This is a nice idea - it brings focus to the job process especially for people who are just getting started and can get overwhelmed by all the options on a standard job board.

I have two comments though from a practical perspective:

1. If this one job (with a very specific team and requirements) is being advertised and your site gets popular enough, thats 100s of applications for one hiring manager to go thru in one day rather than a trickle over a few weeks. On one hand that might be appealing but from a practical perspective, that means most resumes won't get a fair shake or it will take forever to get back to everyone (if it all). This feels like a strictly worse user experience for both sides in terms of backlog, time to feedback, and fairness of evaluation. Not to mention the backlog of jobs itself waiting to be featured means most jobs will get 0 applications from you while they wait in line and that does nothing to fill the role.

2. If the job has some nuanced attribute to it like a foreign language requirement (current post requires Japanese) or an untenable relocation requirement, the subset of jobs that are even a possibility to a typical visitor is highly reduced. If that's 1 in 10 jobs that work from a skills and logistics perspective for a given applicant, that's on average only 1 option every 2 weeks which could really slow down a sensible job search process. From a product perspective, this will lead to high bounce for first time visitors - Perhaps you could mitigate this by showing the last 5 days of jobs if someone wanted to see them and that might motivate them to sign up for the daily recurring email if they see more potential for value. But that still doesn't solve the impractical nature of only seeing 1 tenable option every couple of weeks for someone genuinely trying to find a job quickly.

I understand the concept is one a day and this can be expanded by creating some more relevant tracks but it feels you may just end up converging on a standard job board :)

In my opinion, the biggest problems in job search are relevancy for applicants (as you say, you just need one hyper tailored job) and triage for hiring managers (what's the best way to screen a huge set of people on items that are (1) easy to gather (not a ton of open ended questions) and (2) hyper relevant to your specific position. Would love to hear your thoughts.