TeamRecruit

Create your candidate base. Store an unlimited number of candidates in your database. Start working on a vacancy with the specialists you already have had contact with

A candidate's card contains all the detailed information about them: a resume, photos, files, questionnaires, interaction history, approvals for each vacancy, comments from process participants, results of competency assessment and passing tests, video interviews records, consent to the processing of personal data

We will transfer your candidate database from an Excel spreadsheet for free, so you can keep working with candidates you already know. Candidates will be transferred with their full names, contact information, position, company, salary expectations, dates of birth, and your comments

When uploading a resume from a text file, a candidate card is created in the system. The information received, as well as any uploaded photos, is added to this card. A check is carried out to ensure that there are no duplicates

Saving a resume with one click from job sites: Russia: HeadHunter, SuperJob, Avito, Work in Russia Turkey: Kariyer.net , LinkedIn, Yenibiris, CareerJet, HeadHunter UAE: Bayt, CareerJet, LinkedIn

Getting responses to vacancies directly to recruiter's workplace in the program with a press of a button

The extension for Google Chrome and Yandex Browser lets you easily and quickly download resumes from job sites

Whenever new candidates are uploaded, the system automatically compares them to previously uploaded ones and, if necessary, merges them with the existing ones. The comparison is based on criteria such as an email address, a mobile phone, a link to social networks, or a combination of two fields: full name and date of birth

With a button click a candidate opens a questionnaire, which, after filling it in, automatically enters your system. The function is realised using Yandex Forms

When sending emails with a resume to a special address, the system recognizes the received resume, adds it to the database and notifies you of the import results

A candidate's card stores entire history of interaction with them: movement through the recruiting funnel, status changes, incoming and outgoing messages from all channels of interaction with them (email and messengers), correspondence with the chatbot, test results, video interview recordings, as well as all user comments on a candidate

A search can be set according to any parameters: full-text search by first name, last name or resume text, partial match search. You can specify a search area, as well as use filters and logical operators

If a candidate has given a link to their page on a social network, you can go there directly from a candidate's card

The formation of "flexible" lists of candidates, including any available details from a candidate's card, interactive selection, and sorting

You can choose whether to get data as a table or list, and also pick which specific details should be displayed: full name, phone number, job title, and any other relevant info. The formats for the data available are: xls (Excel), doc (Word), pdf (PDF), html (HTML), xml (XML), and txt (plain text)

Information in a candidate's card can be edited, and extra details can be included, either from a predefined list or by creating new ones

If necessary, the system lets you hide some of candidate's details from persons approving applicants, for example, salary information

The system has the ability to register participants of a referral program and the amount of remuneration they receive

Limits on the amount of cloud storage used to store information about candidates and phone records.

The number of vacancies with the status "In Progress"

When creating a request for a vacancy, internal customers have the opportunity to fill in necessary characteristics with one click of a button: either by position or by department

Approval takes place according to the set routes, either in parallel or sequentially

The recruiter can create a vacancy without a request and without approval, as well as edit it

Tracking information about the timing of job publication on each of the websites. Republication of ads whose publication period has expired

Automatic calculation of vacancy deadlines, considering the production calendar

These attributes are set up when you create a vacancy. Only customers and recruiters who are involved in it can see a "confidential" one. You can customize privacy settings. A "mass" vacancy doesn't have a planned deadline, closing date, or set number of open positions. You can't change or cancel the mass attribute

Taking into account location of a vacancy, candidates living in vicinity can be considered

Each vacancy or candidate is assigned to the recruiter who works on them. The recruiter can be changed at any stage of the recruitment funnel

It is possible to select which data should be displayed: for candidates, full name, phone number, consideration status, etc.; for vacancies, status, opening date, final candidate count, etc. The available formats are xls, doc, pdf, html, mxl, html, txt.

The formation of a position profile. A set of requirements and competencies, selecting criteria, ranking of applicants for compliance with the profile of the position

The system allows you to attach any necessary files (up to 50 MB) in any quantity to the vacancy

If you need to pause hiring for a vacancy, change its status to "Suspended," then the system will deduct the days you're paused from the total time spent working on the position

The ability to edit a vacancy and add any necessary extra characteristics to it

In a vacancy card, you can see all the information about it: its status, opening date, deadlines, number of planned and final candidates

Creating your own landing page with vacancies

Adding, changing and deleting job description cards on your landing page

Setting up the recruiting funnel according to your scenario: composition, order of stages, statuses of candidates, necessary approvals

The recruiting funnel can consist of an unlimited number of stages. All the stages of recruitment that exist in the real business process should be in the recruiting program

Depending on the recruiting direction, funnels may contain a different number of stages. Setting up different funnels for different vacancies will make it easier and better for the recruiter, as well as make analytics as accurate and reliable as possible

By adding typical reasons for refusals encountered during the recruitment process, you can analyze them to detect and correct hidden problems. You can add new reasons to the list as the work progresses, without limits

If necessary, you can transfer a candidate to any stage, bypassing one or more stages in the funnel, or creating additional ones

You can set up the system so that the customer, an employee in the Security division, or anyone related to the vacancy, can independently transfer the candidate to the next stage where the recruiter's participation is not required

Setting target dates allows you to control the time spent by candidates at each stage and prevent them from "hanging up"

The system makes a rating of candidates for each vacancy, i.e. determines their compliance with the requirements of the vacancy by comparing characteristics

The ability to create tests and questionnaires for candidates is dependent on the vacancy

The ability to test candidates using chatbots at a convenient time for the applicant and on any device (smartphone, tablet, PC)

The system allows mass transfer of candidates to the next stage of the funnel with one button. In the same way, mass rejection of candidates can be carried out

Approval by internal customers, recruiters, and the security division. The ability of setting deadlines for approval

Possible documents for approval: offer, medical examination, questionnaire for security , etc.

It is possible to send a resume by e-mail or messenger for approval

Comments on a candidate can be left by all participants and at all stages of the funnel

The calendar is maintained separately for each user of the system: recruiter, internal client, etc.

The created meetings are integrated into the calendar of the recruiter and all participants of meetings

When planning a meeting with a candidate, it is possible to select and book meeting rooms. The system will tell you if this meeting room is already occupied at the right time

The ability to flexibly set up any document template from an offer to a referral for a medical examination according to your layouts

The system allows customers to see statistics for each stage of their vacancy process, making the recruiting process more transparent and freeing up the recruiter from having to answer any additional questions

Branding your personal account with your company's style gives it a unique personality and infuses it with the corporate spirit of your business

Using a chatbot allows you to communicate with candidates, conduct interviews and tests

Using a chatbot allows you to communicate with candidates, conduct interviews and tests

The system allows you to exchange messages with a candidate through the recruiter's desktop. A business account is required, the cost is 900 rubles / month

The ability to use a chatbot to communicate with candidates, conduct surveys and testing

The ability to send SMS messages to candidates and internal customers based on preset templates, which can include or exclude variables

Sending emails to candidates directly from the recruiter's workplace in the program. All correspondence is saved both in the recruiter's mailbox and in the candidate's card as well

The system will indicate whether the candidate has opened your letter or not

The messengers are called from the candidate's card if their username is specified

Integration with the MIKO virtual ATS has been implemented. The IP telephony operator is selected by your company independently

When the recruiter receives an incoming call, the candidate's card opens immediately

An incoming call is forwarded to the recruiter who works with the candidate for the vacancy

You can forward a call to another recruiter or employee during a conversation in the active call block

This includes: "Listening" - you are listening to a conversation between a recruiter and a candidate, while they are not listening to you. They are not notified that they are being overheard. "Whisper" - you are listening to a conversation between a recruiter and a candidate. What you say will be heard by the recruiter to whom the function is addressed. The candidate he's talking to won't hear you. "Join the conversation" - you connect to the conversation as a third party. In fact, a conference of 3 subscribers is being formed

When opening a candidate's profile, the event tape "Call Log" stores audio files with records of conversations between the recruiter and the candidate

Who of the recruiters receive more calls with positive or negative decisions, how long the calls last

Call report: which recruiter answered the call, from whom the call was, how long the call lasted, what decision was made at the end of the conversation

When all employees on the line are busy, the virtual answering machine can use a template to find out the necessary information from the candidate, record it, and after the end of the conversation, the task will be formed and sent the recruiter

A service that allows you to translate a conversation with a candidate into text

Regardless of the location, when you create an event, the time for each participant will be automatically indicated in their time zone

Sending personalized messages (SMS, messengers, email) to both the internal customer and the candidate

Sending interview reminders to candidates and informing them about the status of their candidacy via messengers, SMS and e-mail

This feature allows you to remind a recruiter to take a certain action regarding a candidate (for example, calling)

You can set up notifications to be sent to internal customers or candidates about specific actions, rather than all actions

The ability to create email templates with variables that are automatically replaced with the candidate's name, job title, interview date and time, etc

Sending the approval results to all participants involved in the approval process, including the candidate

Internal chat using the 1C interaction subsystem

Adding your logo to all necessary templates for documents, emails and notifications

If the date or time of an upcoming event changes in the system's internal calendar, the user will be notified about this

The system can automatically notify participants in the recruitment chain at any stage in the recruitment funnel

Video interview at a time convenient for the candidate, from anywhere and on any device (tablet, smartphone, laptop or PC), without the involvement of a recruiter (asynchronous)

A video interview script is developed for each vacancy. The questions from the recruiter are recorded in video form and played back in accordance with the prepared scenario

In the video interview, questions can be asked in either video format or text form

The candidates' video interviews are automatically transcribed for further analysis

Based on the results of a video interview, it is possible to make a forecast on a candidate's personality using artificial intelligence. The system has 8 trained models

As a result of the testing, the neural network will be able to evaluate the candidate's skills and make recommendations on whether or not to move him on to the next stage

Automatic processing of responses received from the website, transferring candidates to a particular stage based on preset conditions. Different scenarios for different vacancies and candidate categories

A set up chatbot (Telegram, Viber, Whatsapp, VK) for conducting surveys, testing, selecting or informing candidates

Since every minute of working time is precious to the recruiter, screening helps not to waste time on lengthy interviews with obviously unsuitable candidates

Search for candidates suitable for a vacancy based on a set of specific criteria (using AI methods)

Automatic processing of received responses from the vacancy landing page, uploading candidate data to the system, assigning a certain stage to the candidate based on set up conditions

In the interactive report "Recruiting Funnel" we see on one screen the whole picture of the funnel, sources, refusals and their reasons

With the help of the "Recruiters Workload", you can see all the statistics for each recruiter, including: the number of open vacancies, the time spent working with candidates, and the number of candidates currently in the process

We can analyze which recruitment channels bring the largest number of successful candidates to us

The report shows how many positions and by which candidates were closed, at what time, taking into account the production calendar, and by which recruiters

The system puts vacancies under control for which deadlines are running out

The timing of the candidate's stay at one stage of the recruitment funnel is controlled on the recruiter's desktop

The ability to analyze both the refusals of candidates and the refusals of the company

With the help of filters, you can set up the report yourself as you need

The data of any report can be uploaded in Excel format

Sending a branded email to candidates from the recruiter's work email with an automated request for consent to the processing of personal data in accordance with the legislation of your country. The email contains the text of the consent provided by the lawyers

Uploading to Excel a report on candidates who did not give a decision or forbade processing their personal data

At the request of the candidate or upon withdrawal of consent to the processing of PD, the data is depersonalized. The system allows you to fully comply with the requirements of the legislation on the protection of personal data of candidates

The ability to securely log in to the portal using the Lightweight Windows Active Directory Access Protocol. Hybrid authentication allows you to create common user identities for authentication and authorization for all resources, regardless of their location

The password complexity parameter determines whether passwords must comply with a set of rules for strong passwords. If this option is turned on, the system will not allow you to create a password that does not meet requirements

Two-step authentication provides more reliable account protection. Attackers will not be able to log in to it, even if they find out your password

All four categories of personal data are protected by the certified system

By using the "Talent Management" or "Employee's Personal Account" module

Integration consists in synchronizing data in the system and in the company's database. During synchronization, the site can both receive information from the 1C program and transfer data to 1C

In the "Employee's Personal Account" module, employees fill out a questionnaire, sign their electronic signature, receive LNA, and sign an employment contract

By using the Talent Management module

Uploading data on the final candidate, receiving data on the order about hiring

At the request of IT security, we deploy it in the system on the client's servers (on-premise). For this type of placement, it is necessary to meet the technical requirements for the project

The application designed for mobile devices running the iOS and Android operating systems

An easy way to protect yourself from part of the calls using the caller ID on the iPhone. Third-party services collect and update the phone database and tell you when a call comes from an unwanted number

Organization of automatic daily, weekly, monthly or quarterly upload of your database in JSON format to the SFTP server provided by you

The user can change the interface language to Russian, Turkish or English

Setting up no more than 3 funnels for different directions

Connecting a third-party calendar allows you to send events to a personal calendars of meeting (interview) participants. If your organization uses a shared corporate domain, after connecting the calendars, you will have the ability to see the schedule of your colleagues and book meeting rooms

Services for setting up, maintaining, adapting and modifying the products or eliminating errors in them, as well as updating as releases of the programs and additional software modules are released

Training to work in the program, showing the main functionality. Primary processing of incoming and found resumes. Interviews with applicants, conducting tests, evaluation

The training is based on standard processes and scenarios. Setting up business processes and approval routes

Top Factor is fully ready to implement new functionality according to your requests