A board that shows the whole pipeline
Tabs from Applied to Hired with counts, search by name or email, filter by job, and move several candidates at once.
Hiring & onboarding
From open role to first day, in one pipeline.
Post a role to your careers page, move candidates through assessment, interviews and offer, and hand them straight into onboarding. Nobody re-types anything between stages.
Candidates
Senior Software EngineerApplied · 14Shortlisted · 6Interview · 3Offer · 1
SSara KhanTechnical interview
OOmar RazaAssessment reviewed
HHina MalikOffer extended
What’s next: waiting for the candidate to submit the assessment.
The candidate journey
Every stage has an owner and a next step.
Candidates move forward through the same stages every time, so the board always says who is waiting on whom.
- 01
Post the role
Open postings appear on your public careers page, with a short link candidates apply through. Drafts and closed roles stay private.
- 02
Shortlist & assess
Shortlisting emails the candidate a take-home task and a deadline. They submit a PDF or a Figma, GitHub or Google Docs link from their own portal.
- 03
Interview & score
Schedule technical, final and HR rounds. Interviewers get an assignment email and the hiring team scores against criteria you set.
- 04
Offer & onboard
Extend the offer, the candidate accepts from their portal and fills in the onboarding form. Review it and the hire is done.
Built for hiring teams
Everything the process needs, nothing it doesn’t.
Reusable assessments
Write a task once, give it scoring criteria and link it to as many roles as you like. Submissions are scored by a checker on the job.
Candidate portal, no account needed
Each candidate gets a personal link to submit work, accept an offer and complete onboarding, so there is nothing to sign up for.
Visibility that follows the job
People on a job’s hiring team see that job’s candidates, scorecards and notes. Moving candidates stays with recruitment managers, because stage changes can’t be undone.
A recruitment dashboard
Open positions, new applications, offers pending, assessments to review and interviews today, as cards you can filter, resize and rearrange.
Candidate emails that actually send
Applications, shortlists, invitations, offers, welcomes and rejections go out from your HR mailbox. Anything that fails lands in a triage list.
Hire to employee
Onboarding is part of the hire, not an afterthought.
Once an offer is accepted, the candidate fills in one onboarding form from their portal: personal details, emergency contact, address, bank details, education, background and documents. You check it in one place, then verify and hire.
Medical details are shared with the candidate’s consent
The hire is confirmed only after the onboarding form is reviewed
Welcome and rejection emails are sent for you
Questions, answered
The details that matter before you decide.
Do candidates need an account to apply?+
No. Candidates apply from your public careers page and use a personal portal link to submit assessments, accept an offer and complete onboarding, so there is nothing to sign up for.
Who can see a candidate?+
Visibility follows the job. HR and recruitment managers see every candidate, while people on a job’s hiring team see that job’s candidates, scorecards and notes. Moving candidates between stages stays with recruitment managers.
Which emails do candidates receive?+
Application received, shortlisting with assessment instructions, interview invitations, offers, onboarding links, welcome and rejection emails, sent from your HR mailbox. Emails that fail to send are listed so someone can follow up.
Also in Peoplance
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Describe how your team handles this today. We’ll show where Peoplance fits and where it doesn’t.