Build a record your team can act on
Candidate management starts with reliable contact details and the role being considered. Add the relevant CV and review the information on the candidate page. Search and filtering help narrow the working list, while the record preserves the context needed for the next conversation.
Make progress visible without losing evidence
A pipeline stage answers where the application stands; interview notes and supporting documents explain what happened. Keep both together. Before advancing a person, review the job requirements and unresolved evidence. Automated assistance should help the reviewer find relevant information, not quietly turn a prediction into a final hiring decision.
Plan access and retention from the start
Candidate information is not a public address book. Review workspace access, your retention settings and the purpose for keeping each record. Reusing a person for another role requires the appropriate consent in the talent-pool workflow. Test the supported export and deletion paths with a sample record before adopting the system for live recruitment.
Questions before you start
Is a candidate database the same as a talent pool?
No. Holding an application for one role does not automatically give permission to contact that person about unrelated roles. Keep the purpose and consent clear.
Can everyone in the company see every CV?
Access depends on workspace membership and permissions. Check the configuration with the intended roles instead of assuming that a shared workspace is unrestricted.