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)

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 sits directly after the recruitment/ATS pipeline and before a candidate becomes an active employee in HR systems: recruiters own finding and evaluating candidates, and the Onboarding Suite owns converting an accepted candidate into a hired employee. Before it existed, that work happened manually over email and spreadsheets; now it's a structured, trackable workflow with role-based visibility and audit history. The Onboarding Suite runs a candidate's entire journey from HR Accept to hired: setting up document folders, building an onboarding workflow, sending the candidate mail sequence, and finally marking them hired or revoking the offer. This article covers just the first step: turning the suite on.

Onboarding Suite is switched on per organization from the internal User Dashboard, the admin screen showing Organization Details and Admin Controls for that org. This is an admin-level settings area, separate from the recruiter's day-to-day workspace.

Open the User Dashboard

In the UI & Dashboard section of admin settings, find Onboarding Suite, described as "Dashboard for hired candidates," and switch its toggle on. This adds an Onboarding Suite section to the recruiter portal's sidebar, with Dashboard, Offer Builder, and Settings.

Turn on the Onboarding Suite toggle

Once enabled, the Onboarding Suite dashboard lists only candidates whose stage is HR Accept, since they've cleared every interview round and HR has approved them. From here, set up document folders, then start onboarding for a candidate.

Only HR Accept candidates show up

How to turn on the Onboarding Suite from admin settings, and why only HR Accept candidates appear on its dashboard.

Enable the Onboarding Suite

Folders live inside the Policies for candidates section of Settings and let you group files instead of leaving them in one flat list. This adds folder-level organization on top of the policy library setup already covered in the existing Initial Setup article. This article also walks through the other org-wide Settings areas that have no screenshots of their own: background verification cost centers, data retention, and Do Not Hire retention.

In Onboarding Suite Settings, under Policies for candidates, click + Create Folder above the Uploaded files list. Folders organize the same file library used for the Mail Policies task. Opening this Settings page at all requires the "Register on OS" permission with edit access; if you don't see Settings under Onboarding Suite, ask an admin to grant it from Roles and Permissions.

Create a folder in Settings

Type a name into the field that appears and click Create. The new folder appears under Folders showing 0 files until you add something to it. You can rename or delete a folder later from its three-dot menu: renaming just relabels it, and deleting it does not delete the files inside — they move to Unfiled, or stay visible in any other folder they're tagged into.

Name the folder and create it

Inside the new folder's card, click + Add files to folder. This opens a dialog with two ways to add files, rather than uploading directly.

Open Add files to folder

Choose Select from earlier uploaded to reuse a file already in your organization's library with no duplicate upload, or Add new file from computer to upload a new PDF, JPEG, or PNG (15 MB max).

Pick how to add the files

The folder card now lists each file by name with view and Remove options, and its file count updates. A file isn't locked to one folder: click the folder icon on a file row to check or uncheck which folders it belongs to, or drag the file onto a folder — it can belong to several folders at once, or none, in which case it sits under Unfiled. Removing a file from inside a folder only untags it there; the file stays in your library. Removing it from Unfiled instead permanently deletes it, which requires Admin-level access to "Register on OS" and breaks any policy links already sent to candidates. These folders become available to pull from when you build the onboarding workflow.

Confirm the files were added

Cost Center 1, 2, and 3 are dropdown fields recruiters fill in on a candidate's background verification form. Set up the values in Settings before recruiters need them: type a value under the slot you want (for example CC-100) and click Add, or press Enter, to add it to the list. Click the trash icon next to a value to remove it. Values only appear as dropdown options during background verification once they've been set up here.

Set up background verification cost centers

Data retention controls how long candidate data is kept after onboarding completes. Toggle "Auto-purge candidate data" on and pick a retention period from the dropdown, 1, 3, 5, 7, or 10 years, defaulting to 7, to have data deleted automatically. Leave it off to keep data indefinitely, for organizations that need to retain records for compliance or audit reasons.

Configure data retention

Do Not Hire retention controls how long a candidate stays flagged as Do Not Hire before that flag is automatically cleared. Choose 3 months, 6 months, 12 months, or Permanent, which means the flag never clears on its own. Like the folder and policy library setup above, this setting is org-wide: it applies to your whole workspace, for every recruiter.

Configure Do Not Hire retention

Create and manage folders in Settings, tag files across them, and set up org-wide cost centers and data retention.

Set up document folders

Before any of this works, the Onboarding Suite must be turned on — see "Enable the Onboarding Suite." Once a candidate hits HR Accept, they appear on the dashboard; select who to onboard and you're redirected into Manage Onboarding, the workspace where you build their workflow.

From the sidebar, go to Onboarding Suite > Dashboard. It lists every candidate who's reached HR Accept, with each row showing Candidate (name and status badges), Role, Project, Joining Date, Comp. Summary (base salary and allowance), Tasks done (a progress indicator), and Actions. Search by name to find a candidate — results update automatically as you type — or narrow the list with the status filter (All, Paperwork Pending, Revoked) and the project filter, a searchable dropdown for organizations with many projects. See the existing Candidate Management article for the full search and filter reference.

Open the Onboarding Suite dashboard

Check the box next to one or more rows — a Manage Onboarding button appears with your selection count, alongside Clear to reset it, and Add to Paylocity if your organization has Paylocity enabled. Select a single candidate or a whole batch; the next screen builds one workflow for everyone selected. You don't have to open a profile for quick tasks: click the pencil icon next to a candidate's joining date to edit it inline, use the Start onboarding button for candidates with no workflow yet or the View button for those already in progress, and open a candidate's project in a new tab directly from their row.

Select the candidate(s) to onboard

Clicking Manage Onboarding redirects you here — the workspace with Task Library, Trigger Workflow, and Task Details columns. This is where you actually build the onboarding sequence; see "Build the onboarding workflow" for how to drag tasks in and configure them.

Land in Manage Onboarding

How to select candidates from the Onboarding Suite dashboard and open Manage Onboarding, where you build their workflow.

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