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Connect every role, every person and every stage of their working relationship. Explore recruitment, HR, learning, performance and transitions in one platform; confirm launch availability and integrations with our team.
Connect sourcing, screening, interviews and offers around the role. People apply using the professional information they share through HireFlow360 on ProfileX.
Job boards, your branded career site, referrals, and agencies — every applicant lands in one pipeline with their source, shared professional profile, and history attached.
Structured scoring against the role you posted. Every rank ships with the evidence behind it — auditable and defensible, never a black box.
Ask for candidates in plain English. Talent pools and nurture campaigns keep silver medalists warm until the right requisition opens.
Panel scheduling and candidate self-booking built into the pipeline — no separate scheduling tool, no back-and-forth email threads.
Structured panel scorecards, blind vetting across 9 bias categories, and a JD analyzer that flags exclusionary language before it costs you candidates.
Live and async video interviews with liveness and lip-sync fraud detection, plus automatic transcription and notetaking in the candidate history.
Offers with side-by-side comparison and e-sign, a referral portal, assessments and exams, and an agency portal — the whole closing motion in one place.
Inside recruitment
Recruitment is the beginning of the working relationship. These previews illustrate the planned product experience; confirm feature availability and configuration with our team before launch.
Illustrative workflow · sample data
5 weighted phases · one role
57%weighted progress
Example calculation: sum of each phase’s weight × completion. Configure phases and weights for the role; compare progress across requisitions without treating a score as a hiring decision.
Illustrative shortlist · fictional profile
Example shortlist position #1 87/100 example fit
Sample recommendation: review this person for Operations Lead. These example fit scores explain a comparison; they are not verified qualifications or a probability of success.
Professional profile · Experience, lines 1–2
Operations team lead, 2023–2025. Coordinated a team across two shifts.
Relevant leadership experience; confirm responsibility and team scope in interview.
Professional profile · Project, lines 3–4
Mapped a production handoff and introduced a shared quality checklist.
Ask for the baseline, outcome and the person’s contribution.
Professional profile · Experience, line 5
Supported one regional rollout alongside the central operations team.
Partial evidence: explore depth of multi-site ownership.
Professional profile · Training, line 6
Completed a course in quality systems and continuous improvement.
Training is self-reported here. A VeraClare credential check would have its own status and scope.
People review the evidence and make the decision. Missing evidence stays visible; the model’s recommendation does not fill it in.
Shared notes, scorecards and decisions keep recruiters and hiring managers aligned. Stage-triggered communication carries your employer voice, with approvals and an audit trail. Give people a meaningful update when they advance, wait or leave the process.
Follow the complete recruiting journey →Recruiter · example
Panel scorecards are complete. Review the evidence and next step.
Hiring manager · example
Interview feedback approved. Move the person to the offer stage.
Offer approver · example
Compensation and terms approved; send for signature.
Stage communication · example
Share the approved update with the candidate; record delivery and follow-up.
Carry authorized information from the hiring decision into onboarding, with clear tasks, required checks and ownership of the organizational record.
Connect authorized professional information from the HireFlow360 module on ProfileX to onboarding. The organizational record and the personal profile retain their own access and ownership rules.
Checklists, I-9, e-sign, and policy acknowledgments in one flow — new hires finish the paperwork before day one.
Request relevant checks through VeraClare. Review the verification scope, status and freshness of licenses, credentials and right-to-work information with the person’s authorization.
SCIM 2.0 provisioning and LDAP/Active Directory sign-in out of the box. Import your org chart from Entra (Graph) or CSV.
Connect core HR records, documents, time and workforce operations with the context established during recruitment and onboarding.
People directory, org chart, document vault, and announcements with read receipts — the system of record your HR team actually lives in.
Payroll records & payslips, benefits enrollment, leave balances, and expenses — all on the same employee record as everything else.
Shifts, time clock, and timesheets with approvals — scheduling that knows your org chart and your leave balances.
Coordinate schedules and time across the working relationship, with access limited to relevant information.
Audit history, regional residency and GDPR/CCPA/DSAR workflows belong in the same governance plan. Discuss US, EU and APAC requirements; region availability and the seven-year audit-retention scope are confirmed for your deployment.
Connect performance, feedback, learning and recognition to the working relationship, with portable personal credentials and appropriate organizational records.
Performance cycles, OKRs, 9-box, competency frameworks, and calibration — reviews that run on real data, not recollection.
360 and peer feedback, PIP workflows with an AI coach, promotions, and individual development plans — growth with a paper trail.
A built-in LMS with CPTP: training credentials are signed and attached to the person's portable record — they keep what they earn.
Succession planning tied to the org chart — a vacancy becomes an evergreen requisition or a backfill automatically.
Internal mobility with cross-industry skill translation (FlowBridge), plus a recognition & rewards feed that makes wins visible.
Understand people and their progress over time. Support retention, internal moves and well-planned transitions with relevant context.
Coordinate handover, exit tasks, access reviews and backfill. Retain appropriate organizational history while the person keeps their personal ProfileX.
Pulse surveys, eNPS, wellbeing signals, and burnout warnings — sentiment measured continuously, not once a year.
Flight-risk prediction flags who's drifting before they resign. HR-only retention cases keep the intervention confidential.
Attrition modeling, headcount forecasting, D&I dashboards, pipeline conversion, time-to-hire, and source effectiveness — the numbers leadership asks for, ready before they ask.
Pay bands and salary benchmarks, plus CFO dashboards for ROI, attrition cost, and scenario planning.
EEO/OFCCP adverse-impact monitoring, statutory reports, and EU AI Act + Colorado AI Act audit logging — across the whole lifecycle, not just hiring.
ProfileX is a free Life & Identity Platform with independently operated modules. Its HireFlow360 module holds the relevant professional profile; VeraClare handles background checks. Personal and organizational records have distinct ownership and access rules.
Every HR data item is classified person-owned, company-owned, or shared — enforced in the database, not the policy doc.
The intended workflow automatically expires employment-linked consent when the relationship ends, with configurable scope and access review. People retain their personal ProfileX. Organizational records and legally required retention remain separate from permission to keep accessing the personal profile; confirm available automation before launch.
An employee updates their details once and every consented employer gets the change — with a full audit trail.
Separate module information and purpose-specific permissions keep unrelated personal information out of the hiring workflow.
OpenAPI, webhooks, and an MCP server — HR data your AI agents can actually use, with consent enforced on every call.
Discuss privacy, security and regulatory requirements for your deployment with our team. Review current documentation and available controls before onboarding.
Use this capability map to evaluate consolidation. It describes the planned scope, not a claim that every competing product lacks these features or that every integration can be removed. Confirm availability and coverage before replacing a tool.
| HireFlow360 capability | Workflow to consolidate | What to confirm |
|---|---|---|
| Connected ATS, HR, performance, LMS and analytics | Separate systems and repeated handoffs | Map the organizational record and consented personal information through each stage. |
| Offer-to-employee conversion | Re-keying an accepted hire into another system | Carry authorized fields, documents and tasks into onboarding. |
| AI screening with source evidence | Manual triage or unexplained ranking | Review criteria, cited evidence and the human decision trail. |
| Panel scheduling and self-booking | Calendar coordination and booking tools | Check supported calendars, load-balancing and booking rules. |
| Video interview integrity signals | Separate interview and fraud-review tools | Review live/async support, signal limitations and human review. |
| Portable professional profile | Repeated resume and credential collection | Use HireFlow360 on ProfileX; organizational records stay distinct. |
| Consent expiry and alumni continuity | Manual access cleanup at the end of employment | Configure intended automatic expiry and review retention exceptions. |
| Unified calendar across authorized relationships | Conflicting schedules across employers | Confirm permitted conflict/rest-hour signals without exposing unrelated work data. |
| OpenAPI, webhooks and MCP | Custom integrations and manual exports | Review available interfaces, scopes and deployment requirements. |
| Job posting | Separate posting and applicant intake | Publish role requirements and retain applicant source context. |
| Calendar integration | Disconnected scheduling records | Confirm the calendars and event permissions your team needs. |
| Email notifications and stage updates | Manual follow-up and disconnected threads | Agree triggers, templates, approval and delivery tracking. |
Explore your people workflows with our team. Organizational plans are separate from the individual HireFlow360 module on ProfileX.