Employee Hub
Announcements that require an action, tracked per employee, with reach reporting for managers.
Next.js · TypeScript · PostgreSQL · Auth.js
Explore
From $649
Recruiting overviewRecruiter1 / 8
HR & Portals
RecruitingLive
Applicant Hiring Pipeline
An applicant tracking system that is fast for the recruiter, honest with the hiring manager, and defensible a year later when somebody asks why a candidate was rejected. No per-recruiter licence, and the source of every application is recorded rather than guessed.
- From
- $599
- Function
- 23
- Roles
- 4
- Users
- Unlimited
Next.js · TypeScript · PostgreSQL · Tailwind
Inside the app
What it does out of the box
23 connected functions on one schema, spanning four permission levels. Everything below is in the template before a line of customisation.
Recruiting overview
Open requisitions, active candidates, interviews this week and median time to hire, with a funnel counted at the stage each application is in now.
Requisitions
Draft, pending approval, open, on hold and closed, with openings filled against target. A requisition past its target date says so everywhere.
Candidates
Filtered by stage and source, with the source recorded at application rather than attributed later. It is the only honest way to compare channels.
Pipeline
One requisition as a board, with time in stage computed from timestamped stage changes rather than typed in by anybody.
Interviews
Phone screen, technical, onsite, panel and final, with calendar sync. An interview past its time and still scheduled is chased, not quietly reclassified.
Scorecards
The same criteria on the same scale for every interviewer on a requisition, and no editing once another interviewer has seen it.
Email templates
Reusable templates with merge fields, sent from the candidate’s application so the record stays attached to them.
Rejection reasons
A taxonomy rather than free text, so you can answer what you actually reject people for. Including the reason in the email is optional and off by default.
Users and roles
Four roles with different reach. Suspending a leaver keeps their scorecards and their decisions on the record.
Custom fields and taxonomies
Notice period, right to work, salary expectation, cost centre; stages, sources and interview types, all editable without a developer.
Retention
Unsuccessful applicants anonymised after twelve months, and an erasure request that removes the person while keeping the count.
Audit log
Append only, exporting with the application. Hiring decisions are the ones you may have to defend.
Permissions
Four roles, one build
An interviewer sees the interviews they are on. A hiring manager sees their own requisitions and the decisions on them. A recruiter runs the desk. An admin owns the configuration. Every level is included, and reach is enforced on the server rather than by hiding buttons.
Interviewer2 functions
Only what they were asked to do
- The interviews they are actually on
- Their own scorecard, on the shared criteria
- No sight of salary, other candidates or the pipeline
- A scorecard locks once a colleague has read it
- Nothing to configure and nothing to break
Recruiter10 functions
The whole desk
- Requisitions from draft through to closed
- Candidates with the source recorded at application
- The stage board, with time in stage computed
- Interview scheduling, including the overdue ones
- Candidate email templates with merge fields
Admin23 functions
The configuration everything obeys
- Everything a recruiter can do
- Users, roles and what each one can reach
- Custom fields on candidates, applications and requisitions
- Stages, sources, interview types and rejection reasons
- Retention, anonymisation and the append-only log
The build
Every function in the box
23 functions, all of them live in the preview. Nothing on this list is a mockup or a roadmap item.
Access
- Sign in
Hiring
- Recruiting overview
- Requisitions
- Candidates
- Pipeline
Assessment
- Interviews
- Scorecards
Administration
- Email templates
- Users
- Configuration and audit
What you get
Delivered as a repository, not a login.
In-house talent teams hiring 20–500 people a year.
- 10 production functions spanning four permission levels
- Full source code and PostgreSQL schema in your repository
- Role-based access control, enforced server-side
- Immutable audit log written on every change
- Responsive layouts, usable on a phone, not just resized
- CSV import and export on every core record
- Deployment configuration for your cloud account
- Twelve months of updates, and no per-seat charge ever
Access and evidence
Defensible, not just fast
Hiring decisions get challenged, sometimes years later. The controls that make a process defensible are the same ones that make it fair, and they cost nothing except being enforced consistently.
- Scores hidden until every scorecard is in, so the first score cannot anchor the panel
- Submitted scores cannot be edited, only annotated
- A debrief is blocked while a scorecard is outstanding
- Criteria fixed per stage, not invented on the day
- Rejection reasons chosen from a defined list
- Custom fields and taxonomies changed without a developer
- Pass-through rates reportable by demographic where you must report them
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Questions
Applicant Hiring Pipeline, in practical terms
Do I get the source code for Applicant Hiring Pipeline?
Yes. The repository, application code, database schema, migrations, seed data and deployment configuration, is transferred to your organisation on delivery. There is no licence key and nothing that calls home.
How many recruiters and interviewers can use it?
As many as you like. Per-recruiter licensing is why most companies restrict their ATS to the talent team and email spreadsheets to everyone else. Pricing here is per application, so every interviewer can have an account.
Why are interview scores locked?
Because if panellists can see each other's scores before the debrief, the first score anchors the rest and the panel stops being independent. Scores stay hidden until every scorecard is submitted, and a debrief is blocked while one is outstanding. It is the cheapest fairness control an ATS can offer.
Can it publish our careers page?
Yes. Open roles generate a fast, indexable public job board with structured markup, so listings can surface in job search rather than being trapped behind a JavaScript widget.
Can Applicant Hiring Pipeline be changed to match our process?
That is the usual route. A fitted build adjusts stages, scorecard criteria, rejection reasons, candidate email templates, custom fields, careers page design, branding and up to two integrations, and typically takes one to three weeks from a signed scope.
What does it cost to run?
Hosting only, paid to your own cloud provider, roughly $50 to $200 a month depending on application volume and CV storage. There is no recurring fee to us unless you choose managed hosting.
Want Applicant Hiring Pipeline shaped around your process?
A fitted build adjusts fields, stages, roles and integrations to how your team already works. One scoping call, a fixed price, one to three weeks.
