and an application flow. It uses your branding and needs no separate hosting.
Templates
Career page templates control layout and content. Job descriptions are the substance, but the page around them affects conversion more than most teams expect.
Talent pools
Group candidates you want to keep warm: silver medalists, speculative applicants, referrals. Pools are the difference between starting a search from zero and starting from a shortlist.
Analytics
Career page views, application conversion, source effectiveness, and time-to-fill. Source analytics answer the question most hiring budgets are decided on: which channels actually produce hires, not just applicants.
Tip: Look at conversion from job view to application before spending more on sourcing. A low rate usually means the job description or the application flow, not the channel.