Jobs, applicants, and candidates

Create a structured role#

Draft the title, description, location, work arrangement, requirements, compensation where appropriate, application route, and visibility. Review confidential and private settings before publication.

Review applicants#

Applicant records use canonical jobs, applications, users, profiles, and CVs. Screening evidence can support review, but AI cannot invent evidence, change deterministic scores, publish a job, reject a candidate, or move a pipeline stage by itself.

Communicate and advance#

Use deliberate status changes and candidate messages. Keep decisions tied to the correct job and record. Sensitive filters and identity attributes should be used only when the workflow is authorized and lawful.