Sigue un flujo completo o salta al control exacto que necesitas. Cada guía explica entradas, comportamiento del sistema, decisiones humanas y el registro resultante.
Documentación
Elige la tarea que necesitas completar.
Empieza con un flujo de trabajo y consulta después la referencia detallada para un campo, control o comportamiento concreto.
Kadroflow es una aplicación web. No hay nada que instalar. Crea una cuenta con tu correo electrónico o inicio de sesión de Google y el sistema prepara tu espacio de trabajo automáticamente.
Tiempo estimadoAbout 10 minutes
Sigue estos pasos
1
Paso 1
Create your account
Choose Start free, register with email or Google, accept the terms and verify your email if prompted. The first workspace is prepared automatically.
2
Paso 2
Confirm the workspace
Open Settings and review the workspace name, company details, language and regional preferences. These values are shared by the team, so set them before inviting colleagues.
3
Paso 3
Invite the hiring team
Open Team, invite each colleague by email and assign the least-permissive role that fits their work. Use recruiter access for daily hiring work and narrower access for interview participants.
4
Paso 4
Protect your account
Open Settings → Account & security and enable two-factor authentication. Save the recovery information somewhere controlled by you, not in a shared candidate folder.
5
Paso 5
Create a real job
Open Jobs → Create new job. Add the role details and explicit requirements, then save it as active. Candidate evaluation needs a job context, so do this before importing CVs.
6
Paso 6
Import one test candidate
Open Candidates, start an import, select the job and add a text-based PDF CV. Use a test candidate you are permitted to process, then review the created profile before importing a batch.
Solución de problemas y preguntas frecuentes
The invitation did not arrive
Confirm the email address, ask the recipient to check spam and resend from Team. If the person already has an account, ask them to sign in with the same address that was invited.
A menu item is missing
Access depends on workspace role and plan. Ask the workspace owner to check your role before contacting support.
Navigation, search & inbox
Move from dashboard signals and assigned work to the authoritative record, search across the active workspace and avoid acting in the wrong organisation.
Tiempo estimadoAbout 3 minutes to learn
Sigue estos pasos
1
Paso 1
Start from Overview
Use the dashboard to see work requiring attention, open jobs and current workflow signals. Treat it as a launch point, then open the underlying record before acting.
2
Paso 2
Use the sidebar by workflow
Hiring areas cover applicants through offers; People areas cover onboarding, employees and planning; workspace and account controls are kept under their respective settings.
3
Paso 3
Search across records
Open global search with Ctrl+K and enter a candidate, job or employee name. Slash mode filters navigation shortcuts when you know the destination rather than the record.
4
Paso 4
Work from notifications and Inbox
Open the notification bell or Inbox for assigned decision work. Follow the link to the source item, complete the action there and return to confirm the item is resolved.
5
Paso 5
Switch workspaces deliberately
Use Workspace when you belong to more than one organisation. Always confirm the active workspace before importing a CV, inviting a member or changing settings.
Solución de problemas y preguntas frecuentes
Search does not find a known record
Confirm the active workspace, try the full name or title and check whether your role can access that record type.
A page shows unavailable
The feature may be outside your role or plan. Return through the sidebar and ask the workspace owner to check access rather than repeatedly refreshing.
Team & workspace administration
Set shared workspace defaults, invite colleagues, assign the right level of access and keep ownership current as the organisation changes.
Tiempo estimadoAbout 10 minutes for initial setup; review monthly
Sigue estos pasos
1
Paso 1
Set workspace identity
Open Workspace settings and review company identity, defaults, regional choices and shared hiring policies. These settings affect everyone in the workspace.
2
Paso 2
Invite members
Open Team, enter the work email and choose the role before sending. Review the address carefully; an invitation grants access after acceptance.
3
Paso 3
Review pending invitations
Resend, correct or revoke invitations that have not been accepted. Do not leave stale invitations open indefinitely.
4
Paso 4
Assign work, not unnecessary access
Use job and workflow assignments to clarify ownership. Broader roles should not be used only to make a single item visible.
5
Paso 5
Handle role changes and departures
Change access when responsibilities change. Transfer workspace ownership before removing the owner, then revoke the departing person’s membership and review connected accounts.
Solución de problemas y preguntas frecuentes
An invited person joined the wrong workspace or account
Confirm they signed in with the exact invited address and selected the intended workspace. Revoke incorrect pending invitations before resending.
A member cannot access a job
Check both their workspace role and any job assignment. Increasing the global role should be the last—not first—fix.
Puestos
Los puestos son la base de la evaluación: la descripción y los requisitos de una publicación determinan directamente el análisis de IA de sus candidatos.
Tiempo estimadoAbout 5–10 minutes per job
Sigue estos pasos
1
Paso 1
Start the job record
Open Jobs and choose Create new job. Enter the title, employment type, location or working arrangement, openings and the hiring owner.
2
Paso 2
Write the role description
Explain the work, expected outcomes and relevant context in plain language. The description helps reviewers understand the role, but explicit requirements are what make evidence review consistent.
3
Paso 3
Add requirements
Add one criterion per requirement. Mark true must-haves clearly and keep preferences separate. Use observable wording such as ‘can lead discovery interviews’ instead of ‘excellent communicator’.
4
Paso 4
Review before activation
Read the requirements as if you were comparing two candidates. Remove duplicates, define ambiguous terms and confirm that every criterion is necessary for the role.
5
Paso 5
Save and activate
Save the job and leave it active while applications are open. Open the job record to see its candidates, stages and evidence scores. Deactivate it when hiring closes; its history remains available.
Solución de problemas y preguntas frecuentes
Candidate results feel generic
Return to the job and make the requirements more specific. Describe the capability, context and required level, then re-run candidate analysis.
You cannot save the job
Check required fields in the first step, especially title and basic role details. Also confirm that your plan has not reached its active-job limit.
Applications inbox
Triage inbound applications, confirm their job context, resolve duplicates and hand each person into the candidate workflow without losing the source or history.
Tiempo estimadoAbout 5 minutes for daily triage
Sigue estos pasos
1
Paso 1
Open Applications
Use Applications to review inbound application activity and the source or job that produced it. Start with new or unassigned entries.
2
Paso 2
Confirm the destination job
Check that the application belongs to the correct open role. Correct the job before review so evidence and funnel reporting use the right context.
3
Paso 3
Resolve duplicates
Search for the person before creating another record. If the candidate already exists, continue from the existing profile and keep documents and history together.
4
Paso 4
Open the candidate record
Review the imported details and CV, then continue the evidence and preselection workflow from the candidate profile.
5
Paso 5
Clear the queue deliberately
Finish each item by assigning, progressing or resolving it. Do not leave an application looking unreviewed after work has moved elsewhere.
Solución de problemas y preguntas frecuentes
An application is attached to the wrong job
Correct the candidate’s job before relying on analysis or reporting, then re-run the job-specific review if needed.
The same person appears twice
Stop work on the duplicate and keep the complete record as the source of truth. Contact support if the records cannot be safely reconciled in the interface.
Importación de candidatos y CV
El módulo de Candidatos es el registro central de todas las solicitudes. Cada candidato tiene un perfil con un CV, evaluación de IA, historial de etapas, notas y documentos.
Tiempo estimadoA few minutes plus analysis time
Sigue estos pasos
1
Paso 1
Open the import flow
Open Candidates and choose Add candidate or Import candidates. The flow moves through Position, Resume and Review.
2
Paso 2
Choose the position
Select the job that this application belongs to. This choice matters because the candidate’s evidence is assessed against that job’s requirements.
3
Paso 3
Add one or more CVs
Upload the PDF files and wait until each file has been read. For a batch, review the filename and detected candidate before continuing so the wrong document is not attached to a person.
4
Paso 4
Review the import summary
Check the selected job, candidate names and any warnings. Correct incomplete entries before confirming the import.
5
Paso 5
Let processing finish
You may continue working while the import progress indicator runs. Completed candidates appear in the Candidates list; a partial failure identifies the files that need attention.
6
Paso 6
Open and verify each profile
Confirm the candidate’s identity, job, CV and contact details. Then review the evidence rather than using the score by itself. Add notes or correct the record where needed.
Solución de problemas y preguntas frecuentes
The CV has little or no readable content
Open the PDF and try selecting its text. If the page behaves like an image, create a text-based or OCR version and replace the CV on the candidate profile.
Only part of a batch imported
Read the failed-file message, keep the successful profiles and retry only the named files. Also check the candidate limit for the current plan.
Candidate sourcing
Use Headhunter to organise job-specific prospect research and move an interested person into the authorised candidate process when appropriate.
Tiempo estimadoAbout 5 minutes per prospect
Sigue estos pasos
1
Paso 1
Open Headhunter
Select the job you are sourcing for and review prospects against that role rather than browsing without a hiring purpose.
2
Paso 2
Capture relevant context
Record only professional information needed to assess outreach, including the likely fit, source and why the person may be relevant.
3
Paso 3
Review before outreach
Check the source, the person’s current context and your approved outreach wording. A possible match is not evidence of interest or consent.
4
Paso 4
Convert only when appropriate
When a prospect enters your authorised candidate process, create or link the candidate record and continue in the normal hiring workflow.
Solución de problemas y preguntas frecuentes
A prospect already exists as a candidate
Use the existing candidate record instead of creating another identity. Confirm the job association and preserve the earlier history.
Evaluación de candidatos por IA
Cuando se importa un CV, el sistema prepara una evaluación estructurada según los requisitos del trabajo. La puntuación es una ayuda para la revisión. La decisión final siempre es tomada y confirmada por un humano.
Tiempo estimadoAbout 3–8 minutes to review
Sigue estos pasos
1
Paso 1
Open the candidate workspace
From Candidates, open the person you want to review. Confirm the job and CV first so you know which evidence and requirements are being compared.
2
Paso 2
Read the summary in context
Use the score as an orientation signal only. Read the candidate brief, strengths, concerns and the explanation of what the available evidence does or does not support.
3
Paso 3
Review every requirement
Open Evidence by requirement. For each criterion, inspect the quoted or summarised CV evidence and its fit: directly supported, transferable, or needing verification.
4
Paso 4
Turn uncertainty into interview work
Use suggested follow-up questions for requirements with missing or ambiguous evidence. Keep the questions that test real job capability and edit anything that is not relevant.
5
Paso 5
Record the human interpretation
Add reviewer notes and choose the next action based on the full record, not a cutoff score. If reviewers disagree, record the reason so the eventual decision remains understandable.
6
Paso 6
Re-analyse only when the input changes
Use Re-analyse after replacing the CV or materially changing job requirements. Review the new result again; do not assume it is equivalent to the previous version.
Solución de problemas y preguntas frecuentes
Analysis is still waiting
Confirm that the CV is readable and that the candidate has a job. Refresh the profile after processing completes. If the status fails repeatedly, retry once and then contact support with the candidate name and time of the attempt.
A claim does not appear in the CV
Treat it as unsupported. Check the original document, add a reviewer note and verify the point in interview. Never copy an unverified AI statement into a hiring decision.
The score changed after editing the job
This is expected because the comparison context changed. Review the per-requirement evidence again and document which requirement change affected the result.
Preselección
La preselección es la puerta entre la solicitud y la evaluación: los candidatos que no cumplen con los requisitos indispensables del trabajo se marcan con una explicación de exactamente lo que falta.
Tiempo estimadoAbout 2–5 minutes per candidate
Sigue estos pasos
1
Paso 1
Open Preselection & selection
Use the job filter to focus on one open role. Start with candidates waiting for triage rather than comparing people across unrelated jobs.
2
Paso 2
Preview the evidence
Open a candidate preview and inspect required-criteria coverage, the CV and any concerns. A flag means ‘review this’, not ‘reject this’.
3
Paso 3
Advance when evidence is sufficient
Choose Advance when the candidate should continue. The candidate moves to the next stage and the action is added to the history.
4
Paso 4
Decline with a reason
Choose Reject only after a human review. Select or write a job-related reason, review the communication and confirm the action. Avoid sensitive or speculative notes.
5
Paso 5
Use the talent pool only with consent
If the person has agreed to future contact, retain them under the applicable talent-pool policy. Otherwise follow your deletion or retention process.
Solución de problemas y preguntas frecuentes
No candidates appear
Clear the job and stage filters, then confirm that candidates were imported into the expected job and are still in a stage included in preselection.
Advance or Reject is unavailable
Wait for candidate processing to finish and check your workspace role. Some actions are limited to authorised hiring roles.
Entrevistas
El módulo de entrevistas garantiza que cada candidato reciba el mismo trato: una hoja de ruta estructurada, un horario en el calendario, notas y opcionalmente una transcripción.
Tiempo estimado10 minutes to prepare; interview time varies
Sigue estos pasos
1
Paso 1
Schedule the interview
Open Interviews → Schedule interview. Select the candidate, job, date, time and panel members. Review the details before saving; connected calendar availability may be shown for participating members.
2
Paso 2
Prepare the roadmap
Open the interview record and review the structured questions. Keep the same core questions for comparable candidates and add targeted follow-ups for unresolved evidence.
3
Paso 3
Run the interview consistently
Ask the agreed core questions, capture factual notes and separate observed evidence from interpretation. Do not include unrelated sensitive information.
4
Paso 4
Add a transcript when appropriate
If recording is permitted, upload it for transcription. Check the resulting text against the recording before using a statement as decision evidence.
5
Paso 5
Complete the scorecard
Each reviewer should score the agreed criteria and explain important ratings. Submit independent feedback before discussing the final decision where your process requires it.
6
Paso 6
Record the decision
Review the combined evidence, resolve disagreements and confirm whether the candidate advances, remains pending or is declined. The decision should be understandable without relying on memory.
Solución de problemas y preguntas frecuentes
A panel member cannot see the interview
Confirm that the person is a workspace member, is included on the interview panel and has the necessary role. Then refresh the interview record.
The external calendar does not show the event
Use the Kadroflow workspace calendar as the source you can verify, then check the connected provider and invitations. Do not assume external write-back succeeded without confirming it.
Ofertas y documentos
Cuando un candidato llega a la etapa de Oferta, el sistema ayuda a preparar, enviar y rastrear la documentación de la oferta.
Tiempo estimadoAbout 10–20 minutes plus internal approval
Sigue estos pasos
1
Paso 1
Open the candidate in Offers
Open Offers and select the candidate. If nobody appears, confirm that the candidate has reached the Offer stage.
2
Paso 2
Prepare the offer terms
Enter the known role, compensation, contract, start date, benefits and validity period. Use a saved template if it matches the case; do not reuse terms without checking them.
3
Paso 3
Generate and edit the draft
Create the offer draft, then read every paragraph. Correct names, dates, numbers and conditional language. Remove any unsupported promise before approval.
4
Paso 4
Complete internal checks
Use the checklist for interview completion, references, compensation approval and final sign-off. Keep the offer in preparation until required checks are complete.
5
Paso 5
Send and record the deadline
Send the reviewed document through your approved process and mark it sent. Record the response deadline so reminders and the candidate record stay accurate.
6
Paso 6
Record accepted or declined
When the candidate responds, mark the correct outcome. For an accepted offer, continue into the employee and onboarding process; for a decline, record an appropriate reason.
Solución de problemas y preguntas frecuentes
The candidate is not in Offers
Open their profile and confirm the current stage. Only candidates in the relevant offer stage appear in the offer workspace.
A generated term is wrong
Edit the draft and verify the source fields. Generated documents are drafts; the authorised sender owns the final wording and numbers.
Documents & templates
Prepare reusable templates and person-specific documents while keeping the source, version, reviewer and final recipient clear.
Tiempo estimadoAbout 5–15 minutes per template or document
Sigue estos pasos
1
Paso 1
Open Documents
Choose the relevant template or document category. Read its source and review status before using it as a starting point.
2
Paso 2
Create from an approved template
Select the template, attach it to the correct candidate or employee where applicable and fill the required variables.
3
Paso 3
Review the generated content
Check names, dates, compensation, role, version and every conditional clause. A generated or saved template never removes the need for final review.
4
Paso 4
Save the right version
Use a clear title and category, then confirm whether you are updating a reusable workspace template or saving a one-person document.
5
Paso 5
Share through the approved process
Download or send only after authorisation. Confirm the recipient and avoid placing sensitive documents in broad team channels.
Solución de problemas y preguntas frecuentes
A value is blank or incorrect
Return to the source record, correct the missing field and regenerate or edit the document before approval.
You are unsure whether wording is legally suitable
Stop before sending and ask the organisation’s authorised legal or HR reviewer. Kadroflow templates are operational aids, not legal advice.
Employee register
Create employees from accepted candidates or add them directly, then maintain employment, position, compensation, document and history information in one controlled record.
Tiempo estimadoAbout 5–10 minutes per employee record
Sigue estos pasos
1
Paso 1
Choose how to create the employee
Open Employees. Use Create employee from candidate to preserve hiring context, or Add employee for a person who did not come through the candidate workflow.
2
Paso 2
Enter the core record
Add the employee’s name, contact details, employment dates, position and status. Confirm the workspace and manager context before saving.
3
Paso 3
Add compensation carefully
Enter salary or hourly-rate information only when authorised. Check the currency, effective date and employment basis rather than storing an unexplained number.
4
Paso 4
Open the employee profile
Review the saved overview, position, documents and history. If the employee originated as a candidate, use the candidate link when hiring evidence is needed.
5
Paso 5
Maintain changes over time
Update status, position, contract or compensation when it becomes effective and preserve the reason or supporting document in the appropriate place.
Solución de problemas y preguntas frecuentes
A hired candidate is not available for conversion
Confirm that the candidate is marked accepted or hired and that another employee record has not already been created.
Salary is not visible
Compensation visibility is role-restricted. Ask the workspace owner to confirm whether your role should have access.
Onboarding
Turn a reusable process template into an owned plan for each new hire, with phases, due dates, progress and visible blockers.
Tiempo estimado15–30 minutes to configure a reusable process
Sigue estos pasos
1
Paso 1
Build a process template
Open Onboarding → Process templates. Create a template for a reusable type of hire, then add phases such as Before start, First day, First week and First month.
2
Paso 2
Add actionable tasks
For every phase, add specific tasks with an owner and timing relative to the start date. Include equipment, access, documents, introductions, training and check-ins as relevant.
3
Paso 3
Start onboarding
Return to Active onboarding and choose Start onboarding. Select the employee, template, start date and process owner, then confirm the generated plan.
4
Paso 4
Review assignments
Open the new hire’s plan and check that each task has the correct owner and due date. Adjust exceptions for this person without weakening the reusable template.
5
Paso 5
Manage progress and blockers
Task owners mark work complete as it happens. If work cannot proceed, mark it blocked and explain what is needed; use the Blocked view to resolve stalled onboarding quickly.
6
Paso 6
Close the process deliberately
Review incomplete and blocked tasks before marking the plan finished. Record any handover or follow-up that continues beyond onboarding.
Solución de problemas y preguntas frecuentes
Start onboarding is disabled
Create at least one process template first and confirm that an eligible employee record exists.
A task has the wrong date
Check the employee start date and the task’s Days from start value. Correct the template for future hires and the active task for the current hire.
Tasks & calendar
Coordinate interviews, deadlines, onboarding work and follow-ups through owned tasks and a shared workspace calendar.
Tiempo estimadoAbout 5 minutes for daily planning
Sigue estos pasos
1
Paso 1
Review Tasks
Open Tasks and start with work assigned to you, overdue items and items due soon. Open the linked candidate, interview or onboarding record for context.
2
Paso 2
Create actionable work
Give a task a clear verb, one owner, due date and enough context to finish it. Avoid using a task title as the only place where a decision is recorded.
3
Paso 3
Use Calendar for timing
Open Calendar to see interviews, tasks, offer deadlines and onboarding activity by date. Use filters to reduce noise when planning a specific workflow.
4
Paso 4
Complete or reassign visibly
Mark finished work complete. If ownership changes, reassign it and add the context the new owner needs instead of creating a parallel task.
5
Paso 5
Resolve overdue work
Update the date only when the commitment genuinely changed. For blockers, record the reason in the source workflow so the delay remains understandable.
Solución de problemas y preguntas frecuentes
An expected event is missing from Calendar
Check the source record’s date, status and filters. Then confirm whether the event belongs to the workspace calendar or an external provider.
A completed item still looks open
Refresh the source record and confirm that the task itself—not only a related stage—was marked complete.
Employee self-service portal
Give a linked employee a clear place to review their record and submit the request types currently available to them.
Tiempo estimadoAbout 3 minutes for a request
Sigue estos pasos
1
Paso 1
Open My portal
Review your employee details and the request options available to your account. If the record is not yours, stop and contact the workspace administrator.
2
Paso 2
Start the request
Choose the appropriate request type, add the required dates or details and provide a concise business explanation where requested.
3
Paso 3
Review before submitting
Check the dates, attachments and visibility of the information. Submit once to avoid duplicate HR work.
4
Paso 4
Follow the recorded status
Return to the portal or requests view for updates. Add clarification to the existing request rather than creating another one for the same issue.
Solución de problemas y preguntas frecuentes
The portal shows no employee record
Ask a workspace administrator to verify that your user account is linked to the correct employee.
Positions & labour-cost planning
Connect organisational positions, employees, open headcount and planning assumptions without confusing workforce scenarios with statutory payroll.
Tiempo estimadoAbout 10 minutes per scenario
Sigue estos pasos
1
Paso 1
Review positions
Open Job positions to maintain the organisation’s roles and planned headcount. Distinguish an organisational position from a recruiting job posting.
2
Paso 2
Connect people and openings
Review which positions are filled, vacant or planned. Keep employee assignments and open recruiting needs aligned so headcount is not counted twice.
3
Paso 3
Build a labour-cost scenario
Open Labour costs and choose the relevant employees or assumptions for the period. Review every included component before using the total.
4
Paso 4
Compare with the payroll calculator carefully
Use Payroll calculator for an indicative individual gross-net scenario and Labour costs for workforce planning. Neither replaces official payroll processing.
5
Paso 5
Share assumptions with the result
Export or report the scenario with its period, included people, compensation basis and exclusions so finance can reproduce the reasoning.
Solución de problemas y preguntas frecuentes
Headcount or cost appears duplicated
Check whether the same person is represented by both a filled position and a separate planning assumption, then correct the scenario scope.
Nómina
El área de nómina sirve para estimar los costes laborales eslovenos a partir de los datos guardados de empleados y remuneración.
Tiempo estimadoAbout 2 minutes per scenario
Sigue estos pasos
1
Paso 1
Open Payroll calculator
Open Payroll and read the tax year and informational-use notice at the top of the page.
2
Paso 2
Choose the direction
Select From gross when you know monthly gross salary, or From net when you want to estimate the gross amount for a desired net salary.
3
Paso 3
Enter the monthly amount
Enter a positive amount. The breakdown updates to show gross salary, employee contributions, allowance, income-tax base, income tax, net salary, employer contributions and total employer cost.
4
Paso 4
Review what is not included
Read the limitation notice below the result. Individual reliefs, benefits, reimbursements and case-specific payroll rules can change the actual amount.
5
Paso 5
Verify before using the figure
Use the estimate for budgeting or scenario comparison only. Ask payroll or accounting to calculate the official amount before making an offer, filing or paying salary.
Solución de problemas y preguntas frecuentes
No result appears
Enter a positive numeric amount and confirm that the page has finished loading the current calculation rules.
The result differs from accounting
Use the accounting result. The planner does not represent every personal allowance, benefit, reimbursement or statutory exception.
Automatizaciones
Las automatizaciones son recetas disparador → condición → acción. Deja la administración repetitiva al sistema y conserva las decisiones de juicio con las personas.
Tiempo estimadoAbout 5–10 minutes per rule
Sigue estos pasos
1
Paso 1
Choose Recipes or Custom
Open Automations. Start with Recipes for supported patterns; use Custom when you need to define your own trigger, conditions and review action.
2
Paso 2
Select the trigger
Choose the event that starts the rule, such as a new application or time spent in a stage. Keep the trigger narrow enough that the resulting work is useful.
3
Paso 3
Set conditions and the action
Configure thresholds or stage conditions, then choose a safe action such as creating review work or notifying an owner. Read the recipe description before saving.
4
Paso 4
Confirm human oversight
For higher-risk recruitment workflows, acknowledge the human-review requirement. Kadroflow creates review work; an authorised person confirms any candidate progression.
5
Paso 5
Enable, observe and adjust
Enable the rule and review its run history after real events occur. Disable or tune rules that create noisy, duplicated or poorly timed work.
Solución de problemas y preguntas frecuentes
The automation did not run
Confirm that it is enabled, the trigger occurred after enabling it and every condition was met. Check the run history before changing the rule.
You cannot enable another rule
Check the automation limit shown on the page. Disable an unused rule or review the workspace plan.
AI assistant
Ask for context, summaries and next-step guidance while keeping source records authoritative and consequential actions under human control.
Tiempo estimadoUsually under 2 minutes per question
Sigue estos pasos
1
Paso 1
Open the assistant in context
Use the assistant from the page where you are working so the question can stay tied to candidates, jobs, interviews, tasks or reports that you are authorised to see.
2
Paso 2
Ask for a specific outcome
State the role, record or decision you need help with and what a useful answer should contain. Ask one primary question at a time.
3
Paso 3
Inspect the supporting records
Open any linked candidates, jobs or reports. Check important claims against the original CV, interview feedback or saved record.
4
Paso 4
Complete actions deliberately
Use suggested navigation or drafting help, but confirm any stage change, communication or employment decision yourself in the relevant workflow.
Solución de problemas y preguntas frecuentes
The answer is too broad
Name the specific candidate, job, period or workflow and ask for the exact comparison or next action you need.
The answer conflicts with a record
Use the record as authoritative, correct the underlying data if needed and do not act on the conflicting response.
Análisis e informes
La analítica responde a las preguntas que el liderazgo hace: cuánto tarda la contratación, dónde se pierden los candidatos y cuánto cuesta.
Tiempo estimadoAbout 5 minutes for a standard report
Sigue estos pasos
1
Paso 1
Open Reports and set the scope
Choose the report period and any job or workflow scope. Check that the start and end dates represent the decision you are trying to support.
2
Paso 2
Read the funnel first
Review counts and conversions across applied, screening, interview, offer and outcome stages. Investigate abrupt drop-offs before drawing conclusions.
3
Paso 3
Check timing and cost measures
Compare time-to-hire and cost-per-hire only across comparable roles and periods. Small samples and incomplete stage dates can make a metric misleading.
4
Paso 4
Save a snapshot when the audience needs stability
Add a clear title and recipient, then save the report snapshot. A snapshot preserves the reporting view used for that decision; live data may change later.
5
Paso 5
Export the right format
Use CSV for underlying rows, PDF for a fixed document and Print for the browser’s print flow. Review personal data before sharing any export outside the authorised group.
Solución de problemas y preguntas frecuentes
A metric is empty or unexpectedly low
Check the date range, filters and whether candidates have current stage dates and outcomes. Refresh data after correcting records.
A saved snapshot differs from the live view
That is expected: a snapshot preserves its earlier data scope. Choose Use live data to return to the current workspace view.
Hiring ROI, graph & data quality
Investigate hiring outcomes, connected records and input quality, then trace every important signal back to the candidate, job or workflow that produced it.
Tiempo estimadoAbout 10 minutes for a review
Sigue estos pasos
1
Paso 1
Use Hiring ROI for outcomes
Review hiring volume, timing, budget and risk signals for a selected period. Open the underlying candidates or offers behind an exception before acting.
2
Paso 2
Use Graph view for relationships
Focus the graph on a candidate, job or employee when you need to understand connected records. Change depth carefully; more nodes do not always add useful context.
3
Paso 3
Use data-quality guidance before blaming the score
Check that the job has usable requirements and the CV contains readable text. Correct missing inputs before re-running analysis.
4
Paso 4
Record the interpretation
When a chart or relationship changes a decision, preserve the relevant period, scope and explanation in a report or decision record.
Solución de problemas y preguntas frecuentes
A graph or metric looks incomplete
Check filters, date scope and whether the related records have been linked and updated. Open the source records before reporting a data issue.
Integración de correo electrónico
Conecta una cuenta de Gmail o Outlook y mueve aplicaciones desde tu bandeja de entrada directamente al flujo de trabajo, sin reescribir ni perder archivos adjuntos.
Tiempo estimadoAbout 3–5 minutes
Sigue estos pasos
1
Paso 1
Open Connections
Open Settings → Connections and choose the email or calendar provider you use for recruiting.
2
Paso 2
Connect the correct account
Choose Connect, sign in with the intended work account and review the provider’s permission screen before approving it.
3
Paso 3
Confirm connected status
Return to Connections and check that the account shows Connected. If it shows Reconnect, repeat the sign-in and ensure the provider account permits the connection.
4
Paso 4
Import only relevant messages
Use the connected workflow to bring authorised applications or attachments into the correct job. Review the candidate and document before confirming the import.
5
Paso 5
Disconnect when access is no longer needed
Use Disconnect in Settings → Connections. Disconnecting stops future access; follow your retention policy for records already imported into the workspace.
Solución de problemas y preguntas frecuentes
The provider refuses access
Confirm you selected the correct account and ask your mail administrator whether third-party connections require approval.
The connection asks you to sign in again
Use Reconnect. Provider permissions can expire or be revoked; reconnecting restores them without requiring a new workspace.
Acceso por API
Una API HTTP de solo lectura sobre los puestos, candidatos y entrevistas de un espacio de trabajo, para que los datos de selección lleguen a una herramienta de informes, a una página de intranet o a una hoja de cálculo sin que nadie exporte un CSV cada semana. Disponible en planes de pago.
Crear una claveConfiguración → Conexiones → Claves de API, solo propietario o administrador. La clave se muestra una sola vez al crearla y solo se almacena su hash, así que no puede volver a mostrarse: si la pierdes, revócala y crea otra. A las claves se les puede poner caducidad y revocarlas en cualquier momento.
Qué se puede leerPuestos, candidatos, las entrevistas de un candidato y registros individuales por identificador. Las listas se paginan. La API es de solo lectura: responde 405 a cualquier método que no sea GET y no puede escribir ni por error.
Límites de usoHasta 60 solicitudes por minuto, 1.000 por hora y 10.000 al día: dimensionados para una integración que mantiene otro sistema al día, no para una exportación masiva. Cada rechazo indica cuántos segundos hay que esperar.
Qué no devuelve nunca la APILos campos cifrados quedan fuera: el texto de los análisis de IA, las preguntas de entrevista generadas, los datos de contacto del candidato, el texto de las ofertas y las transcripciones de entrevistas nunca se devuelven. Además, una clave actúa con el permiso de lectura más bajo y no como la persona que la creó, así que nunca puede ver más que ella.
Seguridad y acceso
Los datos de RRHH están entre los más sensibles que posee una empresa, por lo que las funciones de seguridad están integradas en cada plan de pago, no se venden por separado.
Tiempo estimadoAbout 10 minutes for the initial review
Sigue estos pasos
1
Paso 1
Enable two-factor authentication
Open Settings → Account & security, enable two-factor authentication and scan the setup code with your authenticator. Enter the one-time code to confirm setup.
2
Paso 2
Review team access
Open Team and check every member, invitation and role. Remove stale invitations and narrow access that is broader than the person’s current responsibilities.
3
Paso 3
Protect sensitive records
Keep compensation, contracts, candidate documents and private notes visible only to authorised roles. Do not place sensitive information in general notes when a controlled field is available.
4
Paso 4
Use the activity history
Review candidate and workflow history when you need to understand a stage move, automation or decision. Record factual reasons at the time of action rather than reconstructing them later.
5
Paso 5
Handle candidate rights requests
Verify the requester’s identity, find the candidate record and follow your organisation’s approved access, correction, export or deletion procedure. Escalate uncertainty to your privacy owner.
6
Paso 6
Offboard access promptly
Before deactivating an owner, transfer workspace ownership. Remove departing members and review any connected accounts or open invitations associated with them.
Solución de problemas y preguntas frecuentes
A two-factor code is rejected
Make sure the device time is set automatically and enter the newest code. If you lost the authenticator, use your approved recovery process rather than creating a second account.
The owner is leaving
Transfer ownership in Team before removing or deactivating the owner. Subscription controls and other owner-only actions otherwise become unavailable.
Suscripción y facturación
La suscripción está vinculada a su espacio de trabajo y es completamente de autoservicio. Administre mejoras, facturas, métodos de pago y cancelación sin llamada de ventas.
Tiempo estimadoAbout 3 minutes
Sigue estos pasos
1
Paso 1
Open Subscription
Open Settings → Subscription to see the current plan, limits and available upgrade options.
2
Paso 2
Upgrade the workspace
Choose the approved plan and complete the payment form. Return to the workspace and confirm that the new plan and limits are displayed.
3
Paso 3
Manage invoices and payment details
Choose Manage subscription to open the billing portal. There you can download invoices, update billing details and change the payment method.
4
Paso 4
Cancel with the effective date in mind
Cancel from the billing portal. The paid plan remains active until the end of the current billing period and then returns to Free-plan limits; review usage before that date.
Solución de problemas y preguntas frecuentes
Manage subscription is not visible
Confirm that you are the workspace owner and that you are viewing the intended workspace.
The plan did not update after payment
Refresh Subscription and check for a successful payment confirmation. If it still shows the old plan, contact support with the workspace name and payment time—never send full card details.
Límites actuales del producto
Estos límites ayudan a los equipos de RR. HH. y HRIS a decidir dónde encaja Kadroflow y dónde otro sistema sigue siendo la fuente oficial.
Tiempo estimadoRead before configuring production workflows
Sigue estos pasos
1
Paso 1
Keep hiring decisions human-owned
Use AI output to organise evidence and prepare questions. An authorised person must review the source material, choose the next stage and remain accountable for the decision.
2
Paso 2
Treat payroll as planning
Use the gross-net calculator for indicative scenarios only. Official calculations, filings, payments and payslips remain with your approved payroll or accounting process.
3
Paso 3
Verify external calendar behaviour
Kadroflow records interview slots and tasks. Test invitations, availability and write-back with your connected calendar provider before making it the team’s operating assumption.
4
Paso 4
Keep HRIS ownership explicit
Kadroflow connects recruitment, onboarding and employee records, but it does not replace every core-HRIS function. Document which system owns leave, time, benefits, statutory payroll and other processes outside the current product.
Solución de problemas y preguntas frecuentes
A needed workflow is not documented
Do not infer that it is supported. Contact support with the business goal and current process so the team can confirm the safest available workflow.
Ayuda
Si la documentación no respondió tu pregunta, escribe a support@kadroflow.com. Respondemos dentro de un día hábil. Para preguntas sobre planes para equipos grandes, habla con ventas.
Tiempo estimadoUsually 2–5 minutes to prepare a useful request
Sigue estos pasos
1
Paso 1
Describe the goal
Start with what you were trying to complete, for example ‘schedule an interview for an existing candidate’, not only ‘it does not work’.
2
Paso 2
Name the location and last successful step
Include the page, the button or action used and what happened immediately before the problem. Copy the visible error message exactly.
3
Paso 3
Add safe context
Provide the workspace name, approximate time, browser and affected record name or internal identifier. Redact sensitive personal data from screenshots unless support specifically needs it through an approved channel.
4
Paso 4
Contact support once
Send one complete request through Contact support or support@kadroflow.com. Add replies to the same thread so context and ownership stay together.
Solución de problemas y preguntas frecuentes
The issue affects many users or blocks hiring work
State the impact and number of affected users at the top of the request. Include when it began and whether any safe workaround exists.
