Lina KhatibGrowth marketer
Applied todayRecruitment spreadsheet alternative
Move beyond the tracker when the handoffs need a home.
CapoFine Hire helps growing recruitment teams move from a shared spreadsheet to one visible workflow for vacancies, candidate communication, interviews, feedback, and next actions. Your team keeps every hiring decision.
New2
Amara OkaforPaid media
Applied yesterdayScreen1
Kiran MehtaMedia lead
Owned by SophieShortlist1
Move here
Stages match the hiring flow for this vacancy
- Configurable hiring stages
- Human-owned decisions
Start with the work around the sheet
A tracker may still fit. The question is whether the process has outgrown it.
Do not change systems because a platform exists. Change when recruiters and hiring managers repeatedly rebuild the same candidate story before they can act.
One stable process
Can one owner keep it current?
A small number of active vacancies, clear stage names, and a reliable review rhythm can make a shared tracker a practical record.
Is the handoff simple?
The tracker may still fit when candidate messages, interview timing, and feedback do not require a shared live view across several people.
Shared coordination is becoming the work
Where does context fragment?
Notice where a recruiter has to reconcile rows, inboxes, calendar threads, and feedback notes before the next person can respond.
What should become visible?
A new owner should be able to find the vacancy, current stage, candidate communication, interview plan, outstanding feedback, and next action without rebuilding the story.
Plan a controlled move
Use one active vacancy to prove the new working loop.
A practical migration is a small, inspectable change. It starts with the people and information needed to run current hiring work, not a bulk import of every historic row.
Scope
Choose one live role
Map its actual stages, recruiter, hiring manager, interview contributors, and candidate handoffs before copying data.
Records
Decide what belongs in the move
Separate active candidate context from duplicate, closed, or historic records. Ask your privacy and records owners to review retention and access decisions.
Ownership
Name the next action owner
Make the recruiter, hiring manager, or interviewer responsible for the next contribution visible in the configured workflow.
Keep candidate context together
Give every owner the record they need before they act.
Hire keeps vacancies, applicants, candidate ownership, communication, interview coordination, and post-interview feedback connected to the hiring workflow. It helps a team coordinate work without turning structured feedback into an automated verdict.
- Candidate ownership and shared recruiter queues
- Candidate communication and scheduled follow-up
- Interview coordination and post-interview feedback
Lina Al-KhatibCandidate record · 3 applications
Open any activity to see the full context.
Candidate reached outHire kept the recordYour team followed up
Candidate reached out
Hire kept the record
Your team followed up
Check the field map and the handoff
Migrate only the information that serves the active process.
Before moving records, agree what the team needs to see, who needs access, what stays in the old system, and how an exception reaches the right person.
Keep the scope useful
What should enter the new workflow?
Use the current vacancy, agreed stage, relevant candidate communication, interview details, and outstanding feedback needed for the next decision.
What should stay outside the pilot?
Leave closed requisitions, duplicate profiles, undefined statuses, and historic notes out until the team has made a deliberate records decision.
Make the next step inspectable
What should the recruiter check?
Confirm the recruiter can see the current stage, candidate conversation, next interview, and follow-up without searching separate systems.
What should the hiring manager check?
Confirm the manager can see the contribution they owe and the post-interview evidence needed for the debrief.
Keep decisions with the team
Use structured workflow without automating judgment.
A good migration makes responsibility clearer. It does not decide who progresses, prescribe a retention policy, or replace the hiring team's role criteria and exceptions.
Communication
Keep the active conversation visible
Candidate communication can remain attached to the candidate record so the next owner starts with context.
Interviews
Coordinate the human moments
Plan interviews, use supported calendar connections and candidate self-scheduling, then keep feedback ready for a team debrief.
Feedback
Structure evidence after interviews
Use scorecards for post-interview feedback and debrief context. They are not candidate tests, and people make the decisions.
Expand only after the first loop works
Set a hiring flow once, then improve it with the team.
Hire supports reusable hiring-flow templates, configurable stages, candidate ownership, and recruitment follow-up. Start with a real vacancy, record the gaps, then add complexity only when the team can explain the next action and its owner.
- Reusable hiring-flow templates
- Configurable stages and candidate ownership
- Tasks, reminders, and workflow follow-up
Company flowMarketer
- 1NewInternal stage
- 2ScreenApplicant visible
We will review your application and let you know what happens next.
10 working days after applications close
- 3ShortlistApplicant visible
- 4InterviewApplicant visible
Careers page
1ScreenExpected around 28 August
2ShortlistExpected around 8 September
Questions? Ask SophieRecruiter contact details appear when enabled
Vacancy detail
New2LALina Al-KhatibShared recruiter queue
Screen1KMKiran MehtaOwned by Sophie
Shortlist1
Hire FAQ
Recruitment spreadsheet alternative questions, answered.
When should a team replace a recruitment spreadsheet?
Consider a change when several people need the same current candidate context, or when interview timing, candidate communication, feedback, and next actions repeatedly need separate spreadsheets, inboxes, and calendars.
Should we migrate every historic candidate row?
No. Start with one active vacancy and the information needed to run its current hiring workflow. Decide separately which historic records remain in the old system, are archived, or need a retention review.
What should we test during a recruitment migration?
Test whether the recruiter and hiring manager can find the current stage, candidate communication, interview details, outstanding feedback, and next owner for one active role.
Can Hire support a different flow for each vacancy?
Yes. Hire supports configurable hiring pipelines and stages, so teams can use a workflow that fits the vacancy and the people who own its next steps.
Does Hire make a hiring decision?
No. Hire supports configured workflow, candidate communication, interview coordination, and structured feedback after interviews. Your hiring team remains responsible for criteria, exceptions, and every decision.
See one active hiring workflow
Bring one live recruitment tracker to a Hire demo.
Review its stages, candidate communication, interview timing, feedback handoff, and ownership. Decide whether Hire fits before moving the rest of your process.
- Configurable stages
- Candidate communication
- Post-interview feedback