Resolve vacancy and compensation decisions before accepted hiring closes the recruiting work.
Hiring Manager requests the position through the scoped recruiting action. Recruiter resolves job title, department, location, headcount, target start date and the responsible hiring employee. The request remains Draft until the intended vacancy and budget context are ready for review.
A requisition beyond the planned position headcount waits for HR Business Partner (HRBP) and external finance budget confirmation. Agree the normal requisition approval owner and scoped action during setup, then rehearse the exception before the recruiting opening proceeds.
Recruiter must be assigned before an Approved requisition opens and its posting date is recorded. Recruiter triages applications from Applied to Screen. Candidate records and applications remain linked but separate, so an application outcome does not overwrite another application by the same candidate.
Hiring Manager submits the scoped scorecard. Completed screening and phone interviews advance the application to Phone interview and Onsite; later Onsite, Panel or Technical recommendations can advance it to Offer. Inspect the recommendation and linked application before treating the next stage as ready.
Recruiter submits compensation as Pending approval. HR Business Partner (HRBP) decides in-band offers using the position pay grade; CHRO / VP People decides out-of-band compensation. Verify currency and the applicable band before the approval becomes Approved and then Sent.
Recruiter reconciles the actual acceptance through the configured signature handoff. Acceptance marks the application Hired and the requisition Filled. Inspect the resulting employee record after acceptance and compare its references with the agreed offer.
And how to keep it from happening.
Start free, then use Proto to change fields, steps and approvals before your team goes live.