Candidates and roles as first-class objects.
Recruiting is the cleanest possible test of a flexible data model: the business is two-sided, so a system with one pipeline is wrong by construction. This pack ships candidate and role pipelines that reference each other, with submissions as the join.
What lands in your workspace on day one.
Not a template gallery — objects with real relationships, a pipeline with real stages, and automations already running.
- Candidateskills, seniority, salary expectation, availability, right to work
- Roleclient, seniority, salary band, location, urgency, hiring manager
- Submissioncandidate, role, submitted date, stage, feedback
- Placementstart date, fee, guarantee period, invoice status
- Clientterms, fee percentage, preferred contacts, hiring history
Rename, reorder, or retire any stage. Add a second pipeline for a different motion.
Automations, not suggestions.
These are live the moment the pack installs. Every one is editable, and every run keeps a step-by-step trace.
Candidate re-engagement
Candidates placed 11 months ago, or screened but never submitted, re-enter a check-in sequence automatically — your database becomes a pipeline instead of an archive.
Interview logistics
Confirmations, reminders, and prep notes to both sides, with the outcome written back to the Submission and the next stage triggered on feedback.
Role SLA tracking
A role with no submissions after five days escalates to the team lead rather than quietly ageing.
Guarantee-period watch
Check-ins with the client and the placed candidate at 2, 6, and 12 weeks, so a fall-through inside the guarantee window isn’t a surprise.
The problems this pack was shaped around.
Two-sided by design
Your client pipeline and your candidate pipeline move at different speeds and belong to different people, but they meet at the submission. Modelling that properly is why you can answer “which roles are starved of candidates?” and “which strong candidates have nowhere to go?” as saved views rather than as a weekly spreadsheet.
Your database is the asset — if you can query it
Most recruiting teams sit on thousands of candidates they can’t usefully search, so they re-source people they already know. Filter across skills, seniority, availability, and last-contact date — including on related records — and the old database becomes today’s shortlist.
Speed matters more here than almost anywhere
Good candidates are off the market in days, and they reply to a text far faster than to a call. Instant AI response on inbound applications, plus one thread per person across SMS, WhatsApp, and email, means first contact doesn’t wait for a recruiter to be off the phone.
The same platform, whatever you sell.
A pack is configuration on top of one shared data model, one filter engine, and one automation engine. That is why you can change any of it without losing the parts that work.
Recruiting, answered.
Is this an ATS or a CRM?
It covers both sides of the same relationship: candidate and role tracking with submission pipelines, and client relationship management with its own pipeline. They share one data layer, which is the part that’s usually missing.
Can I parse CVs into candidate records?
Attachments live on the record and AI can extract and summarise them into fields for review. We surface the extraction for approval rather than silently overwriting a recruiter’s data.
Can I track fees, guarantees, and invoicing?
Placements carry fee, guarantee period, and invoice status as fields, so unbilled placements and expiring guarantees are views and automations rather than a finance chase.
How do you handle candidate data privacy?
Field-level permissions restrict sensitive fields, retention rules can expire dormant candidate data, and every access is auditable. See the security page for detail.
Start with the recruiting pack already installed.
Free workspace, the objects and automations above set up at onboarding, and every price published. Customise from something that works.
Free trial · no card required · every price published