Role → hire → onboarding
Run the full hiring process in one system.
Approve the role, publish it, review applications, assess and interview, make the human decision, send the exact offer, and hand the accepted hire into onboarding and People.
- Recruiter
- Lena Ortiz
- Hiring manager
- Priya Shah
- Next action
- Run structured interview
The operating path
Seven stages from approved role to new hire.
- 01Define + approve
Turn an approved role into a real public opening.
Requisition approved · publishing ready - 02Prepare
Define what evidence and interviews should prove.
Structured process · 2 interview assignments - 03Apply
Review the submitted snapshot—not a moving profile.
Recruiter review · candidate packet ready - 04Assess + interview
Run a structured interview from the same candidate packet.
2 independent scorecards pending - 05Decide
Bring evidence together; keep the decision human-owned.
Debrief ready · decision owner: Priya Shah - 06Offer
Send one approved version and keep its receipt attached.
Offer v3 approved · ready to send - 07Onboard
Carry the accepted hire into onboarding and People.
Prehire created · 5 owned tasks
Responsibility, not dashboard access
Everyone sees the work they own.
Server authorization still decides what each person may do. The public story mirrors those real responsibility boundaries.
- Recruiter
- Pipeline movement, candidate communication, process currency
- Hiring Manager
- Role outcome, team need, evidence standard, decision ownership
- Coordinator
- Scheduling, logistics, candidate recovery
- Interviewer
- Assigned interview, independent scorecard
- Offer Approver
- Exact offer version and approval authority
- Admin
- Membership, access, integrations, retention, audit controls
Candidate packet
The debrief starts from one submitted history.
Application snapshot
- Resume version pinned
- Role questions preserved
- Source and stage history
Permitted evidence
- Repository debugging · verified
- Candidate grant active
- Future access revocable
Interview evidence
- Assessment complete
- 2 independent scorecards pending
- Uncertainty shown before decision
Offer → onboarding → People
The accepted version becomes the handoff source.
Approval, delivery, acceptance, start date, onboarding tasks, and People ownership stay attached. Babu does not claim payroll, benefits, timekeeping, or a full HRIS.
Operations and governance
Bring existing hiring in without inventing new truth.
ATS migrationBounded CSV/JSON/XML imports and dry-run evidence preserve immutable application history before cutover.
Source operationsPublic role provenance, freshness, application ownership, and source health remain explicit.
GovernanceAuthorization, retention, candidate rights, accommodations, and human decision controls stay server-owned.
No-card pilot
Prove one complete hiring journey before paying.
3 active jobs, unlimited internal collaborators, complete hiring workflow, and ATS migration dry run for 30 days.