Running hiring, from job post to day one

So one candidate who applies for three roles has one candidate record and three applications — and can be rejected for one while being interviewed for another.

1. Step 1

   Sign in

   Sign in with your work email and password — or with Google Workspace or Microsoft Entra, where your company has connected them.

   • An administrator invites each person and gives them a role
   • Your role decides what you can change; your team setting decides whose work you see

   HR sign in

2. Step 2

   Set things up once

   Under Settings, an administrator decides how your hiring works. Most of this is done once and rarely touched again.

   • Team & roles — invite people and choose what each can do
   • Pipeline stages — the name of each step, which steps email the candidate, your departments and the step where people are allocated, and your induction steps
   • Templates — the emails you send
   • Workspace — the file types and sizes applicants may upload

3. Step 3

   Open a role

   Under Jobs, add the role — its title, department, location, number of openings and description. It goes onto your careers page as soon as it is open.

   • Set opening and closing dates, and the role takes applications only between them
   • On the role's own page, add screening questions and decide which answers rule someone out

4. Step 4

   Review applications

   Under Applications, each application shows the CV, the answers to your questions and its history. Shortlist it, or reject it with a reason.

   • Applicants ruled out by a screening answer are marked, so you can tell the form from a person
   • Select several applications to move them to a stage at once — on Candidates, select several people to tag or email them
   • If AI is switched on, each application has a score with the reasoning written out

5. Step 5

   Move people through the pipeline

   Pipeline shows every application as a card in its stage. Move a card and the application moves with it.

   • A stage mapped to a template emails the candidate when they reach it
   • A bulk move can be undone straight afterwards

6. Step 6

   Interview

   Schedule the interview with its round, mode, length and panel. The candidate is emailed the details with a calendar invitation.

   • Each interviewer fills in their own scorecard
   • Interviews shows what is coming up and whose feedback is still missing

7. Step 7

   Send the offer

   From the candidate's profile, create the offer letter from your template and choose how many days they have to answer.

   • The candidate reads it in their own account and accepts by typing their name
   • Whoever created the offer is emailed the moment it is accepted or declined

8. Step 8

   Allocate and record the hire

   On the application, choose the department the person is going to. Then record the hire under Hires.

   • Anyone at the allocation step without a department is flagged on their application
   • Recording the hire starts their induction checklist automatically

9. Step 9

   Get them ready for day one

   Hires lists everyone who is starting soon with part of their induction still outstanding, soonest first — and what is left for each of them.

10. Step 10

    See how it went

    Reports shows where applicants come from and which stage they drop out at, with a builder for anything else. Settings → Activity log records who did what.