> ## Documentation Index
> Fetch the complete documentation index at: https://docs.harly.dev/llms.txt
> Use this file to discover all available pages before exploring further.

# Daily recruiting workflow

> A practical operating guide for reviewing candidates, collaborating, scheduling, and closing a hire.

Use this sequence to keep candidate work visible without turning Harly into a
second inbox.

<Steps>
  <Step title="Start from the pipeline">
    Open the job pipeline and work from the oldest actionable applications.
    Use filters for owner, stage, department, or region instead of exporting
    candidate data to personal spreadsheets.
  </Step>

  <Step title="Review the candidate record">
    Read the application, resume, answers, notes, and activity timeline before
    changing the stage. Add a concise note that explains the decision and the
    next owner.
  </Step>

  <Step title="Assign the next action">
    Create a task for a missing review, use a scorecard for structured
    feedback, or move the application to the next stage. Harly updates open
    views through its realtime channel; a hard refresh is only a recovery path.
  </Step>

  <Step title="Schedule the interview">
    Create the interview with the attendees, timezone, duration, and video
    provider. Calendar and meeting integrations sync in the background. If a
    provider is unavailable, the interview remains saved and shows a warning
    that can be retried.
  </Step>

  <Step title="Communicate from the record">
    Send candidate email from the application or mailbox. Keep replies attached
    to the candidate thread and avoid forwarding sensitive resumes to personal
    accounts.
  </Step>

  <Step title="Close the loop">
    Send an offer, record the decision, or reject with the appropriate reason.
    For signed offers, verify the signing status from the document record,
    not from an unverified screenshot or email claim.
  </Step>
</Steps>

## Collaboration rules that scale

* Put the decision and next step in a note, not only in chat.
* Use scorecards for comparable interview feedback.
* Assign one accountable owner per application.
* Treat AI output as a draft or signal; a human owns the hiring decision.
* Export or delete candidate data only through an approved privacy workflow.

<Tip>
  Configure an automation for routine notifications, but keep irreversible
  actions such as rejection, deletion, or offer withdrawal behind an explicit
  human step.
</Tip>