Every application becomes a candidate record in a single list. Move each person through a set of stages so you always know where everyone stands.
The candidate list
The Hiring workspace is a single table of everyone who has applied. Each row shows the candidate's name, their contact details (email and phone), the role they applied for, a link to their resume, the date they applied, and their current stage. The newest applications sit at the top, so fresh candidates are the first thing you see.
You can search and sort the table to find a particular person or to group everyone who applied for the same role. The resume link opens in a new tab, so you can read it without losing your place in the list.
The hiring stages
Each candidate carries a stage that reflects where they are in your process. The stages are:
- Applied. Where everyone starts when their application arrives.
- Screening. You are doing an initial read or a first phone call.
- Interview. They have progressed to a proper interview.
- Offer. You have extended, or are extending, an offer.
- Hired. They are joining the firm.
- Rejected. They are not moving forward.
Move a candidate along
- Find the candidate. Locate their row in the list, using search if you have a lot of applicants.
- Open their resume if you need it. Use the resume link to read their materials before you decide.
- Choose the new stage. Use the stage control on their row and pick where they belong now. The change is saved as soon as you choose it, so there is no separate save step.
If a candidate applies to more than one role, or the job board resends their application, Hiring recognizes them and updates the existing record instead of creating a duplicate. Their stage is never quietly moved backwards by a resend, so the progress you have recorded stays put.
Keeping the list honest
Because each application is its own record, the list is a faithful account of who applied and what you decided. Marking someone Rejected keeps them on file rather than deleting them, which is useful if a role reopens or you want a record of who was considered. Moving a strong applicant to Screening, Interview, and Offer as you go gives everyone involved in the decision the same clear picture.
Set a stage as soon as you have made a decision, even a quick one. A list where every candidate sits at the right stage tells you at a glance what still needs attention.