Recruiting and offers

A recruiting decision begins with a position and the person accountable for filling it. The requisition connects the job title, department and location to the Hiring Manager and Recruiter. A candidate can apply to different requisitions; each application retains its own stage and interview history.

Recruiter prepares the pipeline and offer. Hiring Manager contributes interview recommendations through the agreed scorecard action. HR Business Partner (HRBP) reviews compensation within the linked salary band, while CHRO / VP People decides an exception. The accepted offer carries its agreed start date and pay into employee provisioning.

• Approved recruiting scope. Requisitions move from Draft through Pending approval and Approved to Open. Opening requires an assigned Recruiter and records the posting date. A request above planned position headcount waits for HR Business Partner (HRBP) and external finance budget confirmation.
• Candidate evidence. Applications progress through Applied, Screen, Phone interview, Onsite and Offer. Each interview records its type, schedule, rating, recommendation and feedback. A completed recommendation advances the linked application according to the interview type.
• Offer decisions. The offer records salary, currency, signing bonus, equity and start date against the position. Compensation enters the approval queue before the approved offer is sent. The deciding role checks the position’s pay grade and the proposed terms together.

Confirm the normal requisition approval owner and the evidence required for an above-plan vacancy. Hiring Manager requests and scorecards use scoped actions; the role’s ordinary recruiting access remains read-only. Keep offer salary editing with the authorized recruiting route.

Check the currency before interpreting a salary band. Agree the signature provider, how acceptance reaches the offer and who resolves a failed delivery. Career-site and job-board feeds are connections to set up. Check external publication with the recruiting connection owner after the internal opening is recorded.

Open an approved vacancy with Recruiter assigned, then create a candidate and application. Complete a screening interview and inspect the move to Phone interview. Complete the phone interview and inspect the move to Onsite. Verify each recommendation affects the intended application when the same candidate has another application open.

Prepare an offer within the linked salary band and another above it. Follow the appropriate compensation decision before sending each offer. Rehearse a rejected application with its rejection reason and check the recorded rejection date. When an offer is accepted, inspect the application marked Hired, requisition marked Filled and resulting employee record. Compare the recorded acceptance with the signature service confirmation.

• Recruiting pipeline — Review open vacancies, target starts and the people responsible for hiring.
• Application board — Discuss the next action for each candidate by application stage.
• Offer approval inbox — Bring pending terms and compensation bands to the deciding role.

Rehearse requisition to accepted offer, then accepted offer to onboarding.