From published requisition to signed offer—structured and auditable
Publish roles, accept applications, move candidates through stages with clear ownership, schedule interviews with consistent feedback, score against shared rubrics, manage offers and templates, and hand off to onboarding—bulk actions included when you need to move fast at scale without losing traceability. Every transition leaves an audit-friendly trail instead of a thread nobody can reconstruct later.
Requisitions and public apply
Create and approve requisitions, publish to a public careers experience, and collect applications into structured candidate records. Closing and archiving when filled keeps your pipeline honest so stale reqs do not confuse candidates or hiring managers.
- Approval and publish workflows
- Public requisition and application flows
- Close and archive when roles are filled
Pipeline and bulk operations
Update candidate status and stage in bulk, schedule interviews, send email, and reject at scale when needed—without losing who did what and when. Bulk operations are where ATS discipline breaks; traceability is the antidote.
- Stage and status bulk updates with audit context
- Bulk interview scheduling
- Bulk email and reject with templates
Interviews and scorecards
Create interviews, collect feedback, send reminders, complete or cancel sessions—so debriefs reference the same artefacts and scorecards instead of conflicting notes. Consistency here is how you defend quality-of-hire decisions.
- Structured interviews and feedback capture
- Reminders and completion states
- Shared visibility for recruiters and hiring managers
Offers and onboarding handoff
Generate offers from templates, send, accept, decline, or extend; create onboarding records when someone says yes so the first day does not start with a data chase.
- Offer templates and versioning
- Full offer lifecycle
- Recruitment onboarding records for handoff
Scores and analytics
Structured candidate scores plus recruitment analytics endpoints support fair comparison and funnel reporting—so leadership can see throughput and bottlenecks without exporting to spreadsheets every Monday.
- Comparable scores across candidates
- Funnel analytics for capacity planning
- Evidence for hiring manager accountability
FAQ
Common questions
- Does this replace Greenhouse or Lever?
- ClaveHR can be your hiring system of record or complement an existing ATS depending on integrations and data ownership. The API surface covers requisitions through offers and onboarding records; many teams start with a subset of reqs and expand.
- How are documents handled?
- Document storage and signatures are available via the Document service for contracts and offer letters where you enable it—so offer packets are not orphaned email attachments.
- How do we keep candidate data compliant?
- Retention, consent, and regional rules should follow your legal counsel’s guidance. Use role-based access, clear data minimisation, and documented processes for deletion and export where required.
- Can recruiters and hiring managers work in parallel?
- Yes—shared visibility and structured stages reduce conflicting narratives. Define who owns stage transitions and who can see compensation-sensitive fields before you scale headcount.
- What about high-volume hiring?
- Bulk actions and templates exist for scale; guardrails matter more at volume—standardised scorecards, consistent templates, and monitoring for adverse impact in screening if you use automated steps.