How it works: the whole hire

Each step below is optional. Use the ones you need. Every job also shows a stage rail and one suggested next step, and the Today page collects those across all your open jobs.

1. Ask to open a role

Approvals, then Ask to open a role. Say what the role is, how many people, the pay range and why. An approver decides, and a decline needs a reason. This is optional: a one-person team can skip it.

2. Write the job

Press New job at the top of the side menu. Step 1: paste the description. Step 2: Rezumz lists the must-have and nice-to-have skills it found, and the score depends on them, so check the list, then set the interview scorecard: what every interviewer will rate, so their feedback can be compared. Step 3: add CVs. The JD enhancer can tighten a draft first. Every job then has six tabs named after the journey: Overview, Job setup, Find candidates, Review CVs, Interviews and Offers.

3. Open it to applications (optional)

On a job, the Find candidates tab has an Apply page panel that gives the job its own link. Add your company name and up to five screening questions, then switch it on. Candidates apply with a CV and agree to a data notice. A required answer of no only flags the candidate for you to look at.

4. Collect CVs

• From the apply page.
• Upload CVs (PDF, DOCX or TXT), up to 60 at a time.
• Import a CSV from another system.
• Forward CVs to your private CV inbox address once it is set up.

5. Check every CV

Each CV is scored against the job's requirements, with the matched and missing requirements and the CV lines that support them quoted. Open a candidate to see the evidence, add a note on any line, and tag it as a strength, a concern or something to ask next.

6. Shortlist and show the hiring manager

Move people to Shortlisted, and compare two to four side by side. Give a hiring manager view-only access under Team, and share the review page for the job: they see the shortlist and a one-line interview summary, and vote yes, maybe or no with a reason.

7. Interview

Candidates pick a time from a private link, and calendar invites and reminders go out. Each interviewer gets a personal link to give feedback against a scorecard, with no login. You can also paste a transcript to have it mapped to the job's requirements with quoted evidence.

8. Debrief and decide

On a candidate, Debrief and decision shows each interviewer's recommendation, whether they disagree, and how the team voted. Record advance, hold, reject or hire with a reason. It stays on the record with who decided.

9. Offer and sign

On a candidate, Offer letter and signature. Draft the letter, ask an approver to approve it, then send it. The candidate reads and accepts by typing their name, or declines with a reason. You get a printable record of who approved it, when it was sent and signed, and that the text is unchanged.

10. Hand over and close

Mark the candidate hired and download the hire package: one file with the profile, offer, scores, interview feedback, notes, emails sent and status history. A webhook subscribed to candidate.hired receives the same package. Close out the other candidates with messages and reasons, and optionally set the job to delete its candidates after a number of months.

Who can do what

• The account owner can do everything, and is the default approver.
• A Recruiter teammate works in the shared workspace.
• A Viewer teammate (for example a hiring manager) can look, vote on candidates and ask to open a role, but can't change anything else.
• Billing, API keys, webhooks, data export and account deletion belong to the owner. The audit log records who did what.

Where AI is used

Scoring a CV compares it to the job's requirements and does not need AI. Uploaded CVs also get an AI summary of strengths, and some tools (the JD enhancer, interview questions, transcript analysis, the hiring assistant) use AI. Applications through the apply page are scored without AI. AI output is decision support: it shows its evidence and you decide.