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At the offer. Everything known about a candidate is re-entered on day one, by hand, usually by somebody who was not in the interviews.
And the interview history — the part that would actually help their new manager — is left behind entirely.
The candidate pipeline, interview scheduling and offer letters sit on the record the eventual employee keeps. Acceptance turns it into an onboarding with the agreed terms already on it.
Onboarding then runs as a template: documents with expiry dates, reporting line, access scoped to the role, payroll setup — in one sequence rather than six.
It does not post to job boards or screen applications. It runs the pipeline and keeps the record.
And it will not tell you whether a hire was good. It will tell you, later, what was said before they were hired.
Interview feedback stays on the record, permissioned, so a manager can read what was actually assessed rather than being told it went well.
And probation dates surface before they pass, so the mechanism is a decision rather than a lapse.
The same record continues, with the agreed terms on it.
Yes, subject to field-level permissions.
No. Posting integrates through the API.
We will run it end to end on your own numbers in half an hour, and tell you honestly which parts Treepie does not improve.