How the hiring pipelineworks, control by control.

Every applicant who applies to one of your opportunities lands in the hiring pipeline as a single row. From there you move them through clear stages, schedule interviews, send offers, and reach a decision. The same applicant data powers four views, a deep filter engine, an AI ranking, and a set of automated student notifications, so you are never copying information between tools.

New here? The fastest path is below: open the Pipeline view, focus one opportunity from the filter, and follow the Review mode steps.

The hiring pipeline is not only for jobs. Every opportunity you post runs through this same workspace, with the stages and the way students are accepted adapted to what you posted. There is one exception: discounts, which a student redeems directly with a code and a link, so there is nothing to review. Everything else, from an internship to a food pantry, lands here as applicants you can act on.

When to use it. Whenever you want to know where a given opportunity type lands. If a student can apply, register, or claim it, it is in this pipeline. Only discounts are handled outside it.

The Pipeline is a board: each column is a stage and each card is one applicant. The columns adapt to the kind of opportunity, so a job shows New, Reviewing, Shortlisted, Interview, Offer, and Hired, while an event shows Signed up, Confirmed, Attended, and No show. Drag a card to a new column to change that applicant's status.

1. 1

   Click a photo or name to open the secure preview

   It opens in a new tab using a signed token, so the URL never exposes a student ID. Right-click works everywhere, so you can fan several applicants out into tabs.

2. 2

   Open the drawer for the full picture

   Selecting a card slides in the applicant drawer with the resume, cover letter, form answers, match reasoning, your notes, and the rating, all in one place. Documents open through a proxy route.

3. 3

   Drag to move, or use the bulk bar

   Drag a card between columns to change one applicant, or tick several cards and use the bulk bar to shortlist, review, reject, send offers, or email a group at once.

When to use it. Visual triage. The board is the fastest way to see the shape of a round and physically move people between stages.

The List is a dense, sortable table of the same applicants. It loads more rows as you scroll, so a large round stays fast. Sort by application date, name, rating, GPA, graduation year, or match strength, and tick rows to run the same bulk actions as the board.

When to use it. Scanning many applicants quickly, sorting by a hard number, or selecting a large group for a bulk action.

The filter engine is the most powerful part of the pipeline. Set a filter once and it applies across the Pipeline, List, and Insights views, and to every export. Filters combine, so you can describe an exact candidate profile and the board narrows to only those people.

1. 1

   Pick one opportunity from the filter

   Answer filters are specific to a single posting's form, so the engine asks you to focus one opportunity first.

2. 2

   Open the form response breakdown

   The strip under the header shows each question with a small chart of how people answered. It is computed on the server, so the numbers are exact.

3. 3

   Turn an answer into a filter

   Click into the filters panel and add an answer condition. The board, list, and any export immediately narrow to people who gave that answer.

When to use it. Finding a precise candidate profile, building a shortlist by hard criteria, or scoping an email or export to exactly the right people.

SLOS AI reads the full opportunity and each candidate's profile, resume, cover letter, and form answers, then ranks the pool against what the role actually needs. It returns a clear match percentage, a one line reason for each pick, top picks and a waitlist, so you can start with the strongest fit instead of the most recent application.

1. 1

   Focus one opportunity, then open SLOS AI

   The AI button appears once you focus a single posting. The studio opens full screen and shows every option before you run anything.

2. 2

   Configure the run

   Choose deep or light check, how many candidates to rank, which statuses to include, and optional recruiter instructions. Instructions are screened for fairness before anything is sent.

3. 3

   Apply the ranking

   When the run completes you can apply it as a live ranking. The list view sorts by AI rank and shows each percentage. Re-running with the same settings reuses already scored candidates, so you never pay twice.

Insights turns the applicants you are looking at into a picture: the funnel from applied to hired, the breakdown by status, a per question response summary for the focused opportunity, and a demographics panel for the rounds where you collect that data. It respects your active filter, so you can read the shape of any slice of your pool.

When to use it. Understanding your applicant pool at a glance, reporting on a round, or spotting where candidates are falling out of the funnel.

Automation lets you build rules that act on applicants for you. A rule watches for a condition, for example an applicant entering a status, and then takes an action, for example moving them to another stage or sending a tailored email. It is the right tool when the same manual step repeats across a high volume round.

1. 1

   Choose a trigger

   Rules fire on the statuses you pick, so you decide exactly when the automation runs.

2. 2

   Choose an action

   Move the candidate to a new stage, or send a professional email you have written, so applicants stay informed without manual sending.

3. 3

   Activate and monitor

   Save and activate the rule. Every run is recorded, so you can see what fired and when.

When to use it. High volume, repeatable workflows where you want consistent, timely updates without touching every applicant by hand.

When you focus one opportunity, a row of review controls appears. These decide whether and when applicants are emailed, which is the part teams most want to get right. The single most important habit is to keep Silent review on until you are ready, then send deliberately.

Interviews are self booking. You paint your availability as a grid of dates and times, invite candidates to a set, and each one picks a slot that works for them. Times are always shown to the student in the right timezone, and reminders fire to both sides automatically.

When to use it. Any time you need to meet candidates. Self booking removes the back and forth and keeps every time correct across zones.

Offers carry a deadline, notes, and any documents you attach. Send one offer or extend the same terms to a whole group, then track who accepted, declined, or let it expire, all from the Offers tab.

When to use it. The final step before a hire. Deadlines keep the process moving and the tracking shows you exactly where every offer stands.

Not every strong candidate is the right fit today. Keep in touch is your talent pool: save standout applicants with tags and notes, then segment, search, email, and export the list when the next role opens.

When to use it. Building a pipeline of future talent so your next round starts with people you already know are strong.