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Great companies start with people. Connect every role, every person and every stage of their working relationship.
Your people deserve continuity. These workflows describe the platform we are building across recruitment and the wider working relationship; confirm launch availability and integration scope for your team.
Screening evidence, feedback and status live in different places
Bring role requirements, evidence-linked screening and shared interview scorecards into the same pipeline. Assign the next action to a recruiter or hiring manager.
Candidates wait while teams chase updates
Use stage-triggered, on-brand communication and shared notes to keep applicants informed. Record decisions and close the loop when someone is no longer progressing.
Recruitment and HR lose context at the offer
Carry approved role, compensation and relevant professional-profile context into onboarding checklists and the employee relationship, with the person's authorized information.
People operations spread across disconnected tools
Connect records, schedules, leave and approvals; review which existing systems should be integrated or retired rather than relying on CSV reconciliation.
Development becomes a separate annual exercise
Connect role goals, manager feedback, learning evidence and internal opportunities to contribution over time.
Transitions leave knowledge and access behind
Coordinate handover, offboarding, access reviews and backfill, preserving the history and records each party is entitled or required to keep.
Turn a role or job description into skills, tools and must-haves. Review evidence-linked shortlists, manage stage owners, schedule panels and keep candidate communication moving.
Review the shortlist against agreed criteria, compare interview scorecards, leave actionable feedback and approve the next stage. Carry the hiring decision into role goals and onboarding.
Review pipeline health across requisitions: stage conversion, time-to-hire, source effectiveness and shortlist quality. Use spend and outcome definitions to evaluate source ROI, not just application volume.
Coordinate onboarding tasks, employee files, leave, time and benefits workflows. Track access, required records, mobility and departure actions without losing the original role context.
Connect headcount plans, role capacity and compensation records with goals, performance, development and succession. Understand contribution over time and discuss the next opportunity with the person.
Use the relevant professional profile through HireFlow360 on ProfileX, participate in onboarding, review shared information and follow development goals. Personal sharing choices remain separate from the organization's operational records.
Set purpose, responsibilities, reporting line and approved capacity. Normalize the job description into must-haves, skills and screening criteria, then configure interview stages.
Review professional ProfileX information, transferable skills and screening evidence. Recruiters and managers compare scorecards, agree compensation and route the offer for approval and signature.
Connect the person to the role. Hand approved terms to HR, assign onboarding tasks and continue into schedules, feedback and learning without rebuilding the same profile.
Coordinate mobility, succession and backfill. At departure, complete handover and access reviews while preserving appropriate organizational history and the person's continuing ProfileX.
Compare tool spend and recurring administration with the workflows your team needs. The ROI calculator models current-stack costs; review migration, retained integrations and the organizational proposal before treating an estimate as savings.
Explore the platform with our team. We will walk through your workflows and confirm availability, onboarding and organizational plans.