Recruitment (ATS) — applicant tracking system for UAE & Saudi Arabia
Recruitment is an applicant tracking system (ATS) for HR teams and recruiters who run hiring from spreadsheets, shared inboxes and job boards. Open a role, publish it to a public career page, move candidates through stages, collect a scorecard from every interviewer, draft offers that a manager sends and hire straight into the HR employee record. The screens run in Arabic and English, and the Copilot, the built-in AI assistant, can do the routine work for you.
Last updated
No credit card · Ready in about a minute · Your data stays private
101 features in 11 areas · works with 7 other modules · 6 team workflows
Full feature list
Job openings
Open a role, describe it properly, publish it and keep an eye on how long it has been open.
- Create a job opening in seconds — Enter a title, a location and an employment type (full-time, part-time, contractor, intern or temporary) and the opening exists. It starts open but hidden from the public until you publish it, and it gets its own public web address automatically.For: HR manager, Tenant admin
- Salary range, headcount and country on every role — Record how many people you are hiring, the country, the currency and the minimum and maximum salary. These stay with your team; they appear on the career page only if you add them to the description with a merge field.For: HR manager, Tenant admin
- Open, live and closed roles — A badge shows whether a role is Open, Live (open and published) or Closed. Close a filled role with one click and reopen it with one click if the hire falls through. A Draft status also exists and is set through the Copilot, the built-in AI assistant.For: HR manager, Tenant admin
- Publish and unpublish to the career page — Show a role on your public career page, or take it down again, without deleting anything. Only roles that are both open and published are visible to candidates.For: HR manager, Tenant admin
- A public address for every role, one click to copy — Each role gets a short, readable web address with a copy button, ready to paste into LinkedIn, Bayt, a WhatsApp message or an e-mail signature.For: HR manager, HR specialist, Tenant admin
- Status tiles, search and sort — Tiles count all, live, draft and closed roles and filter the list when clicked. Search by title, location or type, and sort by title, status or last change.For: HR manager, HR specialist, Manager
- Write the full description and requirements in an online editor — Long descriptions and requirements are written in a Word-style editor in the browser, with headings, lists and tables, and saved as a real document file. No copying and pasting from Word.For: HR manager, Tenant admin
- Merge fields fill in company and salary details — Click a field in the side panel and paste it into the text: job title, location, salary range, company name, department details, required skills, branch or today's date. The real values are filled in when you close the editor.For: HR manager, Tenant admin
- Career page stays in step with the document — When you close the editor, the readable text on the public page is refreshed from the description document, so candidates see what you wrote. Formatting such as headings, lists, links and images carries over; tables are shown as plain text. Only the description appears on the page.For: HR manager, Tenant admin
- Start the long document again — If the long document and the short summary drift apart, one Reset click discards the document and starts a fresh one from the current summary.For: HR manager, Tenant admin
- Aging-role warning — Roles that are live and have not changed for more than 30 days are called out in a banner with their names, so a slow role does not go unnoticed.For: HR manager, HR specialist
- Boost an aging role — For each slow role you can refresh the posting so its age counter restarts, copy the career link for job boards, ask the Copilot for a sourcing brief, and download the list of aging roles as a spreadsheet file.For: HR manager, HR specialist
- Load a whole hiring plan at once — Ask the Copilot to open up to 500 roles in one go from a list. The normal checks apply to every row, you can run a trial pass first that saves nothing, and you can ask for all-or-nothing. By default valid rows are saved and any failed rows are listed by row number.For: HR manager
- Archive a role and bring it back — Archiving hides a filled or cancelled role from the list and from the career page while keeping its candidates and history. It is reversible and is done through the Copilot or the API (application programming interface), not from a button on the jobs page.For: HR manager, Tenant admin
- Remove a role that was opened by mistake — People with the delete permission, held by the tenant admin by default, can permanently remove a job opening. Available through the Copilot or the API.For: Tenant admin
- Hiring requisitions with approval and time to fill — A manager asks for a hire for a department they manage: the role, an optional position, how many people, the monthly budget, the reason and the date it is needed. The request follows the company's approval policy (the HR manager decides when there is no policy), and nobody can decide their own request. An approved requisition creates one linked draft job; a rejected or cancelled one opens nothing. The list shows who asked, who decided and why, the cost a year, how many have been hired and the time to fill, and the Jobs list can show only the jobs that were asked for this way.For: HR manager, Line manager, HR specialist
- Sensible limits on roles and scorecards — A role opens for at most 1,000 people, with a short location and a description and requirements of a sensible length for the careers page. Scorecard strengths, concerns and notes are limited too (a little tighter when given from an interview), and each refusal says what to shorten.For: HR manager, Recruiter
- Step from one opening to the next — On a job's page, the ‹ n / N › arrows (or Ctrl+← / Ctrl+→) open the previous or next opening in the same order as the jobs list, most recently updated first, so you can review every open role without going back to the list.For: HR manager, Tenant admin
Career page and applications
A public page where candidates find your roles and apply, with no account and no extra tool.
- Public career page for each role — Anyone can open a role's web address without signing in and read the title, location, type, country and description, then apply on the same page.For: Candidate
- Other openings shown when a role is closed — A candidate who follows an old link to a filled role sees a clear message and the list of roles that are still open instead of an error.For: Candidate
- Guided four-step application — The form walks the candidate through About you, Profile, Cover note and Review. Name and e-mail are required; phone, location, LinkedIn profile and a link to the CV are optional. The CV is a link, not a file upload. The cover note is stored with the application and shown on the candidate's page.For: Candidate
- Applications land in the pipeline by themselves — A submitted application appears in the first pipeline stage, recorded as coming from your career site, ready for the team to review. Nobody retypes anything.For: HR specialist, HR manager
- Only live roles accept applications — An application to a role that is closed, unpublished or archived is refused, so candidates cannot apply to something you have taken down.For: Candidate
- Public pages follow your plan and your switch — If Recruitment is not part of the company's plan, the career page and application form close instead of quietly continuing to collect candidates. If the company has switched Recruitment off, applications are refused.For: Tenant admin
- Formatted descriptions, shown safely — Headings, lists, links and images in a job description are displayed properly, and anything that could run code in the visitor's browser is stripped out.For: Candidate
- Candidates agree to your privacy notice — The careers page shows your privacy notice in English or Arabic and an application is sent only after the candidate ticks that they agree. The version they agreed to, the time and whether it came through the careers page or your website are kept on the candidate. You write the notice and its version in Settings, and a candidate who opened the page before you changed it is asked to reload.For: Candidate, HR manager, Tenant admin
Candidate pipeline
See every candidate by stage, move them along and keep a record of how long they spend at each step.
- Board with a column for every stage — Candidates appear as cards in columns such as New, Qualified, First Interview and Hired, with a count on each column. Drag a card to the next column to move the candidate.For: HR specialist, HR manager
- Seven ready-made stages and four refusal reasons — New, Qualified, First Interview, Second Interview, Contract Proposal, Hired and Refused are set up for every company, together with four refusal reasons (not a fit, compensation mismatch, withdrew application, position filled). The stage list and reasons cannot be edited from the screens yet.For: Tenant admin, HR manager
- Board or list view — Switch between the visual board and a table of candidates with stage, location and applied date, whichever suits the task.For: HR specialist, HR manager, Manager
- Search and filter by role — Find a candidate by name, e-mail or location, or narrow the whole board to one open role.For: HR specialist, HR manager, Manager
- Candidate and open-role counts — The pipeline page counts all candidates and open roles at the top. The Recruitment tile on the home screen shows the number of candidates for people who may see them.For: HR specialist, HR manager
- Move without dragging — Every card has a stage picker, so candidates can be moved with a keyboard or on a touch screen where dragging is awkward.For: HR specialist, HR manager
- Add a candidate by hand — Enter a candidate you met at a fair or received by e-mail: choose the role, type the name, and add e-mail and phone. If the role does not exist yet you can create it from the same dialog.For: HR specialist, HR manager
- Every stage move is recorded — Each stage change stores who moved the candidate, from which stage, to which stage and when, whether it was a drag, the picker or the Copilot. This history feeds the hiring funnel timings.For: HR manager, HR specialist
- Moving candidates needs its own permission — Moving a candidate between stages is a separate permission. Without it the server refuses the move, and the candidate page does not show the stage controls.For: HR manager, Tenant admin
- Step through candidates one by one — Previous and next arrows, with the position shown (for example 5 of 120) and keyboard shortcuts, let a recruiter review the whole list without going back to the board.For: HR specialist, HR manager
- Bulk-add a candidate list — Ask the Copilot to load a whole list of candidates into the pipeline in one call, for example after a hiring event. Each one lands in the first stage. A trial pass that saves nothing is available first.For: HR specialist, HR manager
- Archive and restore a candidate — Archiving hides a candidate from the pipeline and from the counts without deleting them, and restoring brings them back. It is done through the Copilot or the API.For: HR manager, Tenant admin
- E-mails to the candidate: applied, moved forward, not continued, offer — When a company switches Candidate messages on, the candidate is e-mailed once when they apply, once for each new stage, once when they are refused (the reason is never shown to them) and with the link to their offer, in English and Arabic. The wording is edited with the company's other templates; with no mail provider nothing is sent, and the Refuse dialog, the candidate's Messages tab and the settings page say so. The candidate's page lists every message asked for, when and by whom.For: HR specialist, HR manager
- One candidate across applications, with duplicate warning and merge — The same person applying twice is one candidate. A new application with the same e-mail or the same phone number (written any way) joins their profile, and the confirmation says so; names are never matched. The application shows every application of the person, and flags a current employee ("Works here now") or a former one ("Worked here until <date>"). Two profiles that are the same person can be merged by the HR manager: every application is kept and nothing is lost. When the last application is destroyed under the retention rules, the profile goes with it.For: HR specialist, HR manager
Candidate profile
One page per candidate with everything the team needs to decide.
- Candidate page with a stage rail — Contact details, role, location, applied date and last change sit beside a rail of stages. People who can move candidates click a stage to advance them.For: HR specialist, HR manager
- E-mail and LinkedIn in one click — Open the candidate's e-mail in your mail app or jump to their LinkedIn profile straight from the page.For: HR specialist, HR manager, Manager
- Open the CV the candidate linked — If the candidate gave a link to their CV, one button opens it. If the CV has been read by the assistant, the skills, work history and education appear on the same tab.For: HR specialist, HR manager
- Refuse with a reason — Choose one of your refusal reasons and confirm. The candidate moves to the Refused stage, the date and reason are stored, and the refuse and hire buttons disappear. A refused candidate can be restored to the first stage with one click.For: HR specialist, HR manager, Tenant admin
- Hired marker links to the employee — Once hired, the candidate page shows a Hired marker that opens the new employee file in HR.For: HR manager, HR specialist
- Schedule an interview from the page — Book an interview for this candidate: pick the activity type, write a summary, set the due date, choose who it is assigned to and add notes. It then appears on that person's My activities list.For: HR specialist, HR manager
- Tabs for CV, scorecards and offers — The evaluation and the offer live on the same page as the CV, so a hiring decision does not need a second window.For: HR specialist, HR manager
- Nationality, visa status and Nafis on the candidate — Tick UAE national and the candidate's nationality becomes AE with no visa needed; tick Registered with Nafis for an Emirati. For anyone else choose the nationality, in English or Arabic, and where they stand on a UAE visa: resident needing a transfer, resident on their own or family visa, on a visit visa, or outside the UAE. Contradictions are refused, every change is audited, and once the candidate is hired the fields are changed on the employee instead.For: HR manager, HR specialist
- Emiratisation effect before you hire — The candidate page shows the current Emiratisation ratio, the ratio after this hire and the half-year target with its date, plus how many Emiratis are still needed now and after. It uses the same UAE pack milestones and company settings as the Emiratisation workspace. A job can be marked as not counting toward Emiratisation, and when the company counts Nafis-registered Emiratis only, an Emirati who is not registered is shown as not yet counting.For: HR manager, HR specialist
Interviews and evaluation
Schedule interviews and collect a structured, comparable opinion from each interviewer.
- Interview scorecard — Each interviewer gives a rating from 1 to 5 and one of six recommendations from strong yes to strong no, plus strengths, concerns and free notes. Anyone with permission to edit candidates can submit one; by default that is the HR specialist, HR manager and tenant admin, so an interviewer outside HR needs a custom role with that permission.For: HR specialist, HR manager, Tenant admin
- Change only your own scorecard — A scorecard can be changed only by the person who wrote it; a colleague's attempt is refused. A hiring manager who disagrees adds a new scorecard instead of overwriting someone else's opinion.For: HR specialist, HR manager
- Combined view across interviewers — A summary at the top of the Scorecards tab shows the average rating, the number of reviews and the most common recommendation, with every individual scorecard listed below.For: HR manager, HR specialist
- Interviews with a panel, an invitation and scorecards due — A recruiter schedules an interview for a candidate with a time, a place or video link and a panel of interviewers. Each interviewer gets a calendar invitation by e-mail (in English and Arabic, when the company has a mail provider) and an item in My activities. Moving it updates the same invitation instead of adding a second one, and people added or removed are told. Each interviewer gives a scorecard from the interview once it starts; one still missing after it ends shows as overdue. A manager on a panel sees only the interviews they sit on.For: HR specialist, HR manager, Line manager
- Interview kits: the same questions and ratings for every interviewer — A stage can have a kit: the questions to ask, with guidance on what a good answer sounds like, and the attributes every interviewer rates from 1 to 5 (one live kit per stage and a general one for the rest). A line manager on the panel is shown the kit of their own interview and rates every attribute with their scorecard without needing any HR permission; they can only give their own scorecard and never change someone else's. The ratings are stored with the attribute names, so they read the same after the kit is edited, and the candidate's scorecards list them for comparison.For: HR specialist, HR manager, Line manager
- Pipeline settings: your own stages, refusal reasons and sources — An administrator or HR manager edits the hiring pipeline themselves: add a stage between the others, rename and reorder them, archive one when it is no longer used. Hired and Refused stay last. A stage with candidates is archived only with a stage to move them to, so no candidate is left in a column that vanished, and the history stays whole. Refusal reasons and candidate sources are edited the same way (archived, never deleted), and the careers page's own source is protected.For: HR manager
- History and comments on every candidate, job and offer — The candidate's page and a new job page show who changed what and when: stage moves (from and to), refusals with their reason, rating, recruiter and hire; a job's state and salary range; an offer's money, dates and state. Comments, internal notes, activities and followers sit beside it. A candidate's name and contact details are never shown in the history, and are removed with the candidate by the retention sweep. A change made by the candidate through the offer link reads as 'someone'.For: Recruiter, HR specialist, HR manager
Offers
Draft an offer, have a manager authorise sending it, and keep a record of what was offered.
- Draft an offer — Enter salary, currency (AED by default), bonus, start date, the date the offer is valid until, a benefits summary and the letter text. The salary must be above zero, the currency a real one, and the dates not in the past; a candidate has one open offer at a time. The offer stays a draft until a manager sends it.For: HR specialist, HR manager
- Drafting and sending are separate permissions — A recruiter can prepare an offer but cannot send or withdraw it. Sending is held by the HR manager and tenant admin by default, so sending an offer link needs a manager.For: HR manager, Tenant admin
- Send an offer as a personal link — Sending marks the offer as Sent, records the date and creates a personal link that expires after 14 days. The manager copies the link and shares it by e-mail or WhatsApp; nothing is sent automatically.For: HR manager, Tenant admin
- The offer letter names the employer and its law — The candidate's offer page shows the employer and its UAE jurisdiction (mainland, a free zone, DIFC or ADGM), the law that governs the contract, and the end-of-service terms: a gratuity on basic salary, or in DIFC the monthly DEWS savings contribution that replaces it. The employer comes from the branch the job hires into, and the person hired from the job joins that branch.For: Candidate, HR manager
- Withdraw an offer — A manager can pull back a draft or sent offer with a written reason. The link stops working and the offer is marked withdrawn.For: HR manager, Tenant admin
- Offer status and history — Each offer shows its status, the amount, the valid-until date, when it was sent and the reason it was withdrawn, and the candidate page lists every offer made to that person — to people who may draft offers; a line manager does not see salaries.For: HR manager, HR specialist
- Offers kept as a permanent record — Creating and sending an offer are written to the personal-data audit trail with no expiry, which suits the long retention auditors expect for employment contracts.For: HR manager, Tenant admin
- Basic salary, allowances and probation on the offer — An offer can list basic salary, housing, transport and other allowances per month, and the total is their sum. It can also give the probation in months, and more than six months is refused under the UAE labour law limit in the country pack. The candidate's offer page lists each part, the monthly total and the probation.For: HR manager, HR specialist, Candidate
- Approval for an offer above its salary band — An offer is checked against what the company set aside for the hire: the job's salary range, the budget of the requisition the job was opened from, and the company's own approval limit. Inside the band it sends directly. Above it, or in a currency that cannot be compared, the recruiter asks for approval; the request follows the company's approval policy (the HR manager decides when there is none), the approver sees the salary against the band, and the offer cannot be sent until it is approved. A rejected offer stays blocked, a rescinded one takes its request back, and the offer keeps the history of every request and decision with the name and the note.For: HR specialist, HR manager
Hiring and hand-over to HR
Turn the chosen candidate into an employee without retyping.
- Hire a candidate into HR — Enter the employee number and hire date and the employee record is created from the candidate's name, e-mail and phone. The candidate is moved to the Hired stage and linked to the new employee.For: HR manager, Tenant admin
- Hiring needs two permissions — Only people who hold both the right to hire candidates and the right to create employees can hire, so recruiting and HR administration stay separate duties.For: HR manager, Tenant admin
- The Hire button appears at the Hired stage — The Hire button is offered once the candidate has reached the Hired stage and is not shown again after the hire.For: HR manager
- Hire is a permanent audit entry — The hire is logged against the new employee with the purpose and legal basis, marked critical and kept with no expiry.For: HR manager, Tenant admin
- Onboarding continues in HR — The hire starts the new person's onboarding journey from the template that fits their country, when the person who hired may start one; otherwise an HR specialist starts it. The department, position and manager are added on the employee page afterwards.For: HR specialist
- Nationality carried over and the visa step on hire — Hiring copies the candidate's nationality and Nafis registration to the new employee, so the Emiratisation figures count the person straight away. The hire then names the next visa step: a visa transfer for a resident on another sponsor, a work permit for someone on their own or family visa, a change of status from a visit visa, or an entry permit for someone outside the UAE.For: HR manager, Tenant admin
- Hire starts onboarding; a current employee is moved, not hired twice — Hiring a candidate creates the employee and starts their onboarding journey from the template for the job's country, and the screen says how many tasks were created or why none were. If the candidate already works here (same e-mail or phone as a current employee) a second employee is never created: HR moves that employee to the new department or position instead, the application is closed as hired, the change is in the employee's history with who made it, and a transfer event is published. A different person who shares a phone number can still be hired as new.For: HR manager
Hiring analytics
Measure how the funnel performs, where candidates wait, and how long a hire takes.
- Hiring funnel by stage — For one role or all roles: how many candidates ever reached each stage, how many are there now, the conversion from the previous stage and the median days spent there, plus totals for candidates, hires and refusals. Ask for it through the Copilot.For: HR manager, HR specialist
- Median time to hire — The median number of days from application to reaching the Hired stage, worked out from real stage changes rather than estimates.For: HR manager, HR specialist
- Open positions with candidate counts — Ask the Copilot which roles are open and how many candidates each has, optionally searching by title.For: HR manager, HR specialist, Manager
- Applicant reports in the Reports builder — Reports includes a ready-made Applicants data set that can be counted and charted by role, stage, source, priority and by the date applied, refused or last changed. It is only offered to companies that have Recruitment and to people who may read candidates.For: HR manager
- Open vacancies on the department page — A department's page in HR shows how many roles tied to that department, and its sub-departments, are open for hiring.For: HR manager
AI and Copilot
Let the assistant read, draft and do the routine work, with people deciding and approving.
- Read a CV into structured fields — Upload a CV saved as plain text and the assistant fills in skills, work history and education for the recruiter to check. PDF and Word files are not read yet. It is off until a company switches on AI reading in settings, and every use is recorded in the personal-data audit trail as needing human review.For: HR specialist, HR manager, Tenant admin
- Sourcing tips and briefs for slow roles — One click asks the Copilot which roles are aging and what to do about them. For a single role it drafts a short LinkedIn post, an outreach message to a passive candidate and two search strings, using the role's own requirements text.For: HR manager, HR specialist
- Rank candidates and summarise fit — Ask the Copilot to rank the people in the pipeline, or to summarise one candidate's fit from the details, CV data and scorecards on file.For: HR manager, HR specialist
- Create, update and publish roles by asking — Tell the Copilot to open a role, change its salary range, publish it, close it or refresh its long description. It lists what it will do and asks you to confirm any change, and it respects your permissions.For: HR manager
- Add and refuse candidates by asking — Ask the Copilot to add a candidate to a role or to refuse one with a reason from your list. Each action asks for confirmation first.For: HR specialist, HR manager
- Move candidates by asking — Ask the Copilot to list candidates for a role, see the stages and move someone on. Each move is recorded in the stage history like a drag on the board.For: HR specialist, HR manager
- Read and write scorecards by asking — The Copilot can read a candidate's scorecards, submit one for you or correct one of yours, under the same rules as the screen.For: HR specialist, HR manager
- Draft, send and withdraw offers by asking — The Copilot can draft an offer, list a candidate's offers, send one or withdraw one. Sending and withdrawing still need the manager permission and a confirmation.For: HR manager, HR specialist
- Hire by asking — With both hiring permissions you can ask the Copilot to hire a candidate. It is treated as a sensitive action and asks first.For: HR manager
- Understands Arabic hiring words — Questions using words such as وظيفة, متقدمين, مقابلة or عرض عمل are routed to the recruitment assistant.For: HR manager, HR specialist
- Use recruitment from your own AI tools — Recruitment tools are also offered to external AI assistants that connect with a company login or access token, with the same permissions as in the product.For: HR manager
Access, privacy and audit
Who may see and do what, and what is recorded about it.
- A separate permission for each action — Reading and editing roles, deleting roles, reading and editing candidates, moving, refusing, hiring and sending offers are separate permissions, so you can hand out exactly what a person needs.For: Tenant admin
- Sensible defaults for each role — The tenant admin holds everything. The HR manager edits roles and runs the whole process, including hiring and sending offers. The HR specialist works candidates and drafts offers but cannot edit roles, hire or send offers. A line manager's candidate list, candidate pages (scorecards, refusal history, messages, Emiratisation effect) and funnel cover only the departments they manage, and they cannot read offers: offered salaries stay with the people who draft offers.For: Tenant admin
- Recruitment is a separately licensed app — Recruitment is its own app that needs HR and Documents in the plan. Without it the menu entry, the pages and the public career page all stay closed.For: Tenant admin
- Switched off until you turn it on — Recruitment ships switched off for each company. A tenant admin turns it on in settings under Hiring, and the platform administrator can also switch it off for everyone.For: Tenant admin
- Adding a candidate by hand is audited — Adding a candidate writes a personal-data audit entry with the purpose (recruitment) and legal basis (legitimate interest), without storing the candidate's e-mail in the log.For: HR manager, Tenant admin
- Scorecard submissions are audited for seven years — Each scorecard submitted is recorded in the audit trail with a seven-year retention period.For: HR manager, Tenant admin
- Arabic and English screens — The recruiting screens, the pipeline and the candidate page have Arabic and English text with right-to-left layout in Arabic. The public career page and its application form are in English today.For: HR manager, HR specialist
- Hide the app without cancelling it — A tenant admin can hide Recruitment from menus and the home screen for staff who do not need it, without removing the licence.For: Tenant admin
- Legal hold on a candidate — Put a candidate on legal hold with a reason, such as a claim or a regulator's request, and the retention sweep never destroys them until the hold is released. Holding and releasing are audited and need their own permission.For: HR manager, Tenant admin
- Candidates destroyed after the retention period — Choose how many months refused or archived candidates are kept. Once you turn it on, a nightly sweep deletes their CV files, empties their name and contact details, cover note, nationality, scorecard notes and offer text, and removes their change history, leaving an anonymised row so hiring figures still add up. Every destruction is a permanent audit entry. You can preview who is due and run it now. It is off until each company turns it on.For: HR manager, Tenant admin
- Line managers see only their departments' candidates — A manager who follows the hires for their own openings reads the candidates, scorecards, next and previous arrows and funnel counts of the departments they manage; a candidate from another department is not found there. Their message history and Emiratisation effect are not yet limited, and offer totals in the funnel still count their jobs. HR and recruiters see every job.For: Line manager, HR manager
- Hired is the hiring decision — The Hired column is shown to everyone, but only people who may hire can drop a candidate there or pick Hired from the stage menu, and the server refuses anyone else, so the hiring figures no longer count a move to Hired that nobody authorised.For: HR manager
Learn it in the app
A guided tour inside People & HR teaches the work by having you do it.
- Hands-on guided tour — 6 short chapters (Find and open a person; Add people and see the structure; Requests and approvals; Hiring and first days; Documents and compliance; Numbers and exports) that start by themselves the first time you open People & HR. Each step waits for you to really do it, such as opening a list or saving a first record, and any chapter can be paused, resumed or replayed from the last row of the People & HR menu or from Tours in the account menu.For: HR manager, Tenant admin, HR specialist, Manager, Line manager, Recruiter
Works with other modules
Interviews become activities for the interviewerAn interview booked on a candidate is created as an activity linked to that candidate, so it appears on the assigned person's My activities.Ask the Copilot to do recruiting workThe Copilot reads roles, candidates, stages, offers, scorecards and the funnel, and on confirmation changes them, using the signed-in person's own permissions.Job descriptions are written in the online document editorA role's long description and requirements are written in the same online document editor the Documents app uses, saved as document files, and the description's text is copied to the public career page.Departments show their open rolesA role can belong to an HR department, and that department's page counts its open roles.A hired candidate becomes an employeeHiring a candidate creates the employee record from the candidate's name, e-mail and phone and links the two.Applicants can be reported on in ReportsWhen a report runs, Reports reads the applicant list live, so charts show the pipeline as it is now.A careers site shows your open jobsThe careers template lists open jobs from Recruitment and sends each application, with its CV, back into it.Schedule interviews and follow-ups on an applicantInterviews and follow-up tasks are scheduled from the applicant page.
Done by more than one person
A candidate applies and the team picks it upInterviews are booked and every interviewer scores the candidateAn offer is drafted by a recruiter and sent by a managerThe candidate answers the offer and the recruiter is toldA hired candidate is handed over from recruiting to HRA hiring manager follows the pipeline without changing it
What each role gets
- Recruiter — Sources and screens: adds candidates met at a fair or by e-mail, pastes each role's public address into job boards and messages, and asks the Copilot to rank the pipeline or draft a sourcing brief for a slow role. Moves candidates through the stages on the board or with the stage picker, refuses with a reason from the list, books interviews and submits scorecards. Can draft an offer with salary, bonus and start date but cannot send it or hire; there is no separate recruiter role, so a recruiter works with the HR specialist's access by default.
- HR specialist — Works the pipeline day to day: picks up new applications from the career page, reviews each candidate's details and CV link, books interviews and records scorecards, and moves candidates on or refuses them with a reason, with every move stored against who made it and when. Drafts offers with salary, bonus and start date for the HR manager to send, and checks what the assistant read from a plain-text CV once AI reading is switched on. After a hire, completes the new employee's department, position and manager in HR and starts the onboarding journey; cannot edit job openings, send offers or hire.
- HR manager — Owns the hiring process: opens, publishes, closes and reopens roles, writes descriptions in a Word-style editor in the browser with merge fields, and reads the combined scorecard view before deciding. Sends an offer as a personal link valid for 14 days, which they share by e-mail or WhatsApp themselves, and can withdraw it with a reason. Hires a candidate who has reached the Hired stage straight into a new HR employee record for HR to complete and onboard, and reads the hiring funnel and median time to hire through the Copilot and applicant reports by source in Reports.
- Tenant admin — Turns Recruitment on in settings, since it ships switched off, and can hide it from menus without cancelling the licence. Decides who may move, refuse, hire or send offers, as each is a separate permission, and switches on AI reading of plain-text CVs. Holds every recruitment permission, including permanently removing a role opened by mistake through the Copilot; the seven pipeline stages and four refusal reasons cannot be edited on screen yet.
Frequently asked questions
Does the recruitment software e-mail candidates automatically?
Only if you switch on Candidate messages (Settings, Features, HR), and only with a mail provider set up. Then the candidate is e-mailed when they apply (one thank-you per e-mail address a day), once for each new stage, when they are refused (the reason is not shown unless you add it to the wording) and with their offer link, in English and Arabic. Without it nothing is sent, and the manager shares the offer link by e-mail or WhatsApp.
Can candidates apply without creating an account?
Yes. Each published role has a public page with a four-step form asking for name, e-mail, phone, location, LinkedIn profile and a link to the CV. Candidates cannot upload a CV file; the cover note they write is kept with the application. The form's own labels are in English today, while the job description is whatever you write, including Arabic.
Does it read PDF and Arabic CVs with AI?
Not yet. CV reading is in beta, works on CVs saved as plain text and shows skills, work history and education for a recruiter to check. PDF and Word files are not read yet, and it is off until a company switches it on.
Is recruitment included with the HR system?
It is a separate app that needs HR and Documents in the plan. It is also switched off by default and a tenant admin turns it on in settings. Hiring a candidate creates the employee record in HR.
Who can send a job offer?
A recruiter can draft an offer but cannot send or withdraw it. Sending needs a separate permission that the HR manager and tenant admin hold by default. Sending creates a personal link valid for 14 days that the manager shares with the candidate.
Can I change the pipeline stages?
Every company starts with seven stages: New, Qualified, First Interview, Second Interview, Contract Proposal, Hired and Refused, and four refusal reasons. There is no screen to edit the stage list or the reasons yet, though candidates can be moved freely between stages.
Can it post my jobs to LinkedIn, Bayt or Indeed automatically?
No. Each role has a public web address with a copy button, which you paste into the job boards yourself. There is no automatic posting or job feed today.
Who can see candidates?
It follows the role. The HR manager, HR specialist and tenant admin see every job's candidates; a line manager sees the candidates of jobs in the departments they manage in the list, record, scorecards and funnel (their message history and Emiratisation effect are not yet limited). Offered salaries stay with the people who draft offers. You can change this by editing roles.
How long is a rejected candidate's data kept, and is consent captured for the Personal Data Protection Law (PDPL) or the General Data Protection Regulation (GDPR)?
The application form shows your privacy notice and the candidate must agree to it before applying (a company can switch this off, and the form cannot be sent while the notice text is empty); each agreement records the notice version and the time. A candidate can be put on legal hold, and a company can switch on automatic destruction of refused or archived candidates after a number of months you choose; it is off until you turn it on. Adding a candidate by hand, scorecards, offers and hires are recorded in the personal-data audit trail.
Can I track Emiratisation or Saudization from hiring?
With the UAE hiring pack on (it is on by default) the candidate page records nationality, visa status and Nafis registration, and shows the Emiratisation effect of a hire before you hire. After the hire the employee's nationality in HR provides the Emiratisation and Saudization ratios.
How does it compare with Odoo Recruitment or Zoho Recruit?
It covers the core: a public career page, a drag-and-drop pipeline, interview scorecards, offers a manager sends as a link and a one-click hire into HR, with an assistant that does the routine work. Interview scheduling by candidates themselves, automatic job-board posting and agency portals are not included yet.
Part of one platform
Recruitment (ATS) is one of 59 apps (36 business apps and 23 ISO standards) that share the same sign-in, the same people, the same customers and the same AI copilot. See all apps or how Tarleaks ERP compares with Odoo, ERPNext and Zoho.