Job openings
Roles with a clear owner and a stage model you define.
Hiring
A pipeline the whole team can follow.
Post roles, move candidates, schedule interviews, and keep feedback in one place, so hiring is not a trail of inboxes.
The problem
Candidates should not get lost between a spreadsheet and a chat.
Hiring managers and HR share one pipeline. Stages you control. Notes where the next interviewer can read them.
Capability
From role to employee record.
Applicant tracking
Move people through the process without losing the thread.
Profiles and resumes
The application lives next to the conversation about it.
Scheduling
Interviews that do not consume the week.
Collaborative hiring
Feedback from the panel, in one place.
Hiring analytics
Where the funnel stalls, without a side project in Sheets.
Outcomes
What changes operationally.
Nobody asks “where is this candidate?”
The pipeline is the answer.
Offers become employees once
Handoff into the directory, not a second form.
Hiring managers stay in the product
Not in a private email chain.
You can see time-to-hire
Because the stages were real.
Workflow
How teams use it.
Open the role
Requirements, owner, stages.
Run the process
Screen, interview, decide. Notes stay with the candidate.
Hire into Recurr
The new employee record starts here, not in another tool.
FAQ
Straight answers.
Can hiring managers collaborate in Recurr?
Yes. Stages, profiles, and feedback live in one pipeline so HR and hiring managers are not juggling email.
Does a hire become an employee record?
The point of one platform: accepted offers feed the directory payroll will use.
Can we define our own stages?
Yes. Pipelines and stages are yours to control.