Workflow organization
Hiring movement can be structured around clearer stages and ownership.
ATS Workflow
Structured hiring movement from intake to handoff.
TAPPHIRE’s ATS workflow layer is designed to help hiring teams manage role intake, candidate stages, interview progress, feedback movement, offer status, and joining handoff with more clarity.
A workflow layer for hiring teams that need movement, ownership, and review.
Purpose
Hiring needs a visible path.
A hiring team needs to know what role is being filled, who is being reviewed, where each candidate stands, what decision is pending, and what must happen next. TAPPHIRE’s ATS workflow layer is designed around that path.
Hiring needs movement, ownership, visibility, and handoff—not simply stored candidate records.
Hiring movement
Four connected stages.
The ATS workflow direction follows hiring from role clarity through candidate movement, interview follow-through, and final handoff.
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01
Role Intake
Establish the hiring context, requirements, stakeholders, and decision ownership.
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02
Candidate Movement
Keep stages, status movement, next actions, and ownership visible.
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03
Interview & Feedback
Connect scheduling, feedback, review, and next-step ownership.
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04
Offer & Handoff
Carry selected candidates through offer movement and joining readiness.
Stage 1
Role intake gives hiring a clear starting point.
Hiring should begin with role clarity. TAPPHIRE’s intake direction supports the capture of business context, role responsibilities, must-have criteria, location, compensation context where appropriate, urgency, stakeholders, and decision ownership.
Intake elements
- Role title
- Business need
- Core responsibilities
- Required skills
- Location or work model
- Compensation context where appropriate
- Urgency
- Hiring stakeholders
- Review criteria
- Joining expectations
Stage 2
Candidate movement should be visible across stages.
Candidate movement should not depend only on messages or memory. TAPPHIRE’s workflow direction supports clear candidate stages, status movement, next actions, and ownership.
Candidate stages
- Applied or sourced
- Profile review
- Screening
- Interview
- Feedback pending
- Offer discussion
- Selected
- Not moving forward
- Joining handoff
Stage 3
Interview progress needs follow-through.
Interviews create movement only when scheduling, feedback, review, and next steps are owned. TAPPHIRE’s ATS workflow layer is designed to support visible interview stages and feedback movement.
Workflow areas
- Interview scheduling
- Stage ownership
- Feedback collection
- Decision follow-up
- Pending action visibility
- Candidate communication
- Escalation points
Stage 4
A selected candidate still needs a clean handoff.
Hiring does not end at selection. Offer movement, communication, approvals, joining readiness, and internal handoff all need structure.
Handoff areas
- Offer status
- Candidate response
- Approval dependencies
- Joining readiness
- Documentation handoff
- Internal owner assignment
- Onboarding context
Human review
Workflow assistance does not replace hiring judgment.
TAPPHIRE may support workflow organization, matching assistance, summaries, status movement, and process visibility. Hiring decisions remain human-led and employer-owned.
Matching assistance
Matching may support workflows without replacing role-relevant human review.
Process visibility
Teams can work toward clearer status, next actions, and pending decisions.
Human review
Candidate evaluation remains connected to human judgment.
Employer ownership
Hiring decisions remain human-led and employer-owned.
ATS Workflow
Build a clearer hiring workflow.
Request access to explore TAPPHIRE’s ATS workflow layer for role intake, candidate movement, interview progress, offer movement, and joining handoff.