Hiring demand, governed from the first approval
Recruitment runs the full pipeline from approved demand to accepted offer, driven by Dataverse business process flows rather than by convention. Requisitions are approved and channelled instead of negotiated over email, candidates persist as a pool rather than an inbox, and every decision leaves evidence behind it.
Requisition, pool, interview, offer
Raise the requisition
An eight-state lifecycle with priority, employment type, target start date and a position-based approval matrix — then posting across the company website, internal posting, social media, the talent community and employee referral.
Screen the pool
Every stored CV is parsed into a summary and an extracted skills profile, with a visible processing status. Applications carry a match score and a written rationale for it.
Interview on a scorecard
Templates per department and position, composed of competency-tagged weighted items, scored on a six-point proficiency scale with a four-point recommendation.
Close the offer
Offer document, offer date, expiry and candidate response date, moving through a seven-state lifecycle from internal approval to acceptance.
Three modules behind the pipeline
Hiring demand becomes a governed pipeline.
- Eight-state requisition lifecycle
- Priority, employment type and target start date
- Position-based approval matrix
- Five posting channels including referral
- Candidates persist with source, education and seniority
- Ten-reason blacklisting handled formally
Every CV becomes searchable data on arrival.
- CV parsed into a summary and skills profile
- Processing status and timestamp visible
- Match score against the requisition
- A written rationale beside the score
- Screening concentrates on the top of the list
- The reason survives a challenge
Comparable evidence instead of recollection.
- Templates per department and position
- Competency-tagged, weighted items
- Multiple-choice and open-ended grading
- Six-point proficiency scale, four-point recommendation
- Feedback chased automatically
- Seven-state offer lifecycle
What changes for the business
The ranked shortlist and the reason for the ranking arrive together, so the first pass is already done.
Candidates are compared on the same scorecard rather than on what each interviewer remembers.
Every CV ever received stays searchable, so the second time you hire for a role the pipeline is already there.
An eight-state pipeline with a sixteen-reason disposition list makes drop-off analysable rather than anecdotal.
Recruitment and onboarding, and the AI behind it
Recruitment & Onboarding
Supports the hiring journey from job requisition and candidate tracking to interviews, offers, onboarding tasks, document collection and new-hire readiness.
- Job requisitions and approvals
- Candidate database
- Recruitment pipeline
- CV parsing and profile capture
- Interview scheduling
- Candidate evaluation
- Digital onboarding checklist
- Document collection
- Equipment and access requests
- Probation tracking
Candidates and new hires experience a smoother, more structured and more welcoming journey from application to first day and beyond.
See XEE Recruitment on your own data.
A working session, not a slide deck — we run the product against a process you actually have and you judge it on that.