How it works

When a candidate submits a resume, their submission is scored against your job description. Candidates above your threshold advance into the shortlist. When you close the application window, the shortlisted candidates are compared head-to-head and the top picks become your final shortlist.

Candidates never see their score or pass/fail decision at submission time. They get a generic "Application received" email and a polite confirmation in the browser. They only learn the final status (shortlisted / on hold / not selected) after you finalize the job and the system emails them.

This is by design: showing a pass/fail signal during the window would create a perverse incentive to game the screening, and it gives candidates a worse experience than a clean async review process.

Every job and applicant is scoped to a single company. A recruiter from one workspace asking for another workspace's job gets a polite "not found" — we never confirm the existence of another tenant's data. The master administrator can audit across workspaces from a dedicated overview page.

The analytics dashboard shows funnel, time-to-hire, and per-job summaries. Each job has a configurable multi-stage pipeline (Applied → Screening → Phone → Onsite → Offer → Hired by default) with interview scheduling built into any stage whose name implies an interview.

Every candidate receives a templated email at the right moment: application received, shortlisted, on hold, not selected. Templates live in Settings → Email templates and render with a live preview before they go out.

Get a Slack DM whenever a candidate applies, moves stages, gets shortlisted, or gets hired. Each recruiter connects their own Slack on the Integrations page — once you do, hiring events you toggle on land directly in your DMs. Connect a scheduling tool to drop "Book a follow-up" links into interview emails. More integrations are added on the roadmap based on what teams ask for most.