Hiring

Request headcount, publish jobs on a careers page, manage candidates on a pipeline, interview, make offers and turn accepted offers into employees.

Contents: Who can use it · Menu · Requisitions · Job openings · The pipeline board · Candidates · Interviews and scorecards · Offers · Hiring settings · For applicants · Example · FAQ

Who can use it

Staff with the hiring permissions. Hiring settings needs the hiring-settings permission.

Where: HR → Hiring: Job openings, Candidates, Requisitions, Hiring settings.

A job opening's pipeline board.

The Hiring menu

Item	Purpose
Requisitions	Ask for headcount and get it approved
Job openings	Positions you are hiring for. Open ones appear on your careers page
Candidates	Your talent pool, across all openings
Hiring settings	Careers page, data retention, the default pipeline, referrals and diversity questions

Bulk actions, candidate messages, self-scheduling, interview kits, hire decisions, job boards, referrals, checks and recruiting analytics are covered in Hiring pipeline, sourcing and analytics.

Requisitions

Ask for headcount, get it approved, then open the positions.

1. Click New requisition.
2. Fill in the role (for example "Field Technician"), Worker type, Wanted from, Designation, Headcount, Budget from and Budget to (per person, per month) and Why (growth, replacement, a new project).
3. Click Save draft, then Send for approval.
4. An approver chooses Approve requisition or Reject requisition and may leave a note the requester sees.
5. Once approved, click Create opening.

Statuses: Draft, Pending approval, Approved, Rejected, Cancelled.

Job openings

1. Click New opening (or Create opening from a requisition).
2. Fill in the role: title (for example "Network Engineer"), Worker type, Location type (on-site, remote or hybrid), city or office, branch and designation.
3. Set Headcount and the Salary range (Minimum, Maximum, Per). Tick Show the salary on the careers page only if you want to publish it.
4. Choose the Hiring manager and Recruiters, and write the description.
5. Set the status. Only open openings take applications and show on the careers page.

The list shows "N of M hired" and an Open board button. Filter by Any status and Any type.

The pipeline board

Open an opening to see the board: one column per stage (by default Applied, Screening, Interview, Offer, Hired and Rejected).

• Drag a candidate card to move it. Each move is recorded.
• Tick cards (or a column header) to move, reject or email many candidates at once. See bulk actions.
• Moving to Rejected asks for a reason.
• You cannot drag to Hired. A candidate becomes Hired only by converting an accepted offer.
• Add candidate adds a person to this opening; Find a candidate searches the talent pool.
• Edit stages under This opening's pipeline. Saving gives the opening its own copy; Go back to the default pipeline reverts. You must keep one Applied, one Hired and one Rejected stage, and you cannot remove a stage that has candidates.

Candidates

Candidates is one talent pool for the whole company. The same email is never added twice.

Button / field	What it does
Add candidate	Name, email, Current title, Current company, Source, Tags, Resume, and Add to opening (or Talent pool only)
Consent tick	Records that the candidate agreed to be kept for future openings
Open profile	Candidate detail

The profile shows the resume, application history, interviews, offers and a Timeline. Actions: Interview, Make offer, Reject candidate, Upload a new resume. Without consent, candidate data is erased after your retention period.

Interviews and scorecards

1. On the profile click Interview, then Schedule interview.
2. Set the Day, Time, length in minutes, Timezone, How (video link or in person), Meeting link or Where, and add Interviewers. They are notified in the app and by email.
3. After the interview each interviewer opens Edit my scorecard. They rate each criterion 1 to 5 (problem solving, communication, culture fit, skills for the role, or their own), give a Recommendation and a Summary, then Submit scorecard.
4. Reschedule or cancel from the profile.

You can also let the candidate pick a time, add a video link and use an interview kit. See Hiring pipeline, sourcing and analytics.

Offers and hiring

1. Click Make offer, then fill in Position, Salary, Per, Other compensation, Start date, Answer by, the Approver and the Offer letter. Click Draft offer.
2. Send for approval. The approver can approve or Send back to draft.
3. Click Send offer. The candidate gets an email with the letter and accept or decline links. If the candidate has no email address, the offer is still saved as sent and you are told to share it with them yourself. When the candidate accepts or declines, the opening's hiring team (people who can make offers on it, the hiring manager and whoever drafted the offer) gets a notice in the bell and, if their notification settings allow, an email.
4. The candidate answers. You see Offer accepted or Offer declined. An unanswered offer becomes Expired. You can Withdraw an offer before it is answered.
5. For an accepted offer click Convert to employee: choose Role, Work email, Employee code, Joining date and Designation, tick Email a sign-in invite if wanted, and click Create employee.

The new employee record is created with the offer salary in their pay history. If no default salary template exists, the salary is saved as history only and you must create a salary structure yourself. When headcount is filled, the opening closes automatically.

Hiring settings and the careers page

Hiring settings has:

• Careers page: switch Careers page is live, choose the page address (lowercase letters, numbers and dashes) and a short Intro. Copy the address to share it.
• Keep candidates without consent for: days after their last application closes. Leave empty to keep until erasure is requested.
• Default pipeline: the stages every opening uses unless it has its own. Click Save pipeline.
• Referrals and diversity: the employee referral programme and the voluntary diversity questions.

What applicants see

The public page is titled "Careers at {your company}". Applicants can search by title, filter by type and location, open a role and Apply for this position: name, email, city, LinkedIn, portfolio, resume (PDF or Word, up to 10 MB), cover letter, and a consent tick. The offer link in the email opens a page to Accept offer or Decline.

Example scenario

Padma Net Support needs two Field Technicians. The Operations head raises a requisition, approved by the Managing Director. HR creates an opening and shows the salary range. Forty people apply from the careers page. HR screens, schedules interviews with the team lead, collects scorecards, and drafts an offer for the best candidate. After acceptance, HR clicks Convert to employee.

Tips

• Add consent wording to your application process so strong candidates stay in the pool.
• Use tags such as "fiber" or "night-shift" to find people later.
• Do not show the salary range unless you want to commit to it publicly.

Troubleshooting and FAQ

The careers page says it does not exist. The page is switched off or the address is wrong. Check Hiring settings.

I cannot drag a card to Hired. Convert an accepted offer instead.

An offer link has expired. Links close at the end of the offer's Answer by day. Withdraw it and send a new one.

Related pages

Hiring pipeline, sourcing and analytics · Employees · Payroll setup · Privacy