Hiring and offers

A hiring request begins with a position, department, location and hiring manager. Recruiter records the requisition and works from its status before adding applications. Each application belongs to a candidate and requisition, giving the team a single place to follow stage changes. Interviews retain an interviewer, scheduled date, recommendation and feedback. Offers hold the proposed pay, start date, candidate and position.

• Opening. HR Business Partner maintains the position while Recruiter records its requisition.
• Candidate trail. Recruiter links each application and interview to the opening and checks the recommendation.
• Offer decision. Admin checks the pay band and records approval before Recruiter sends terms.

The recruiter and hiring manager should agree which open position the request fills and whether the location is remote or hybrid. The hiring manager has visibility into requisitions and applications, while the recruiter maintains the pipeline records. A pay grade gives the reviewers context for the proposed offer. Record the approval decision in the offer status and the responsible person in the offer record.

Agree when Admin moves a requisition from pending review to open. Recruiter confirms the candidate and requisition links before entering an offer. For pay review, compare offer currency and salary with the position’s pay grade and record the approving employee. Try an offer inside the band and another outside it with Admin before sending either one.

Use a remote engineering opening as a rehearsal. Create the position at the intended location, attach the requisition, then connect a candidate and application. Record an interview with a recommendation. Before marking the offer approved, compare its salary and currency with the linked position and pay grade. Follow the application and offer separately: one tracks the candidate’s stage, the other tracks the proposed terms. Confirm that an offer sent to a candidate still points to the original opening.

• Recruiting Pipeline — Applications organized by their current hiring stage.
• Offers for Review — Terms awaiting a recorded decision.

Start with the hiring path for a new colleague. Then use the operating cycle or the review cycle as the employee’s work continues. See the data model when mapping an existing register.