Recruiting

Recruiter manages candidate applications against approved openings. Hiring Manager prepares a requisition for a position and records interview feedback. A candidate can apply to a requisition, move through screening and interviews, and reach an offer only after the linked decisions are checked. The application stage shows where the candidate sits; the interview record holds the actual recommendation.

The offer links the candidate, application and position. Its salary can be checked against the position’s pay grade before approval. Recruiter should confirm the same candidate and requisition are still linked before recording acceptance. An accepted offer closes the hiring case, but the signature and any external career feed need their own connected service and confirmation.

• Open the position. Hiring Manager prepares a requisition linked to a position, job title, department and location; Recruiter follows it once approved.
• Follow the candidate. Recruiter links a candidate and requisition in each application, then keeps interview dates, recommendations and stage changes together.
• Decide the offer. The offer links the application, candidate and position so its pay decision can be checked before it is sent.

Agree who confirms planned headcount and budget before a requisition opens. Hiring Manager can edit requisitions; Recruiter manages the pipeline. HR Business Partner (HRBP) is named for the people decision, and finance budget confirmation must be captured before an over-plan opening proceeds. Set the permission and escalation path for those decisions during setup.

For offers, agree the pay band from the linked position and pay grade. An in-band offer goes to HR Business Partner (HRBP); an out-of-band offer needs the CHRO / VP People decision and access set for that approval. Decide when an accepted offer becomes a hired application and a filled requisition. Interview calendars, career feeds and signature exchange are connections to arrange separately.

Take a candidate with a screened application and a completed phone interview. Hiring Manager records a recommendation on the interview. Recruiter checks its type and recommendation, then advances the application to the next stage. A later onsite interview with a favorable recommendation leads to the offer stage; a rejection needs the reason and date recorded on the application.

Before sending an offer, compare its salary and position with the pay grade and record the authorized decision. Recruiter checks that the offer still links the same candidate and application. On acceptance, verify the offer, hired application and filled requisition agree before the employee and onboarding records are prepared. Rehearse a candidate withdrawal to confirm it does not create a hire.

• Application board — Candidate applications grouped by stage, with the linked requisition and recruiter visible.
• Offers awaiting decision — Offers pending a pay decision, with the position and approval reference visible.

See the connected process for the decision sequence and the data model for the record links.