Hiring holds your open positions and the applicants against each one, with counts of what is open, who has applied, and who is in progress.
Postings
A posting carries the role, the company name used in emails to candidates, and the addresses that should be notified when somebody applies.
Notifications matter more than they sound. The single most common way a small business loses a good candidate is a slow first reply — good people are usually applying to several places at once, and the first business to respond has an advantage that nothing later in the process makes up for.
The AI first round
A posting can include an AI interview: a first-round conversation with the candidate, with an assessment produced from it.
The instructions given to the interviewer are yours to write, and worth writing carefully. Generic instructions produce a generic conversation. Ask about the things that actually predict success in your trade — how somebody handles a customer who is unhappy, what they do when a part does not arrive, whether they have worked unsupervised.
Where it should and should not decide
Treat the assessment as a screening aid, not a verdict. It is useful for the first pass through a large stack, where the alternative is nobody reading half of them. It is not a substitute for talking to somebody, and it should not be the reason a candidate is rejected on its own.
Two practical cautions. Hiring decisions are subject to employment law wherever you operate, and "the software scored them low" is not a defence. And an assessment is only as fair as the instructions behind it, which are written by you.
After the offer
An accepted offer leads into onboarding, where the first-week checklist lives.