Screening and interviews
How you move a candidate through the pipeline, what screening questions do and how an interview ends up evaluated.
A job post's pipeline is where you follow each candidate, from Sourced to Hired. You open it from the job post overview with View pipeline, and you see it as Pipeline, Table or Kanban.
Everything in this tutorial is free on every plan. The only thing that spends AI usage is what the AI proposes: questions, answers and scores.
The pipeline
| Stage | What it means |
|---|---|
| Sourced | Sourcing brought them and they haven't replied yet |
| Screening | They replied, and you confirm what the profile didn't say |
| Interview | You're interviewing them. This stage can be split into several with Edit recruitment stages |
| Shortlist | You present them to the client, with their report |
| Hired | They got hired |
On top of the stage, each candidate has a status: Active, Disqualified or Withdrawn. Each stage's count only includes active candidates. To see a stage's disqualified candidates, tap See disqualified.
Each candidate shows their next step, like reviewing the screening, scheduling the interview, completing the scorecard or generating the report. The list splits into To do and Waiting.
Move them
From the profile, Advance to the next stage. You can also use Move to, one at a time or in bulk, or drag the card in Kanban. Two stages need something first:
| Stage | What it needs |
|---|---|
| Shortlist | The report generated |
| Hired | The salary and the start date |
Someone marked as do not contact can't be moved.
Disqualify them
Disqualify asks for a reason and, if you pick Other, a comment. If the candidate dropped out, pick Withdrew: they become Withdrawn and leave the metrics.
Every disqualification can be undone: Back to the process, with a comment. If Reclee disqualified them, for example for failing a must-have, the way back is in the Compatibility tab, with Override and return to pipeline.
Screening questions
Candidates answer them when they apply through your careers page. They're all required, and the candidate doesn't see the expected answer or which ones are must-haves.
| If the person applying… | This happens |
|---|---|
| Is new | They enter the job post in Screening |
| Was Sourced | They move to Screening by themselves, and you get a notification |
| Was already further along | They don't move: their CV and answers are updated |
If they fail a number or multiple-choice must-have, they're disqualified automatically. A free-text one waits for review: it never disqualifies on its own.
The result shows in the Compatibility tab: Passed, Needs review, Failed or Not answered. You confirm each answer or dismiss it with a reason. Reviewing an answer changes the result, not the candidate: if you dismiss a failed must-have, they stay disqualified until you bring them back to the process.
Candidates who come from sourcing don't fill in this form. Whatever you don't know about them, you ask in the interview.
The candidate profile
| Tab | What's there |
|---|---|
| Next steps | The status of the screening, interviews, scorecard and report, with the next action |
| Compatibility | The Match score, the coverage, each sourcing criterion and the screening |
| Profile | The person: their experience, contact info, tags and notes |
| Interviews | Each interview, with its questions, transcript and answers |
| Evaluation | The scorecard, the recommendation rationale and the considerations |
| Report | What's missing to generate it, and its versions |
| Activity | The team's comments and everything that happened to the candidate in this job post |
The interview
Create it
In Interviews, tap Add the first interview (or New, if there's one already). Give it a name, a type, the stage, the day and who's interviewing. The types are Screening, Deep dive, Technical and Final.
Prepare the questions
Generate questions has Reclee propose them from what it already knows about the candidate and the job post, without repeating what's already been answered. They arrive for review: confirm, edit, reorder or dismiss them. You can also Add question manually, or ask for a change in the box below, which shows you each change to accept or dismiss.
After the interview
Tap Mark as held and paste the transcript into the Transcript block. It saves when you leave the box.
Get the answers
Generate answers from transcript proposes one answer per question. Whatever wasn't discussed is marked Not covered in the transcript. Confirm, edit or dismiss each one: editing an answer also confirms it.
The interviewer's notes are private: they never reach the client.
The evaluation
Evaluation criteria belong to the job post: you set them when you create it, and one you add from a candidate's profile is added for every candidate.
With a held interview and its transcript, in the Evaluation tab tap Generate scores and comments. Reclee proposes a score from 1 to 5 per criterion, with a verbatim quote from the interview. You Adopt, Adopt and edit or Dismiss each proposal: nothing counts until you adopt it. You can also score by hand. Not scored isn't zero: the result shows as partial while scores are missing.
With the scorecard complete, the next step is the report. It's in The client report.
Comments, feedback and labels
| What it is | What to know | |
|---|---|---|
| Comment | What the team writes about the candidate, in the Activity tab | It's tied to a stage. You can reply to it |
| Feedback | Positive, neutral or negative, optional on each comment | The list shows the one from the latest comment in the current stage. When the stage changes, it goes back to No feedback |
| Label | A mark on the candidate in this job post | You create them from Labels. They belong to the whole team: renaming one changes it for everyone. You can filter by them |
| Note | Free text about the person | It lives in their profile and follows them to every job post |
To get started
Open your job post's pipeline and create the first interview for your best candidate.