How does the recruitment pipeline work?

The pipeline

1. Job — created (preferably against an open position). Includes title, department, description, salary band.
2. Candidates — attached to a job. They move through stages:
   • applied → new application
   • screening → CV or phone screen
   • interview → onsite or video rounds
   • offer → offer extended
   • hired → accepted and onboarded
   • rejected → at any stage
3. Interviews — scheduled per candidate, with interviewer name and outcome
4. Offers — created when you're ready to extend (salary, start date, role)
5. Accept offer — atomically:
   • Creates the employee record
   • Creates their first employment contract with the offer's terms
   • Fills the linked position
   • Applies the default onboarding template (if you have one)
   • Notifies Finance (if you use it) — they appear in Settings > Team

Linking to positions

Each job should ideally link to a position. The position represents the budgeted seat; the job represents the act of trying to fill it. When the offer is accepted, the position transitions from "open" to "filled" automatically.

What's coming

The current recruitment surface is functional but minimal. Coming soon:

• Job board push — auto-post to LinkedIn / Indeed / Reed when a job goes live
• Structured scorecards — weighted interview criteria
• Calendar integration — for interview scheduling

For now, advertise the role manually wherever you advertise and add candidates as they apply.