Recruiting and offers

A requisition names the position, job title, department, hiring manager, recruiter and target start date. The Recruiter maintains candidate contact records and applications against that opening. Application stage shows whether a person is applied, screening, interviewing, at offer, hired, rejected or withdrawn. Interview records hold scheduled time, interviewer, recommendation and feedback. Offer records carry salary, currency, proposed start and signature dates.

Recruiter manages the hiring pipeline; Hiring Manager can inspect candidates, applications, interviews and requisitions. Offer records include an approver reference and a status that separates draft, pending approval, approved, sent and accepted. Before starting, agree who decides an offer and how the recruiter records that decision, especially when the proposed base salary sits outside the position pay grade. Keep candidate contact preferences visible when planning outreach.

• Opening. The recruiter ties each requisition to a position, hiring manager and headcount before inviting applications.
• Candidate decision. An application stays linked to its candidate and opening while interview recommendations are recorded.
• Offer. The approver’s decision is recorded against the offer before the recruiter marks it sent.

Recruiter and Admin agree who may open a requisition and who makes the offer decision. Check the salary against the position’s pay grade, then name the person who reviews an exception. Hiring Manager can read the hiring records and give feedback to Recruiter, who enters the application and offer updates. Agree how rejected applications receive a reason and how the team respects a candidate marked do not contact. Review roles before sharing candidate details.

Suppose an engineering team opens a requisition for a developer. The recruiter checks that the opening is Open, records the candidate and links an application to that requisition. After a technical interview, the recommendation is recorded with the interview. The application advances to Offer only when the hiring decision is ready. An offer is prepared with the position, candidate, base salary and start date; its approval is recorded before it is sent. Acceptance can then be linked back to the hired application.

At the end of the case, ask the person receiving the work to inspect the record, its owner and its status. If a date or reference is wrong, correct that source record before using a summary or report. Keep the original decision visible so the next person can tell why the change occurred.

• Candidate pipeline — The primary list for this work, with the owner and current status beside the record.
• Offers awaiting approval — A focused list for the next review or handoff.

• Requisition to hire: Rehearse the decision and the record passed to the next owner.
• Implementation: Prepare the first operating cycle.