Recruitment
From the job opening to the first day, without a parallel spreadsheet. The candidate pipeline uses the same funnel engine as sales — what changes is the vocabulary.
The screen
The real screen, in the theme you picked above.
What you find on this screen
A portrait of the screen, read from the screen itself — it changes when the screen changes.
Available actions
Anonymize expiredNew job openingSaveCloseNew criterionOpen job positionClose job openingCancelNew candidateTriage with TenkaiSubscribeDo not follow+1
Form fields
TítuloComo a vaga é anunciada. É o título que o candidato vê.
NºNúmero sequencial da vaga por empresa, citado na conversa com o gestor.
CargoCargo que será ocupado. É ele que amarra a faixa salarial da estrutura.
SituaçãoAberta, em seleção, congelada, fechada ou cancelada.
VagasQuantas pessoas serão contratadas nesta posição.
Faixa dePiso salarial autorizado para a vaga.
Faixa atéTeto salarial autorizado. Proposta acima disso precisa de aprovação nova.
ModalidadePresencial, híbrido ou remoto. É a primeira pergunta do candidato.
Tipo de vínculoCLT, PJ, estágio ou temporário. Muda o custo total da contratação.
RecrutadorQuem conduz o processo e responde pelo prazo de fechamento.
GestorQuem vai receber a pessoa no time e decide a contratação.
AberturaQuando a vaga foi aberta. Conta o tempo de preenchimento a partir daqui.
FechamentoQuando a vaga foi encerrada, com ou sem contratação.
Motivo do fechamentoPor que a vaga fechou. É o campo que explica vaga cancelada sem contratação.
Start here
What it is for
Open the vacancy, track candidates through each stage, evaluate with a comparable criteria set and turn the hired candidate into an employee without retyping anything.
Rules
Criteria BEFORE the first candidate
When creating the vacancy, five criteria already come suggested with weight. Adjust them now: a criterion defined after seeing the candidates is a ruler drawn around the favorite. The vacancy only opens with at least one criterion, and this is what makes interviews comparable across interviewers and over time.
Note requires evidence
The screen does not save a note without the field "what the person said or did that supports this note". A note without evidence is an impression with a number in front of it — and it disappears exactly when someone questions the decision.
AI screening is an OPINION, not a decision
It compares the résumé with the job's declared profile and returns a match score with justification. It never eliminates anyone, never infers personal characteristics, and does not work if the job profile is empty — without a written profile there is nothing to compare against.
Candidato novo não entra sem base legal
When saving a new candidate, either consent is checked, or you select the legal basis that supports the record (documented legitimate interest, due diligence at the data subject's request, or legal obligation). A résumé kept without a basis is a liability from day one. Old candidates being edited can still be saved — the system only warns.
Do not record sensitive data in free text
The résumé/summary field is free text — and that is exactly where health data, family situation, or other sensitive data slip in without anyone noticing. Record only what the selection process needs: what you didn't write down, you don't need to protect or explain later.
Frequently asked questions
A résumé is personal data with an expiration date
The legal basis is consent, and consent has a validity period. When the acceptance is marked, the retention date is set automatically (12 months); once the deadline passes, the anonymize button erases the personal data and keeps the funnel history. A résumé kept forever "because it might come in handy someday" is the most common liability of a computerized HR department.
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