Recruitment - Human Resources

Overview

The Recruitment screen provides a visual, drag-and-drop hiring board. Every open position and candidate is managed here, from the moment someone submits an application to the day they receive an offer — or are marked as rejected. The pipeline gives hiring managers a live overview of every role's status at a glance.

The board uses the same proven Kanban pattern as the PM module, but tailored for people rather than tasks. Columns represent hiring stages; cards represent individual candidates.

Kanban-Style Hiring

You can see your entire pipeline at once — how many candidates are in screening, who is waiting for an interview, and who has received an offer. No spreadsheet or separate ATS is required for small-to-medium hiring workflows.

Pipeline Stages

The hiring board has six fixed stages arranged left to right. Candidates move from left to right as they progress through your process.

Applied Screening Interview Offer Hired Rejected

Stage	Meaning	Typical Action
Applied	Application received, not yet reviewed	Review CV, decide whether to screen
Screening	Initial phone or video screen scheduled	Conduct screen call, take notes
Interview	Full interview process underway	Schedule panel interview, collect feedback
Offer	Verbal or written offer made	Negotiate terms, await acceptance
Hired	Offer accepted, start date agreed	Create employee record in Employees
Rejected	Candidate not proceeding at any stage	Archive for future reference

Candidate Cards

Each candidate is represented by a card that shows the following information at a glance:

Candidate Name — displayed prominently at the top of the card.
Position Applied For — the role the candidate is being considered for (e.g. "Senior Developer", "Marketing Manager").
Application Date — when the candidate entered the pipeline; helps identify aged applications that need attention.
Source — where the candidate came from: LinkedIn, Company Website, Referral, Job Board, or other. Helps measure which sourcing channels are most effective.

Click any card to open the candidate detail view, where you can edit all fields and add internal notes about the candidate.

Using Notes for Interview Feedback

The candidate detail view includes a notes field. Use this to record brief feedback from each interview round — for example, "Strong technical skills, weak on system design". This keeps all interview feedback in one place without needing a separate document.

Adding Candidates

Click the Add Candidate button in the screen header.
Fill in the candidate's Name (required) and Position Applied (required). The Save button remains disabled until both fields have content.
Optionally set the application date, source channel, and any initial notes.
Click Save. The new candidate appears in the Applied column automatically.

New Candidates Always Start in Applied

All new candidates are placed in the Applied stage regardless of their current real-world status. If you are importing existing pipeline data, add the candidate first, then drag the card to the correct stage.

Drag & Drop

Moving a candidate through the pipeline is as simple as dragging their card to a new column. The board uses the same drag-and-drop engine as the PM Kanban board:

Click and hold a candidate card — it dims to 40% opacity and shrinks slightly to signal that it is being dragged.
Drag toward the target column. The column highlights with a subtle blue ring as you hover over it.
Release the card to drop it into the new stage. The card snaps into position and the stage count in the column header updates immediately.
If you release the card outside any column, it snaps back to its original position.

Mobile Drag & Drop

On touch devices, press and hold a card for a moment before dragging — this triggers the drag mode without activating scroll. Alternatively, open the candidate detail view and manually change the stage from the Stage dropdown inside the edit form.

Stage Counts & Pipeline Health

Each column header shows the total number of candidates currently in that stage. These counts update in real time as you move cards. Use them to spot pipeline bottlenecks:

A large Applied count with a small Screening count suggests a review backlog — candidates are waiting to be screened.
A large Interview count with few Offers may indicate decision-making delays or high rejection rates during interviews.
Cards aging in the Offer stage (check the application date) may indicate a negotiation stall that needs attention.

Frequently Asked Questions

How do I convert a Hired candidate to an employee?

Once a candidate moves to the Hired stage, you need to manually create their employee record in Employees. There is no automatic conversion — this is intentional, as Employees requires additional fields (salary, employee ID, start date) that are not part of the recruitment record. Open Employees, click Add Employee, and fill in their details using the information from the candidate card.

How do I bulk-move candidates?

Currently, candidates must be moved one at a time by dragging. There is no bulk-select or bulk-move feature. For large pipeline imports, the fastest approach is to add all candidates first (they land in Applied), then drag each one to its current stage. This is typically a one-time setup operation.

Can I add custom pipeline stages?

The six stages (Applied, Screening, Interview, Offer, Hired, Rejected) are currently fixed. Custom stages are not supported in the current version. If your process requires a stage not in this list, you can use the Notes field on the candidate card to track sub-stage status within an existing stage (for example, noting "Round 2 complete" within the Interview stage).

What happens to rejected candidates?

Rejected candidates remain in the Rejected column indefinitely. They are not deleted. This lets you reference them in future hiring cycles — a candidate who was strong but lost to a better fit for one role might be right for a different opening later. If you want to clear the Rejected column, open each card and delete it from the detail view.