Recruitment

Overview

What it solves

CVs sit in an inbox, interviews are booked by phone, and offers are Word files.

Why it helps

• A public careers page per company where candidates apply without an account, that search engines can read and that only shows roles that are really open.
• Every stage change is tracked, with who made it, and the pipeline follows what actually happened: scheduling, completing an interview and answering an offer move the candidate for you.
• Offers can be edited, withdrawn, re-sent and signed electronically; a lapsed offer expires by itself.
• An accepted offer converts the candidate into an employee record.

Used by

RecruiterHR AdminManagerCandidate

Availability

Growth plan

1

1. 1Ask to open a position

Quick answers

What you can do

• Job requisitions: draft → pending approval → approved / rejected, then filled
• Job postings: draft → published → closed, with a copyable public link
• Questions on a posting, answered on the apply form
• Public careers page and apply form (no account needed)
• Careers pages only show roles that are open and companies that can recruit
• Apply protections and re-applying
• Candidate pipeline: applied → shortlisted → interview scheduled/completed → offer sent → accepted/declined → hired, or rejected
• Rejecting a candidate cancels open interviews and withdraws open offers
• Kanban board: drag a card to change stage, or use the keyboard
• Talent pool, tags and saved searches
• Interviews (phone, online, onsite) with scorecards and feedback
• Mark an interview completed
• Panel members answer “I’ll attend / I can’t attend”
• Candidate confirms or asks to reschedule an interview by link
• Offers: draft → pending approval → approved → sent → accepted / declined / expired / withdrawn
• Offer approval needs the offers.approve permission
• Offer e-signature drives the offer
• CV and cover-letter links open
• Convert a candidate to an employee
• AI resume screening, AI interview scheduling suggestions, AI job descriptions
• Outreach campaigns by email
• Job boards: XML job feed and Google for Jobs markup

Screens

1

1. 1Ask to open a position

123

1. 1Publish a job
2. 2Share the careers-page link
3. 3Applicants so far

12

1. 1Where each candidate is
2. 2Import candidates

Workflows

Hiring

flowchart TD
  A[Requisition] --> B{Approved?}
  B -- "no: edit and resubmit" --> A
  B -- yes --> C[Job posting published · closes after its end date]
  C --> D[Candidate applies on the careers page]
  D --> E[Applied → Shortlisted]
  E --> F[Interview scheduled → completed · marked or after 24 h]
  F --> G[Offer: approval → sent · e-signature or link]
  G --> H{Candidate decision}
  H -- accepts --> I[Convert to employee · requisition Filled]
  H -- declines --> J[Offer declined]
  G -. date passes .-> X[Offer expires · back to Interview Completed]
  G -. HR withdraws .-> W[Offer withdrawn · candidate emailed]
  E -. reject .-> K[Rejected · open interviews cancelled, open offers withdrawn · email]
  I --> L[Onboarding starts]

• Candidates confirm interviews and answer offers from a link in their email; they do not need an account.
• The pipeline follows what happens: scheduling and completing an interview and sending and answering an offer move the candidate for you, and every change is recorded with who made it.
• An offer that passes its date expires by itself; HR can edit a draft, withdraw a sent offer and send it again. If the offer is signed electronically, the signature accepts it.
• Rejecting a candidate cancels their open interviews and withdraws open offers; the rejection email never shows the internal reason.
• Converting an accepted offer creates the employee, closes the role’s postings and starts onboarding.

How-to guides