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Recruiting WorkspaceApp · Hiring · sample data

Take a role from approved to first day without a spreadsheet in the middle

In-house hiring falls apart between the tools. The applicants sit in a shared mailbox, the interview feedback stays in the interviewer's head, and the offer waits on an approval nobody can find. This template keeps the job, its openings, every application, the interviews and their scorecards, the offer and the first day on one set of linked records, so the state of a role is a fact on the screen rather than a question in a meeting.

Recruiting overview with open jobs, unfilled openings, active applications and offers awaiting approval

The overview. Open jobs, unfilled openings, where the applications sit, and the offers waiting on an approver.

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What it puts on screen

  • A job carries its openings. One approved job can hold several seats, and hiring against one of them takes that seat out of the count. Two designers means two openings, not two copies of the same job.
  • A person can apply more than once. Candidate and application are separate records, so someone who was close last quarter keeps their history when they come back for a different role.
  • Interview feedback becomes a scorecard. Each interview takes one scorecard per reviewer: recommendation, strengths, concerns. The shortlist argument happens against written evidence rather than the loudest memory.
  • The offer has an approver, the hire has a first day. An offer moves through draft, approval, sent and accepted with its version kept, and an accepted offer opens the onboarding handover with documents, equipment and accounts on it.

The screens

Application list with stage, next step, follow-up date and source
Applications. One line per person per job, with the stage, the next step and the date it is due.
Application record with its interviews, offer and onboarding handover
One application. The interviews, the offer and the onboarding handover hang off the same record, so the history reads in one place.
Offer list with salary, start date, version and approval status
Offers. Amount, start date, version and who has to approve it, so an offer never sits waiting without a name on it.

Three things the template leaves to you

  • Which stages your hiring actually uses, and what you call them.
  • Who approves an offer, and whether the hiring manager or the recruiter owns the next step.
  • Whether interviewers see each other's scorecards before they write their own.

The setup guides inside the archive walk your agent through each one.

Questions

Is this an applicant tracking system?

It covers the same ground for a company hiring into its own team: jobs, applications, interviews, scorecards, offers and onboarding. It is a working App you own and can change, not a product with a seat price.

Does it email candidates or book interviews?

Not on its own. Mail and calendar are not connected in the template, so the App records what was decided and leaves the sending to you until you connect an account.

Can an interviewer be kept from seeing other feedback?

Not as it ships. Recruiting records are shared with the room, and each reviewer writes their own scorecard. Tell your agent how you want that split and it changes the access rules with you.

The instruction behind it

Every person, job, salary and email that ships with it is invented and labelled DEMO, and the addresses sit on a reserved .example domain, so the first screen is safe to show anyone. Mail, calendar, e-signature and HRIS are not connected: offer and interview actions record the fact inside the App and send nothing out until you connect an account.

Download https://kylon.io/app-templates/hiring-template.zip and build me an internal recruiting workspace from it. Unpack it, read README.md and TEMPLATE_GUIDE.md, and follow them: create the App, provision its database, copy the source into the checkout, replace the placeholder app id and base URL, then push a draft and send me the link. Never run SQL by hand. The numbered files in db/migrations apply themselves in order to a new empty database and seed the demo jobs, applicants, interviews, offers and onboarding, so the pipeline is full on the first open. Leave those rows in. Then stop. Do not import our real applicants, do not connect our mailbox or calendar, and ask me before anything real goes in.

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