AI Search replaces complex Boolean queries with plain English. You describe the ideal candidate, and the AI extracts skills, experience, location, seniority, education, keywords, and qualifications automatically.

In the left sidebar, click Create New Project (top of the sidebar).

Open Create New Project

Select AI Search from the search-mode toggle at the top of the project setup screen.

Choose AI Search

In the prompt field, type a single sentence — for example: 'Senior Backend Engineer in New York with 5+ years of Go experience and Kubernetes.'

Describe the role

The AI surfaces the parsed skills, seniority, location, and required qualifications. Click any chip to edit it.

Review extracted parameters

Click Preview Candidates to see live results before you commit.

Preview the pool

Include location, years of experience, tech stack, and any non-negotiables. Vague prompts produce vague pools.

Describe your ideal candidate in one sentence — the AI handles the rest.

AI Search: sourcing in natural language

A single AI Search runs concurrently across every connected talent source, giving you a significantly larger pool than any one platform alone.

• LinkedIn — public profiles at scale.

• Open Web — GitHub, personal sites, conference bios, publications.

• Partner databases — Monster, Resume Library, Crunchbase and more.

• Your internal database — silver-medalists, past applicants, employee referrals.

🎥 Video Tour: Understanding source coverage

Source coverage is shown in the pool preview so you can see exactly where each candidate came from.

Search LinkedIn, the open web, partner databases, and your internal pool at once.

Multi-source candidate search

Before importing hundreds of candidates into a Project, use the refinement toolbar to shape the pool exactly to your needs.

Click any parsed chip (skill, location, seniority) to modify or remove it.

Edit parameters

Use the Broaden / Narrow buttons to loosen or tighten qualifications in bulk.

Broaden or narrow

Click Regenerate to re-run the search with updated parameters. The candidate count updates live.

Regenerate

Broaden, narrow, and regenerate before importing candidates.

Refining and previewing results

When you're satisfied with the preview, one click creates the project, imports every candidate, and runs AI Insights on the entire pool.

Verify the candidate count in the preview panel.

Confirm the pool

Hit the primary button in the top-right of the search screen.

Click Create Project

Assign the project to an existing folder or leave it under Non-Projected. You can move it later from the All Projects view.

Choose a folder (optional)

The new project appears at the top of All Projects with status Active.

Open the project

Turn a search into a fully-organized sourcing project instantly.

One-click project creation

For every sourced candidate the platform automatically generates a summary so recruiters can skip the first-pass resume review entirely.

• Skill analysis with required vs. present skills

• A short 'Why this candidate is a good fit' paragraph

Sort the candidate list by Match Score to prioritize outreach on the top ~10% first.

Match scores, skill analysis, and 'why this candidate is a fit' for every profile.

AI Candidate Insights

Intelligent candidate sourcing across LinkedIn, the open web, and partner databases.

AI Copilot

Every job in HireQuotient becomes a hiring pipeline, a careers-page listing, and (optionally) a sourcing project — all from one form.

🎥 Video Tour: Job creation walkthrough

In the left sidebar, expand Jobs & Hiring → All Jobs.

Open Jobs & Hiring

Click Create Job

Enter title, department, location, employment type, salary range, and description. Use the rich-text editor for structured requirements and responsibilities.

Fill the job form

Save as Draft, Publish Now, or Schedule Publishing for a future date.

Choose publishing options

On publish, the job is pushed to your careers page and (if enabled) an automatic sourcing project is created.

Publish

Build, edit, duplicate, and publish job openings.

Creating and publishing jobs

Skip manual data entry. Upload a JD (PDF, DOCX, or paste text) and the AI extracts title, skills, responsibilities, and requirements — pre-populating the entire job form.

In the job creation modal, switch the toggle to 'Create with AI'.

Click Create Job → Use AI

Upload or paste

The form pre-fills. Adjust anything before clicking Publish.

Review & edit

Structured JDs (clear headings for Requirements, Responsibilities) produce the best extractions.

Upload a job description and let the AI pre-fill everything.

AI job creation from a JD

HireQuotient integrates with your website's careers page. Applications submitted there flow directly into Recruiter OS, associated with the correct job.

🎥 Video Tour: Wiring up your careers page

Find the Careers Page tile under Integrations.

Open Integrations → Careers Page

Copy the provided script tag or iframe URL.

Copy the embed snippet

Add the snippet to your careers page HTML.

Paste on your site

Submit a test application. It should appear in Recruiter OS within a minute.

Verify

Publish jobs directly to your company careers site with auto-capture.

Careers page integration

When Auto-Vetting is on, publishing a job creates a sourcing project, a candidate pipeline, and a vetting workflow — with zero manual setup.

• Sourcing project seeded from job requirements

• Vetting workflow (screening questions, assessments) pre-attached

Every published job can auto-spawn a sourcing + vetting workflow.

Automatic vetting projects

Jobs, applications, and pipelines — the full ATS.

Recruiter OS (ATS)

The funnel view visualizes every stage of your pipeline, from sourced to hired, with drop-off percentages surfaced automatically.

🎥 Video Tour: Reading the hiring funnel

Conversion rate, stage drop-offs, and pipeline health.

Funnel analytics

Compare referrals, job boards, outbound sourcing, and social channels side-by-side — by volume, conversion, and quality.

Which channels bring your best candidates?

Source analytics

Understand not just how many candidates each source produces, but how good they are.

• Talent freshness (time since last role change)

Source quality, feeder companies, and talent freshness.

Quality analytics

• Time to Fill (by job / department / recruiter)

• Scheduling delays (offer sent → accepted)

Time to Fill, Time in Stage, and scheduling delays.

Time metrics

• Interview calibration (score variance between interviewers)

Offer acceptance, ghosting rate, interview calibration.

Hiring metrics

AI Insights layers narrative recommendations on top of raw metrics — 'your Screening stage drop-off is 62%, driven mostly by JD misalignment on the Backend Engineer role.'

AI Insights refresh nightly. Trigger a manual refresh from the Insights tab.

AI Insights

Executive-level hiring intelligence with AI-generated recommendations.

Recruitment Analytics

HireQuotient is an AI-powered recruitment operating system that spans the entire hiring lifecycle — from sourcing candidates to onboarding new hires — in a single interface. This overview walks you through the major modules and how they connect.

• AI Copilot — natural-language candidate sourcing across LinkedIn, the open web, partner databases, and your internal pool.

• Recruiter OS — full ATS for jobs, pipelines, and candidate CRM.

• Outreach Engine — multi-channel email, LinkedIn, and SMS sequences.

• Interview Suite — scheduling, AI-assisted interviews, Fireflies transcripts.

• Offer & Onboarding — offer letter builder, digital acceptance, AI background verification.

• Analytics — funnel, source, quality, time, and hiring metrics with AI insights.

A recruiter typically starts in AI Copilot with a natural-language search, imports the shortlisted candidates into a Project, enriches contact information, launches a multi-channel outreach sequence, schedules interviews via magic booking links, collects AI-summarised interview feedback, and closes the loop by generating an offer and running an AI background check — all without leaving the platform.

New to HireQuotient? Run through the Quickstart guide to publish your first job and source your first candidates in under 15 minutes.

How HireQuotient works as an end-to-end AI Recruitment Operating System.

Platform overview

This quickstart takes you from a fresh workspace to a live sourcing project with candidates being contacted. You'll use AI Copilot, Recruiter OS, and the Outreach Engine end-to-end.

Log in to HireQuotient and confirm your workspace name in the top-left. If you're joining an existing workspace, accept the invite email first.

Create your workspace

Open the sidebar under Communications → Channel Authorisation. Connect at least one of Gmail, Outlook, SMTP, or LinkedIn so outreach can send from your inbox.

Connect a communication channel

Click Create New Project in the left sidebar, choose AI Search, and describe your role in one sentence (for example: 'Senior Backend Engineer in NYC with 5+ years of Go and Kubernetes').

Create a project with AI Search

Review the extracted skills, seniority, and location. Broaden or narrow the search, then click Regenerate to preview a new pool.

Preview and refine

Click Create Project. Hundreds of candidates are imported with AI insights, match scores, and star ratings pre-computed.

One-click import

Select candidates, click Enrich Contact, then Start Outreach. Pick an email + LinkedIn Connect sequence and hit Launch.

Enrich and launch outreach

Once responses come in, HireQuotient auto-schedules interviews using magic booking links — no calendar back-and-forth.

Q: Do I need to configure Boolean strings?

No. AI Search extracts skills, experience, location, seniority, education, keywords, and qualifications from a plain-English sentence.

Yes — you can add notes, ratings, tags, and move candidates between stages in the pipeline.

Publish a job, source candidates with AI, and launch your first outreach sequence.

Quickstart: your first hire in 15 minutes

Every HireQuotient account belongs to a workspace. Workspaces contain users, projects, jobs, and shared integrations. This guide covers user management, roles, and workspace defaults.

In the left sidebar, expand Users & Organizations and click Create User/Org.

Open Users & Organizations

Enter the teammate's email, choose a role (Recruiter, Hiring Manager, or Admin), and click Send Invite.

Add a user

New users appear in User List with a Pending status until they accept the invite from their email.

Verify access

🎥 Video Tour: Setting up your workspace

• Admin — full access, billing, integrations, user management.

• Recruiter — create projects, source, run outreach, schedule interviews.

• Hiring Manager — review candidates, submit interview feedback, approve offers.

Invite teammates, assign roles, and configure workspace defaults.

Account & workspace setup

The Onboarding Suite is the module that manages a candidate's journey from the moment they clear final interview rounds and receive HR approval, through offer, verification, and paperwork, to their official hire date. It sits directly after the recruitment/ATS pipeline and before the candidate becomes an active employee in HR systems.

Candidates only become visible to the Onboarding Suite once they reach the HR Accept stage, candidates still in interview rounds are not yet part of this system. This keeps recruitment and onboarding cleanly separated: recruiters own the find and evaluate phase, and the Onboarding Suite owns the convert accepted candidate into hired employee phase.

Once a candidate is approved, there's a distinct set of operational work that has nothing to do with interviewing: sending and negotiating an offer, collecting onboarding paperwork, collecting signed documents and policy acknowledgments, and coordinating orientation all before day one. Previously this work would happen manually over email/spreadsheets; the Onboarding Suite gives it a structured, trackable workflow with role-based visibility and audit history.

Every candidate's onboarding is built from the same set of tasks. You choose which ones apply and in what order when you build the workflow.

Draft compensation, role, and schedule details from a template or from scratch, preview the PDF, and send it for signature.

Create Offer Letter

Send company policy documents to the candidate for review and signature, either a whole folder or individual files.

Mail Policies

Request specific documents from the candidate, by name and accepted file format.

Collect Documents

Schedule a date, time, and location (or virtual link), then send the invite email.

Orientation Invite

Candidate submits personal, tax, and direct deposit details online. You review and confirm it to complete onboarding.

Onboarding Paperwork

Task order isn't fixed. See "Building and Triggering an Onboarding Workflow" for how to select tasks, sequence them, and save the sequence as a reusable template.

Candidates never log in. Each task email contains a unique link, tied to that candidate, that opens a page for signing policies, uploading documents, or reviewing an offer.

The offer is built in Offer Builder and sent to the candidate.

Offer Draft to Offer Sent

The candidate responds from their inbox page. A change request routes back to the recruiter before anything else moves forward.

Offer Accepted / Rejected / Changes Requested

Once accepted, the rest of the workflow (policies, documents, orientation, onboarding paperwork) runs based on the sequence that was built.

Onboarding tasks run

Status updates automatically as the candidate completes each task in the workflow.

Paperwork Pending to Onboarding In Progress

Once every task in the candidate's workflow is completed, the recruiter makes the final call: mark the candidate Hired, or mark the offer as Offer Revoked.

Hired or Offer Revoked

Q: Do candidates need to create an account?

No. Every candidate-facing page works from the unique link in their email, no login required.

Q: Can I customize which tasks a candidate gets?

Yes. Use Manage Onboarding to pick tasks and reorder them per candidate or per group before triggering the workflow. See "Building and Triggering an Onboarding Workflow" for the full walkthrough.

Q: What happens if I revoke a candidate mid-onboarding?

Their status changes to Offer Revoked. Anything already completed, like a signed offer, stays on record, but no further tasks are triggered.

What the Onboarding Suite is, the tasks it runs, and how a candidate moves from offer to hire.

Overview

Before you send your first offer, spend a few minutes on Onboarding Suite Settings. This page controls organization wide defaults: what documents candidates must submit, which policy files can be mailed to them, the cost center dropdowns used during background verification, and how long candidate data is kept. Everything here applies to your whole workspace, for every recruiter.

You need the "Register on OS" permission, with edit access, to open this page. If you don't see Settings under Onboarding Suite, ask an admin to grant it from Roles and Permissions.

Define what candidates must provide, such as ID proof, education documents, or signed forms, so recruiters and candidates work from the same checklist. This has its own dedicated article with full steps: "Configuring Required Documents from Candidates."

Cost Center 1, 2, and 3 are dropdown fields recruiters fill in on a candidate's background verification form. Set up the values before recruiters need them.

From the sidebar, go to Onboarding Suite, then Settings, and scroll to "Background verification cost centers."

Open Onboarding Suite, then Settings

Cost Center 1, 2, and 3 are independent slots. Decide what each one means for your org, for example Cost Center 1 for department and Cost Center 2 for location.

Decide what each slot represents

In the input under the slot you want, type a value (for example CC-100), then click Add or press Enter. It appears in the list below the input.

Type a value and click Add

One time, org wide setup for the Onboarding Suite: policy library, cost centers, document checklist, and data retention rules.

HireQuotient Knowledge Base

Platform documentation

AI Copilot

Recruiter OS (ATS)

Recruitment Analytics

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Getting Started

Onboarding Suite

AI Copilot

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Candidate Pipeline

Candidate CRM

Employee Referrals

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Outreach Engine

Duplicate Protection

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AI-assisted Interviews

Fireflies Integration

Multi-round Interviews

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