Hiring and offers

A Recruiter starts from a position and creates a requisition with a hiring manager, department, headcount and target start date. An open requisition gives each application its context. Candidate records hold contact details and consent to contact; application records hold the stage for a particular opening. The same person can be considered against another requisition without erasing the earlier result.

Interviews belong to an application and hold a scheduled time, interviewer, rating and recommendation. The Recruiter can see whether an application remains at screening, interview or offer stage. A hiring manager can review the pipeline but the configured role has read access rather than write authority. Agree who records interview feedback, how rejection reasons are captured and who can move an application after a decision.

An offer carries proposed base salary, currency, start date, expiry and approval state. Compare it with the position’s pay grade before sending it. HR Business Partner can use an accepted offer when preparing the employee and onboarding records. A rejected or expired offer should remain visible for the same candidate and opening rather than be silently reused.

• Opening. Recruiter keeps the requisition tied to its position, job title, department and hiring manager. Its status distinguishes a draft from an open vacancy.
• Candidate path. Each application connects one candidate to one requisition. Interviews record the scheduled interviewer, recommendation and feedback for that application.
• Offer decision. An offer carries the proposed pay, start date and approval status. Recruiter prepares it; Admin reviews the linked position and pay grade before recording the decision.

Agree who owns each open requisition and who records interview feedback. Hiring Manager has read access to the pipeline, so assign editing to Recruiter. Set a clear pay grade for the position and decide who checks an offer whose salary sits outside the planned band. Keep candidate contact preferences in view before outreach. Determine how rejected and expired offers will remain available to the hiring team.

Use a school vacancy with an open position and a named hiring manager. Recruiter records a candidate, links an application to the open requisition and adds an interview with a completed recommendation. Hiring Manager checks the linked application and interview. Recruiter prepares the offer with salary and start date; Admin compares it to the position’s pay grade before marking an approval. Rehearse a candidate who withdraws after interview: keep the application at its withdrawn stage and leave the original interview visible. The team can continue the search without turning an earlier decision into an accepted offer.

• Hiring Board — Groups applications in active recruiting stages by candidate and requisition.
• Offers Awaiting Approval — Gives Admin the pending offers and linked pay details to inspect.

See the related process and the data model for the next handoff.