The recruiting workflow

Every role follows the same loop: set up the job, bring in candidates, screen them on the phone, and send the best ones to the hiring manager. Paladin does the research and the write-ups along the way. Each step below links to its own page.

1. Set up the job

Create a job with the title, the client, and the job description or posting link. Select Research & Process and Paladin researches the role and the company and builds the job profile it uses to judge candidates.

Then add the hiring manager: the person who will receive your reports.

2. Bring in candidates

Add a candidate from a résumé, a LinkedIn link, or your notes, and Paladin builds their profile. Have a stack of résumés? Upload many résumés at once.

3. Match candidates to the job

Add a candidate to a job, or let Paladin suggest who to look at from the job’s page. For each pairing, Paladin scores the fit and writes an analysis: strengths, gaps, red flags, and a call script. Read the fit analysis before you call.

4. Screen on the phone

Call a candidate from their page. Paladin rings your phone and connects you. While you talk, the Call Console shows the transcript and suggests questions. Away from your desk, use the Paladin Dialer on your phone.

5. Review the call

A few moments after you hang up, the summary, key points, and action items are on the candidate’s record. See After the call, and Find a past call when you need one later.

6. Report to the hiring manager

Create a candidate report from the call or from everything on file, set your verdict, and edit it until it reads right. Then send it to the hiring manager.

7. Keep the pipeline current

Move the candidate along as things progress, and archive candidates you’re done with so your lists stay short. Archiving can be undone.

Note

If your team recruits for its own company, Paladin says Roles instead of jobs and Divisions instead of clients. The workflow is the same.