Move every applicant through your own stages, with one owner each.
Candidates Tracking moves every applicant through the stages you actually use, from screened to called for interview to offered to joined. One card holds the person, the vacancy, the owner and the last action taken. No candidate sits for weeks because a CV stayed in one manager’s inbox.
Most small companies have stages, but they live in someone’s head: called, coming Saturday, asked for too much, will see. The owner asks on Monday and gets a different version from each person.
Named stages on a board make the same information visible. Every candidate sits in one column, with one person responsible. A date shows when anything last happened.
What your team uses today.
The module takes over these, one at a time, so nothing has to stop while it is set up.
- A shared sheet of applicants
- Resumes forwarded between inboxes
- A chat group for interview updates
The problems this is meant to ease.
What candidates tracking does.
What this looks like in a working week.
Illustrative scenarios, written to show the shape of the work. They are not accounts of client systems.
The people who open this every day.
From first conversation to daily use.
Walk through your hiring
Describe the stages you really use and the vacancies you run. A note comes back. Stages and rejection reasons are listed in your own words.
Build the candidate card
Confirm what each card should hold. Then a test candidate can be moved through every stage, with you at the controls.
Bring in open candidates
Share the sheets or mailboxes holding current applicants. They are loaded as a trial, with unreadable ones listed.
Train the hiring group
HR, branch managers and interviewers each get a short session on their own view. Their remarks return as a revised screen list.
Live vacancies
New applicants enter only through the system from here. A review follows the first closed vacancy. It checks that stage dates were kept honestly.
How you would know it is working.
Record where you stand before it goes live, so the change is measured against your own figures.
- Candidates by stage, for each vacancy
- Time candidates have spent in their current stage
- Rejection reasons, grouped by vacancy
- Offers made against offers accepted
- Offered candidates who actually joined
It is one part of a system, not an island.
A module earns its place by what it passes to the next one. These are the connections we set up most often.
- Resume management
- Interview scheduling
- Recruitment and onboarding
- Employee database
Products that include it.
How we would put it in.
Questions owners ask about candidates tracking.
Does the candidate see any of this?
No. The board is internal. The candidate receives a message when something changes, written by the person handling them and sent from the card.
Can walk-ins and referrals be tracked the same way?
Yes, from the front desk. The source is marked as walk-in, referral or a staff member’s name. Referral payouts are easier to settle when that was recorded on day one.
What happens when someone is hired?
The card passes into onboarding and the employee database, so the phone number, qualification and documents already collected are not typed again. The vacancy closes at the same time.
Is a WhatsApp group enough for seasonal hiring?
For one vacancy handled by one person, yes. A board pays for itself when several vacancies run together. Once a few are open at a time, the group chat stops showing who is waiting on whom.
How is candidate tracking priced?
By the vacancies and branches it serves, the stages you want and the connections added. Interview scheduling and WhatsApp messages are separate pieces. We study the scope first. Each piece then appears on the quotation with its own amount, and either can be left out.
When can recruiters move candidates between stages?
After you share current applicant lists and name your stages. Cards, owners, stages and rejection reasons make the earliest working version. Connected parts come later. Dates are agreed in the proposal.
Businesses that ask for this.
Modules that work with it.
Tell us how you handle candidates tracking today.
A spreadsheet, a register or another system: say which, and we will tell you plainly what is worth changing.
What happens after you share your requirements
- A senior engineer reads your answers. Nobody phones first.
- Within one business day you get a written note: what we understood, what we would start with, and the questions we still have.
- If it fits, a proposal follows with the order of work, what we need from you and what you receive at each step.
- No call is booked and nothing is paid until you have read the note. Your details stay with us.
Start with your requirements
Seven short steps that tell us what you need. A senior engineer reads them before anyone gets in touch.
Share your requirements