Recruiting Pipeline
The eleven stages below are the active funnel — people currently being worked. Drag a card to move a stage; a candidate needs an owner, next action and due date before they can advance.
Everyone who is not in one of the stage columns above. Talent Bench and Future Opportunity are people worth keeping warm — they still need an owner and a 90-day touch. On Hold is paused. The rest are closed, and kept for reporting.
Do we have enough talent identified? Enough qualified? Where are we stalled? Who owns the next action? Who should we pursue?
Everything you own, worst first.
Your interviews, the feedback you owe, and candidates waiting on a decision.
One approved opening you are actively filling. Requested by a manager, approved by leadership, created by recruiting. A candidate needs no requisition to exist — attach them to one later from the candidate’s Overview tab. For intended headcount rather than live openings, see the hiring plan under Settings.
These are live lenses: changing them re-reads every dashboard immediately. Scoring weights behave the opposite way and never rewrite history.
Different from a requisition. A requisition is one approved opening you are actively filling, with a hiring manager and a status. The hiring plan is the intent: how many people we mean to hire in a track and territory, whether or not a requisition has been raised yet. It is the denominator of the coverage ratio — qualified candidates ÷ planned hires — so it is what tells you whether the bench is deep enough before anyone resigns. Sales leadership owns these numbers; recruiting maintains them.
Roles gate requisition approval and interview-score overrides. Someone can hold more than one.
Know a strong salesperson or engineer? Give us their name and why - recruiting takes it from there.