Use cases · In-house talent teams
Rezumz for in-house talent teams
Inside a company the problem is rarely finding a CV. It is that every hiring manager runs the process differently and nobody can show later why a decision was made. Rezumz gives the team one process and a record of it.
Try it free →What is hard without it
- Roles are opened by a message in a chat, with no record of who approved the headcount.
- Interviewers rate candidates on different things, so debriefs become a contest of impressions.
- Decisions are made in meetings and the reasons are gone a week later.
- When someone is hired, their details are re-typed into the HR system.
How it works for you
01Ask for the role, and have it approved
Anyone on the account, including a hiring manager, can ask to open a role with the headcount, pay range and reason. A named approver decides, and declining needs a reason. Nobody can approve their own request.
02A scorecard everyone uses
Set what interviewers rate once per job, with a note on what a strong answer shows. Each interviewer's feedback form starts from it, so the debrief compares like with like.
03Let the hiring manager see and vote, simply
Give a hiring manager view-only access and share the review page for the job. They see the shortlist, a one-line summary of the interviews and where interviewers disagree, and vote yes, maybe or no with a reason.
04Decisions with reasons
Record advance, hold, reject or hire against a candidate, with a line on why and who decided. It stays on the record. AI output is shown as evidence for the people deciding and never decides.
05Offers that need sign-off
An offer letter goes to a named approver before it can be sent, and what is sent is exactly what was approved. The candidate signs online, and you keep a printable record.
06Controls for a careful team
An audit log of who did what at account level, two-step sign-in, read-only teammates enforced in the database, and a per-job setting to delete candidates a set number of months after the job closes.
07Hand the hire on
Marking someone hired sends a complete record to any webhook subscribed to it, and you can download the same record as a file.
What it doesn't do
- No single sign-on (SAML) yet, and an owner can't require two-step sign-in for the whole team.
- No ready-made connectors for specific HR or ATS products. Webhooks and a read-only API are the way in.
- The audit log records account-level actions, not every view of a candidate.
- Data is stored in the United States only, and there is no SOC 2 report. Your procurement team can see exactly where we stand in the Trust Centre.
We would rather you know now. See the Trust Centre for how we handle data and what we do not have yet.
Questions
Can hiring managers see everything?
A view-only teammate can see the workspace's data but can't change it, apart from voting and asking to open a role. Give access only to people who should see the whole workspace.
Can we set our own approval chain?
There is one approver per request or letter today: the account owner or a named teammate. Multi-step chains are not built.
Do you offer a signed data processing agreement?
A template is published, and a signed version is agreed on request. It has not yet been reviewed by a lawyer, and we say so on the Trust Centre.
See it on one real hire
Add a job and a few CVs and you will see the whole flow in about an hour.