Documentation

Job Positions → Post a job. Title, department, location and description are required; the description is what candidate sourcing ranks people against, so write it as the role rather than as an advert.

Work mode is separate from location. 'Remote' is not a place, and a remote job published with a street address is rejected by Google for Jobs.

Pay and experience are optional but public. Leaving salary blank keeps it private; filling it in puts a salary band on the careers page and in the Google for Jobs listing.

Automatic screening is where you attach an assessment and a pass mark. With one set, approving an applicant sends the assessment on its own.

Every active job appears at /careers with no login. A candidate applies with a résumé and never gets an account.

Each job also renders a JobPosting structured-data block, which is how Google for Jobs discovers it. There is no API to push listings to Google — the page is the integration.

Applications close on the date you set. Leave it blank and the posting advertises a rolling 60-day window so it never appears expired.

Talent Management → Recruitment → Applicants. Filter by job or stage, or search by name.

The candidate's name opens the full application: cover letter, contact details, LinkedIn, the résumé inline, and the stage history.

The actions menu on each row sends an assessment or books an interview without leaving the list. Tick several rows to send to all of them at once.

Sending is idempotent per application — clicking twice, or approving a candidate again, never puts two invitations in their inbox.

Assessments → New assessment. Describe the role and the planner drafts a paper: aptitude questions, a coding problem and test cases.

Everything it proposes is editable before you save. Nothing is sent to a candidate until you publish it.

Scoring is aptitude 40%, executed code 60%. Code is run against the test cases rather than pattern-matched, so a candidate cannot pass by writing plausible-looking code that does not work.

Below the pass mark is a flag, not a rejection. No email goes out and no stage changes, because an automated rejection triggered by a timeout cannot be taken back.

Clearing the pass mark books an interview automatically at the next sensible slot and emails a calendar invite.

You can also book one by hand from the applicant's actions menu, which fills the candidate and role from the application.

Rescheduling re-sends the invite reusing the same calendar UID, so the candidate's existing entry moves instead of a second one appearing.

Moving a candidate to Hired creates their onboarding record automatically, carrying the application and job it came from.

That link is what lets Analytics answer whether the people you hired stayed — no export, no spreadsheet join.

Tasks, documents and training are assigned per person. Document uploads are checked by an AI validator before they are accepted.