Recruiting software for the whole journey: advertise, hire, onboard — GDPR already inside
From the first click to the first working day — in one single file.
Screens from a demo workspace. Companies, people and figures are fictitious.
Recruiting at work
Five capabilities people actually open Recruiting for. Everything else it can do is listed in full in section 04 — this is only what stands on its own.
Post the job — the application route is already there
Fill in the job, save, done: your careers page immediately carries an application route in your own look, with your screening questions already built in as steps. Improve the job later and the route grows with it — and the link you shared stays the same.
the route grows with it when you improve the job posting later
Interviews that coordinate themselves
You propose times, the candidate does the rest: confirm, decline or reschedule via a link, with the appointment attached as a file for their own calendar app. The confirmed slot sits in your team calendar and syncs both ways with Google and Outlook.
syncs both ways with the team calendar
Offer signed via link — onboarding is already running
Contract offers with their own number range, signed digitally via a link, optionally secured with an emailed code; above your salary threshold they go for approval first. Once the candidate accepts, onboarding starts by itself: a portal in your own look with tasks, uploads and the start date taken from the offer.
and secured with an email code as well, if you want it
Talent pool instead of a rejection dead end
The runner-up is rarely bad — just not right at that moment. With consent they stay findable in the talent pool for when the next role opens. Each entry carries its own retention period; when it expires the record is anonymised rather than quietly left lying around.
and when it passes the record is anonymised instead of quietly sitting there
Assessments: scored automatically, decided by people
Standardised tests built from fourteen question types. Multiple choice and yes/no are scored the moment the candidate submits; if someone switches window during the test or pastes text in, that goes into the log. But no score rejects anyone on its own — the decision stays with you (Article 22 GDPR).
but no score decides on its own — that stays with you (Art. 22 GDPR)
Paths that run through here
Role, application, person and appointment are ONE connected record. Whatever a neighbouring module contributes hangs off that same record — nothing is transferred, because there is nothing to transfer.
From an application to a hire
What Recruiting receives and passes on
Recruiting carries an application from the ad to onboarding. The path someone applies through, and the page it lives on, belong to Pages & Funnels.
Everything that is in it
60 capabilities in 6 groups — complete, not curated.
What it does not do
Every limit names the place where it happens instead.
- No payroll.
The path ends at the signed offer and onboarding. Payroll stays where you run it today.
- No publishing to external job boards.
The role appears on your own careers page and can be run as a Meta ad. There is no distribution to Indeed or StepStone.
- The test does not decide.
Assessments are scored automatically and the score explains itself. Rejections and offers are made by a person — that is a decision, not a missing feature.
What teams want to know beforehand
Do candidates need an account with us?
No. Applying, picking a slot, taking the assessment and signing the offer all run through time-limited links. There is no candidate password anyone could forget.
How long may we keep candidate data?
You set the period per role; six months after closing is the usual choice. After that it is deleted, not hidden — with evidence. Anyone who wants to stay in the talent pool consents to that separately.
Can several people rate the same application?
Yes, and they only see each other’s rating after submitting their own. That is the point: otherwise the second opinion is not one.
What happens to rejections?
They go out from a template, in your tone, and only when they are allowed to — the guard holds messages back while the record does not permit them. Anyone who fits but not right now lands in the talent pool instead of a dead end.
Does the candidate see where they stand?
They see what you write to them, and they complete their own steps — slot, assessment, signature. There is deliberately no candidate portal with a status display; a status nobody maintains is worse than none.
Recruiting is one of 21. You get all of them.
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