One flow from the posting to the employee record.
Applications, interviews, offers and onboarding run in the same place. The person you hire becomes an employee record without retyping anything.
Candidate details get lost in the inbox.
- CVs pile up in a mailbox and nobody knows who has reviewed which.
- Interview times live in a separate calendar and cancellations reach nobody.
- The details of the person hired are typed into the personnel file all over again.
- CVs of rejected candidates sit in the mailbox for years and are never deleted.
Move forward without losing the candidate.
Postings and careers page
Openings are published on a public careers page under your own domain, and applications land straight in the candidate pool.
Candidate pool
All applications gather in one list, filtered by posting and stage. Someone who applied before can be reconsidered for a new opening.
Interview planning
Date, participants and location are planned, and any change notifies everyone involved.
Scoring form
Criteria are defined per position and every interviewer fills in the same form, so the basis of the decision stays on record.
Offer and acceptance
Salary, benefits and start date are prepared as an offer. An accepted offer opens the onboarding step.
Automatic employee record
A candidate who starts becomes a personnel record. Identity, contact and education details are not entered twice.
Probation tracking
The end of the probation period is tracked and a warning is raised before it expires. A collective agreement can extend it to four months.
Candidate data retention
Data of rejected candidates falls into the erasure list at the end of the defined period. Keeping someone in the pool requires explicit consent.
Open postings and pending steps on the dashboard.
Open postings, pending approvals and upcoming start dates appear on the main dashboard.
Articles that matter in hiring
Recruitment creates obligations under both labour law and data protection law.
- LL art.15The probation period is at most two months, extendable to four by collective agreement.
- LL art.5An employer may not discriminate in the employment relationship on grounds such as language, race or sex.
- LL art.30Workplaces with fifty or more employees carry an obligation to employ disabled workers.
- DPL art.5Processing candidate data must rest on a lawful ground; keeping a pool requires explicit consent.
- DPL art.10The candidate is informed at the moment of application about the purpose of processing.
- SSL art.8The entry declaration is filed at least one day before work begins.
Questions about Hiring.
Does the careers page run on our own domain?
Postings are published on a public careers page that can be linked from your own site, and the styling follows your corporate identity.
What happens to CVs of candidates we do not hire?
A retention period is set and the record falls into the erasure list when it expires. If you want to keep someone in the pool, explicit consent is taken at application.
Do we retype the details of a new hire?
No. The candidate record becomes the personnel record and identity and contact details carry over. Only contract specific fields are completed.
What happens when probation ends?
The responsible manager is warned before the end date. A termination within the period does not require notice, and that is visible on the record.
Let us open one real posting together.
In the demo we set up an actual position of yours and show how a candidate becomes an employee record.