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Connect every role, every person and every stage of their working relationship.
Built for recruitment, HR and the whole working relationship
The role · purpose, responsibilities, skills
Illustrative workflow · sample data
5 weighted phases · one role
57%weighted progress
Sourced → Screened → Interview → Offer → Hired
Recruiter, hiring manager and HR share the handoffs.
Connected by choice
Professional profiles through HireFlow360 on ProfileX. Background verification through VeraClare. Access for the purpose the person authorizes.
Explore the ProfileX moduleOne connected platform spanning recruitment, HR and the work that happens after the hire. Explore the scope with our team as we prepare for launch.
Define what the company needs, connect with people through ProfileX, and bring evidence into screening, interviews and offers.
Connect the accepted offer to onboarding tasks, acknowledgments and relevant checks through VeraClare.
Keep organizational records, teams, documents and the context of each working relationship connected.
Bring schedules, leave, time, compensation records and benefits workflows into the working day.
Connect learning, feedback, goals, recognition and internal mobility to the people building your company.
Coordinate offboarding, knowledge transfer, access reviews and succession so the next chapter starts with context.
Inside recruitment
Recruitment is the beginning of the working relationship. These previews illustrate the planned product experience; confirm feature availability and configuration with our team before launch.
Illustrative workflow · sample data
5 weighted phases · one role
57%weighted progress
Example calculation: sum of each phase’s weight × completion. Configure phases and weights for the role; compare progress across requisitions without treating a score as a hiring decision.
Illustrative shortlist · fictional profile
Example shortlist position #1 87/100 example fit
Sample recommendation: review this person for Operations Lead. These example fit scores explain a comparison; they are not verified qualifications or a probability of success.
Professional profile · Experience, lines 1–2
Operations team lead, 2023–2025. Coordinated a team across two shifts.
Relevant leadership experience; confirm responsibility and team scope in interview.
Professional profile · Project, lines 3–4
Mapped a production handoff and introduced a shared quality checklist.
Ask for the baseline, outcome and the person’s contribution.
Professional profile · Experience, line 5
Supported one regional rollout alongside the central operations team.
Partial evidence: explore depth of multi-site ownership.
Professional profile · Training, line 6
Completed a course in quality systems and continuous improvement.
Training is self-reported here. A VeraClare credential check would have its own status and scope.
People review the evidence and make the decision. Missing evidence stays visible; the model’s recommendation does not fill it in.
Shared notes, scorecards and decisions keep recruiters and hiring managers aligned. Stage-triggered communication carries your employer voice, with approvals and an audit trail. Give people a meaningful update when they advance, wait or leave the process.
Follow the complete recruiting journey →Recruiter · example
Panel scorecards are complete. Review the evidence and next step.
Hiring manager · example
Interview feedback approved. Move the person to the offer stage.
Offer approver · example
Compensation and terms approved; send for signature.
Stage communication · example
Share the approved update with the candidate; record delivery and follow-up.
People are the lifeline of a company.
Invest in skills, experience and the contribution each person can make.
Connect the role to the company you are building and the team it serves.
Understand the working relationship over time, from the first conversation to the next chapter.
The planned analytics experience connects recruiting activity with the outcomes your people teams need to understand. These are measures to explore, not claims of achieved customer results.
Track time in stage, time-to-hire and pipeline conversion across requisitions. Separate process delays from the time people need to make a decision.
Review shortlist quality against agreed role criteria, source effectiveness and source ROI. Inspect the evidence behind changes rather than optimizing for application volume alone.
Track updates, response times and whether every applicant receives a clear outcome. Connect communication history with candidate feedback.
See required tasks, acknowledgments and access handoffs before the first day. Identify where a person needs support rather than another disconnected reminder.
Follow learning, performance, internal moves, engagement and retention indicators with the right permissions and human context.
Connect headcount, compensation, attrition and scenario planning. Review assumptions, confidence and data coverage before taking action.
The job posting starts an opportunity. The working relationship carries on through onboarding, daily work, growth and transition.
Start with the role
Define the purpose, responsibilities and skills your organization needs. Publish the opportunity around that role.
Bring the person into the role
Review the professional profile shared through HireFlow360 on ProfileX. Use structured interviews, human decisions and scoped VeraClare checks.
Make the working relationship work
Connect onboarding, HR records, schedules, leave, compensation and benefits workflows around the person and their role.
Invest in people and potential
Bring learning, feedback, performance, recognition and internal opportunities into the same working relationship.
Plan the next chapter
Coordinate transitions, offboarding, knowledge transfer and backfill. Preserve appropriate history and review access as relationships change.
The relationship evolves. The people and their contribution stay in view.
Explore every recruiting handoff →Bring recruitment, HR, managers and leadership together around the people who make your company possible.
At launch: Free recruiting for your first three open roles, including AI screening. No credit card required. Broader HR services and VeraClare background checks are separate; confirm availability and organizational plans with our team.