Overview
The Manual Hiring Workflow gives recruiters full control over the hiring process. Instead of relying on automatic rules, recruiters or hiring managers manually decide when candidates move to the next stage.
This workflow is suitable for roles that require careful judgement, custom review, portfolio evaluation, or senior stakeholder involvement.
When to use a manual workflow
Use a manual workflow when:
The role is senior or specialized
Candidate quality matters more than hiring speed
You need hiring manager review at multiple stages
You want to review portfolios, case studies, or work samples
The hiring process varies by candidate
You are hiring for a small applicant pool
Common manual workflow stages
A typical manual workflow may include:
Stage | Purpose |
New Application | Candidate has applied |
Recruiter Review | Recruiter reviews CV and application |
Hiring Manager Review | Hiring manager evaluates fit |
Assessment | Candidate completes a test or task |
Interview | Candidate attends an interview |
Final Review | Team compares shortlisted candidates |
Offer | Candidate is selected for offer |
Hired or Rejected | Final outcome is recorded |
Creating a manual workflow
To create one:
Go to Jobs.
Create a job or edit a draft job.
Open Hiring Workflow.
Select Manual Workflow.
Add or remove hiring stages.
Assign reviewers if needed.
Save the workflow.
Publish the job.
Moving applicants manually
To move an applicant:
Open the job.
Go to Applicants.
Select the applicant.
Review their profile.
Click Move to Next Stage or Change Status.
Select the new stage.
Add an internal note.
Save the update.
Assigning reviewers
You can assign reviewers to specific candidates or stages.
For example:
Recruiter reviews initial applications
Hiring manager reviews shortlisted candidates
Technical reviewer checks assessments
Department lead makes final decision
To assign a reviewer:
Open the applicant profile.
Click Assign Reviewer.
Select the team member.
Add review instructions.
Save the assignment.
Collecting feedback
Reviewers may leave feedback directly on the applicant profile.
Good feedback should include:
Evidence from the CV, assessment, or interview
Strengths related to the role
Concerns related to the role
Recommendation to proceed, hold, or reject
Avoid vague comments such as “not a good fit” without explanation.
Sending assessments or interview invitations manually
In a manual workflow, recruiters decide when to send assessment or interview invitations.
To send an invitation:
Open the applicant profile.
Select Send Assessment or Invite to Interview.
Choose the assessment or interview type.
Review the message.
Send the invitation.
Final decision
Once all reviews are completed, update the applicant’s final status.
Possible final outcomes:
Outcome | Meaning |
Hired | Candidate accepted or has been selected |
Rejected | Candidate will not proceed |
Withdrawn | Candidate withdrew from the process |
On Hold | Decision is delayed |
Talent Pool | Candidate is not selected now but may be considered later |
Best practices
Use manual workflows when human judgement is important.
Keep the process organized by updating applicant stages consistently. If recruiters forget to update statuses, the applicant pipeline becomes unreliable.
Document decisions clearly so your hiring team can understand why candidates moved forward or were rejected.