Post the role. Hire into the record.
Requisitions, a public careers page carrying your name, applications with no account, and a pipeline that ends by creating the employee — not by starting a spreadsheet.
Your careers page, carrying your name — not ours.
An opening carries its code, unit, position, program, location, work model, employment type, clearance requirement, headcount, target start and hiring team. A structured editor turns it into a public posting with summary, description, repeatable requirement lists, preferred qualifications and your own screening questions.
Candidates browse and apply with no account and no password: contact details, answers to your screening questions, and a résumé. The application lands straight in the pipeline.
- A stable public link for every open role
- The careers site carries your company name and branding
- Six fields and a résumé — not a login wall that loses half your applicants
Everyone on the hiring team sees the same pipeline.
Applicants move through eight defined stages — new, contact, review, interview, pay, compliance, selection, closed — with per-stage counts. Interviews and scorecards run against criteria defined per opening, and the application record carries eight tabs of its own.
Permissions follow the relationship. The hiring lead, recruiting lead, hiring manager, compensation owner and interviewers each see the candidates they are responsible for, and no others. Openings with a clearance requirement route their review to the facility security officer, inside the process rather than beside it.
- Offers recorded against the application, with approval
- Employee referrals, and referrers can follow how far their referral got
- Funnel by stage, days open, time to fill and source effectiveness
- Voluntary self-identification reported only in aggregate
The offer is accepted. HR starts the record from it.
When the offer is accepted, HR creates the employee record from the candidate’s page. The name, opening, hiring manager, position and start date carry over; HR adds the employee number, work email and time zone, and can launch onboarding and the sign-in in the same step. No export, no second system that has to be told what just happened.
The documents that need signing are issued by that workflow, and the new hire can sign in before their first day to confirm their details and work their checklist.
- Résumés and offer documents stay attached to the application
- Recruiting reporting sits alongside labor and period reporting
See hiring and the employee record as one thing.
A demo walks a candidate all the way to a working employee.