From job posting to hired employee, one connected pipeline
Recruitment in Utso is one connected pipeline, not a folder of resumes next to a spreadsheet you update by hand. A job posting moves through its own lifecycle, a candidate moves through a hiring pipeline you control, and the moment you approve a hire, that same candidate becomes a real employee record, with nobody retyping their details into a second system.
That matters because hiring in most small companies is stitched together from tools that were never meant to talk to each other: a job board for posting, email or a spreadsheet for tracking candidates, and the HR system as a separate step that only starts once someone has already accepted an offer. Every handoff between those tools is a chance for a detail to get lost, a candidate to go quiet, or a new hire’s first day to start without their payroll or attendance actually set up.
Utso treats recruitment as part of the same platform as the rest of HR, not a bolt-on tool that happens to export a spreadsheet at the end. Job postings, candidates, interviews, and the employee record a successful candidate becomes all live in one place, billed as an add-on you use only when you are actually hiring. Whether you are filling a single vacancy or running several searches at once across departments, the same pipeline handles all of it.
Post a job, take applications, keep employees in the loop
Every job posting carries its own status, and that status is meant to be used, not just displayed. Draft is for while you are still writing the posting, before anyone outside the company can see it. Open means the posting is live and actively taking applications. On Hold lets you pause applications, for example while you finish interviews already in progress, without closing the role outright and losing its history. Closed marks a position as filled. Cancelled covers a role that goes away entirely, whether the budget changed or the need disappeared. That five-state lifecycle means a posting’s status always reflects what is actually happening with the role, instead of a job page that quietly stays live for months after the position was filled, still collecting applications nobody will ever read.
Each job posting also has its own application form, with fields you configure for that specific role. A warehouse supervisor posting and a finance manager posting do not have to ask candidates the same set of questions, and you are not stuck maintaining one generic form that half-fits every job you ever post. The form belongs to the posting, not to a company-wide template you have to work around.
That application form lives on a branded public careers page, your own hiring page rather than a listing buried inside a generic third-party job board. Candidates apply directly there, and applying does not require creating an account first, which removes a common point where an interested candidate gives up partway through simply because signing up felt like more friction than the job was worth.
Open roles are not only visible outside the company. Through the internal job board, existing employees can see and apply for open positions from inside the company. An internal move then runs through the same structured process as an external hire, application, pipeline, interview, instead of a hallway conversation and a manual transfer that never gets recorded anywhere. Between the public careers page and the internal job board, a single posting reaches both audiences without being managed as two separate efforts.
None of this is limited to a single opening. A company hiring for several roles at once runs those postings side by side, each with its own status, its own form, and its own pipeline, without any of them interfering with each other or forcing you to track them in separate places.
Evaluate every candidate against the same standard
Once applications come in, candidates move through a pipeline of stages that you configure per company. The default flow is Applied, Screening, Interview, Assessment, Offer, Hired, and Rejected, covering everything from a first look at a resume through a final decision. You can adjust those stages to match how your company actually hires, whether that means adding a stage, removing one, or renaming them to match your own hiring vocabulary, rather than being locked into a flow built for a different kind of business. A pipeline built for hiring warehouse staff does not have to look identical to one built for hiring managers, since the stages are set per company rather than fixed by the software.
At the interview stage, scorecard templates give every interviewer the same weighted evaluation criteria to score a candidate against. Instead of one interviewer’s gut feeling carrying the same weight as another’s structured notes, every scorecard for a role is built from the same criteria, with its own weighting, so comparing two candidates for the same role means comparing like with like instead of comparing two completely different sets of impressions.
Interview scheduling supports multiple interviewers on the same candidate, so a panel interview or a set of sequential one-on-ones is scheduled as part of the same process rather than coordinated separately for each interviewer. Each interview can also be set as online or in-person, so a hybrid process, a first-round screening call and a second-round in-office interview, runs through the same scheduling flow instead of being coordinated by hand over email and calendar invites sent one at a time.
The stages in between Applied and Hired are where most of the evaluation work happens. Screening narrows a pool of applicants down to the ones worth an interview. Interview and Assessment are where scorecards and multi-interviewer scheduling do their work, turning separate impressions into one documented, comparable decision. Offer marks the point where a role has been extended but not yet accepted, kept distinct from Hired so the two are never confused in your pipeline view.
Put together, a configurable pipeline, weighted scorecards, and flexible interview scheduling mean the evaluation process is defined once, by you, and then applied consistently to every candidate who comes through it, rather than being reinvented by whichever manager happens to be hiring this quarter.
One click turns an approved candidate into an onboarded employee
This is the part of Recruitment that is genuinely different from a typical applicant tracker, and it is the reason the module exists as part of Utso rather than as a standalone hiring tool. Most hiring tools stop the moment a candidate is marked Hired. Someone then has to manually create that person as an employee in a separate HR system: re-typing their name and contact details, setting up their payroll record, and enrolling them in attendance, often days after they have already shown up for their first day at the office.
That manual handoff is where new hires fall through the cracks: a payroll setup that gets forgotten until the first pay run is already late, an attendance enrollment nobody remembers until a new employee cannot clock in on day one, or a welcome email that never goes out because whoever normally sends it did not know a new person had already started.
In Utso, that handoff is a single click. Once a candidate is approved, clicking Add as Employee converts their candidate record directly into an employee record. Behind that one click, full onboarding triggers automatically: payroll is initialized for the new hire, they are enrolled in attendance, and a welcome email goes out, all without anyone opening a second system or re-entering information that was already captured during the hiring process, from their first application to their final interview scorecard.
Because recruitment and employee records live on the same platform, the candidate who was being scored on a scorecard last week and the employee showing up in this month’s payroll run are the same underlying record, not two separate records that someone has to keep in sync by hand and hope nothing gets missed in the gap between an offer letter and a first pay cycle. For a small HR team, that single click replaces what is normally a checklist of manual setup steps, done under time pressure, on someone’s first day, and it is the clearest example of what it means for recruitment and HR to run on one platform instead of two.
The welcome email that goes out as part of that automatic onboarding is also not a generic system notification queued for later. It is the new employee’s first message inside the platform they will use for attendance, leave, and pay, sent the moment they are added as an employee, not whenever someone remembers to draft one.
A talent pool that remembers who already applied
Not every strong candidate is right for the role they first applied to. The talent pool keeps a database of every candidate with deduplication built in, so someone who has applied before is recognized as the same person rather than logged as a brand-new, unrelated applicant the next time a matching role opens.
That matters for a company that posts new roles regularly. Someone who nearly got an offer for one position does not have to start over the next time a better-fit role opens: their resume, contact details, and interview history stay attached to them as one candidate, not scattered across several unconnected applications. Deduplication also keeps your candidate numbers honest, since a talent pool that counts the same person three times because they applied to three different postings is not a real picture of how many people you have actually reached.
It also means your recruiting history is not reset every time you open a new role. Looking back at who applied to a similar position before, and what stage they reached, is a search inside one talent pool rather than a search through old email threads and closed spreadsheets that may or may not still exist by the time you need them.
A deduplicated pool also makes it easier to reopen a search quietly. If a hire does not work out during probation, there is already a shortlist of previously strong candidates for that same role to go back to, instead of starting the whole posting and application process again from nothing.
No re-entry, no gap. Approving a candidate and clicking Add as Employee creates the employee record immediately and triggers onboarding automatically: payroll setup, attendance enrollment, and a welcome email.
Pay per job, not per recruiter. Recruitment costs 100 BDT for each job posted, billed for jobs published that month. A listing that stays open longer does not cost more, and there is no seat fee for the people running the process.
Candidates do not need an account. Applicants apply through your branded public careers page and a job-specific application form, with no account required on their side.
Nobody gets lost between roles. The talent pool keeps a deduplicated candidate database, so a past applicant does not show up as a stranger the next time a matching role opens.
Post your first job and see how far a single click, from approved candidate to onboarded employee, can take your hiring process.