iApplicants

Kick off a new hire without the back‑and‑forth. In iApplicants, create a requisition, select a career page layout, and drop in brand assets so candidates instantly recognize your company. Draft the posting with title, pay range, location, and must‑have skills. Add role‑specific questions to capture deal‑breaker info up front—availability, certifications, portfolio links—and route applications to the right recruiter or hiring manager based on department. Preview the candidate view on mobile, then publish to your career hub and push to job boards and social in one go. Grant teammates access with SSO and lock down permissions by role.

Once the post is live, let the system do the heavy lifting. Resumes are parsed into searchable profiles, so you can filter by experience, keywords, or answers to custom questions. Save views, tag candidates, and build talent pools for future needs. Use one‑click sourcing to pull from your database, employee referrals, social channels, and listings—no spreadsheet shuffling required. Spin up outreach with prebuilt email templates, personalize a few lines, and schedule sends. Every response, note, and document lands in a single candidate record, keeping your team aligned.

Set interviews without playing calendar ping‑pong. Auto Scheduling checks interviewer availability for single or multi‑part loops, assigns time slots, and reserves rooms or video links. Calendar Sync pushes events to Google, Microsoft, or other connected calendars automatically. Share interview kits so everyone scores the same competencies, adds structured feedback, and submits ratings through the Interview Scorecard. Use collaboration tools for quick @mentions, capture discussion in one thread, and keep momentum with automated reminders to reviewers who haven’t weighed in.

Move finalists through your pipeline with a process that fits how you hire. Create custom stages—phone screen, skills test, panel, executive review, offer—and track progress in the Applicant Tracker. Trigger emails when candidates advance or are declined, and maintain a clear audit trail of every decision. When you’re ready, issue an offer for e‑signature and collect acknowledgements remotely. Control access so only the right people see compensation. Close the loop by sending a short feedback request to hiring managers and candidates, then review what worked, where drop‑offs occurred, and refine your workflow for the next search.