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Roles are opened against a team and a cost centre. Applicants move through a pipeline with stages you define. Interviews are scheduled against real availability, and offers are generated with the terms that will become the contract.
Acceptance converts the applicant into a personnel record. Nothing is retyped, because it is the same record with a different status.
Because the ATS and the HR system are different products. The candidate is typed into one, and on the day they accept, typed into the other — usually by someone reading a PDF offer letter.
Everything captured during hiring, from the salary discussion to the agreed start date, is retyped or lost.
The offer terms become the contract terms. The agreed start date becomes the onboarding trigger. The interview history stays attached to the person, which matters more than it sounds when somebody is promoted three years later.
Recruitment cost per hire is answerable, because the role, the time spent and the eventual salary are on one record.
It does not post to job boards or run recruitment marketing. It covers applicant through to offer; sourcing candidates is not something it attempts.
There is no CV parsing or automated candidate scoring. Screening is a judgement, and we would rather not dress an opinion up as a score.
Define stages by what must be true to enter them, the same discipline that makes a sales pipeline honest. "Interviewed" means the interview happened and the feedback is recorded.
Agree who can see salary on an offer before opening the first role.
Onboarding starts from the accepted offer with a checklist. Payroll picks up the contracted terms. Loop can staff the person from their start date. None of those needs the new joiner to be created again.
Roles are opened against a team and a cost centre. Applicants move through a pipeline with stages you define. Interviews are scheduled against real availability, and offers are generated with the terms that will become the contract.
The offer terms become the contract terms. The agreed start date becomes the onboarding trigger. The interview history stays attached to the person, which matters more than it sounds when somebody is promoted three years later.
It does not post to job boards or run recruitment marketing. It covers applicant through to offer; sourcing candidates is not something it attempts.
Define stages by what must be true to enter them, the same discipline that makes a sales pipeline honest. "Interviewed" means the interview happened and the feedback is recorded.
Fourteen days, every module, no card. Or half an hour with someone who will run it on your own records and tell you where it does not help.