Hiring & offers

Recruiter works against a job requisition linked to a position, job title, department and location. The requisition records headcount, hiring manager, recruiter, target start date and the proposed salary range. Hiring Manager can see the hiring pipeline; Recruiter maintains the records as candidates enter it.

The requisition’s status distinguishes a draft from a request awaiting approval, an approved opening and an open search. Keeping that distinction visible matters when a candidate is entered: candidate intake belongs to an open requisition. The recruiting team should review the opening decision before treating a candidate as active for that seat.

• Demand. The requisition carries the hiring request and its status; the position supplies the organizational seat and pay grade.
• Candidate. A candidate is a person record; an application links that person to one requisition and tracks stage.
• Decision. Interviews carry scheduled time, interviewer, rating and recommendation; the offer carries proposed pay and approval status.

A candidate may be considered for more than one requisition, but each application stays tied to its own opening. Check the candidate and requisition pair before creating another application for the same opening.

Agree who can submit and approve hiring demand, especially when a requisition adds headcount outside the plan. For headcount outside the plan, name the HR Business Partner and finance reviewers and record their decision before opening the search.

Set the salary band for each job title or position through its pay grade. Offer review compares base salary with the applicable band. An offer outside the band needs escalation to the designated approver. Agree who can make that decision and how it will be recorded before recruiting starts sending offers.

Suppose Recruiter opens an engineering position in the United Kingdom. The hiring manager reviews the headcount and target start date. Once the requisition is approved and open, Recruiter links a candidate and creates an application. Interviewers record completed interviews and recommendations before the application advances through the pipeline.

Recruiter then prepares an offer with the candidate, position, salary, currency and start date. The approval decision precedes sending. When the candidate accepts, the hiring team checks that the application and requisition reflect the result and that HR has a linked employee record and onboarding checklist. A sent offer is not the same as an accepted hire.

• Requisition board — Draft, pending, approved and open hiring requests grouped by status.
• Candidate pipeline — Applications by stage with their candidate, requisition and recruiter.
• Offers awaiting approval — Pay and position context for offers waiting on a decision.

See recruiting and offers for the decision path and hire to payroll for the handoff after acceptance.