The candidate record holds the application, the resume, the communication history, the scorecards, and the AI's assessment.
Screening
AI scoring summarizes fit against the role requirements with its reasoning shown. Use it to prioritize a large applicant pool, not to auto-reject: the reasoning is where the value is, and it will sometimes be wrong in ways only a human notices.
Interviews
Schedule with the built-in scheduling links (which respect connected calendars). Interview kits give each interviewer a structured set of questions and a scorecard, so feedback is comparable across candidates rather than a collection of impressions.
AI interview summaries turn notes into structured feedback against the scorecard.
Offers
Generate an offer from a template, route it for approval according to your rules, and track its status. Offer letters and approvals are recorded, which matters both operationally and legally.
Candidate experience
Candidates see their status in the portal. Candidate NPS collects feedback on the process, and detractor responses raise a signal, because a bad hiring experience damages your employer brand at exactly the moment people talk about it.
Pro Tip: Structured interviews with scorecards are the single highest-return change most teams can make to hiring quality. The tooling here exists to make that easy rather than optional.