Candidate pipeline

How it works

1. Open the pipeline and pick one requisition or all requisitions.
2. Filter by match score, by active or rejected stages, by department, fresher or experienced, or location, or search for a name.
3. Open a candidate in New, write screening notes and choose Shortlist for Interview, Keep in Screening or Reject.
4. Shortlisted candidates move to Interview, where rounds are scheduled and each round ends with Select, Reject or Hold.
5. Selected candidates stay in Interview until the offer goes out, then move to Offer, and to Joined once they join.
6. Rejected and declined candidates leave the active board for the rejected view, with the reason in their history.

What you can set

• Stages: New, Screening, Interview, Offer and Joined.
• Screening decision: Shortlist for Interview, Keep in Screening or Reject.
• Interview decision: Select, Reject, or Hold for the next round.
• Score filter: any score, or 90, 70, 50 or 30 percent match and above.
• More filters: department, fresher or experienced, and location.
• Active and rejected views of the board.
• Audit trail and candidate history on every candidate.

Why one board beats inboxes and spreadsheets

When resumes arrive by email, WhatsApp and walk-in, the same candidate is called twice and a good one is never called back. A single board per requisition shows every candidate at their stage, and a column that keeps growing, such as twenty people sitting in Screening, shows exactly where hiring is stuck. Screening notes on the candidate replace the margin notes on printed resumes, and the history shows who moved a candidate and why.

Worked example: medical representatives in Hyderabad

A Hyderabad pharma distributor needs two medical representatives and receives 64 applications in a week. HR filters the requisition to 70 percent match and above, which leaves 18. Reading those 18 with the breakdowns open, HR shortlists 9 for interview, keeps 4 in screening as a reserve and rejects 5 with notes.

The 9 interviews produce 3 selections. Offers go to all 3; two accept and join, and the third declines. When the second joiner is approved in onboarding, both openings are filled and the requisition closes. The 5 rejected candidates and the one who declined sit in the rejected view with their reasons.

Keeping the pipeline moving

Clear the New column daily, since good candidates accept other offers within days. Keep screening notes to two lines with the reason for the decision. Use Keep in Screening for a real reserve list, not as a parking place. Use Hold after an interview when another round is planned, and move candidates the same day a decision is made so the board always matches reality.

Frequently asked questions