Hiring & recruitment

What you can do here

• Run the whole recruiting process in one place: jobs, candidates, interviews, assignments, offers.
• Send take-home work and score it.
• Keep candidate correspondence together.
• Turn a hire into a real employee account.

The hiring portal opens in its own area. Use the way back to return to the main app.

The pipeline

Candidates move through Applied, Screening, Interview, Offered, Hired, and Joined. Drag a card between columns on the Pipeline, or change status on the candidate.

/hiring/pipeline

Rejecting captures a reason — worth writing properly, since it's what you'll rely on if the same person applies again.

The stages themselves are configurable in the hiring settings, so what you see may differ from the list above.

Common tasks

Post a job

Create the opening and fill in the role details. It starts as a Draft; publish it to make it live.

Add a candidate

Add them directly, or convert a job inquiry that came through your website. Attaching a resume triggers an automatic analysis, and the resume can be viewed later from the candidate.

Schedule an interview

Pick the candidate, the round type, and the Panel Members. A Teams meeting is created and everyone is emailed.

If the calendar invite fails, you're not stuck: the interview can retry the calendar step, or you can paste a meeting link in manually. Interviews can also be completed or cancelled, and there's a calendar view of what's coming up.

Send a take-home assignment

Assignments are issued to a candidate and completed through the candidate portal — a passwordless link, like the client portal.

• Candidates submit through the portal.
• You score the submission and can download what they sent.
• If they say the link doesn't work, resend the portal link rather than starting over.

Make an offer

Create the offer, approve it, then send it to the candidate. Record their response when it comes. A PDF of the offer is available.

Accepting moves the candidate to hired.

Keep correspondence together

Communications holds candidate emails in one place, so the thread doesn't live only in one recruiter's inbox.

Onboard the new joiner

A hired candidate can be onboarded directly into a real employee account, including checking their sign-in name is available and re-issuing their initial access if needed.

This is the step that connects hiring to the rest of Kaizen — do it and the person exists as an employee, with a profile, a manager, and everything else.

Settings and analytics

Settings covers the general configuration, the pipeline stages themselves, automated triggers, and the feedback rubrics interviewers score against. Analytics shows how the funnel is performing.

Changing pipeline stages affects everyone's board, so it's worth agreeing before changing.

Good to know

• Interview feedback is separate. Interviewers score through their own area, and feedback stays hidden from them until they've submitted their own — covered on its own page.
• The candidate portal is passwordless and link-based, so a candidate saying "the link expired" is normal — reissue it.
• Rejection reasons and interview feedback are the two records that make a re-application easy to handle six months later. Both are worth the extra minute.