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Recruitment

Run hiring end to end — requisitions, a branded careers page, AI CV screening, pipelines, interviews, and offers that convert candidates into employees.

Updated February 5, 2026

Recruitment (XO’s ATS) takes you from an approved headcount to a signed offer — job requisitions, a careers page, candidate pipelines, AI screening, interviews, and offers that hand off cleanly to the Employee Hub.

Open a role

  1. Go to XO People → Recruit → Requisitions → New.
  2. Raise a hiring request tied to a job title, department, and budget; route it for approval.
  3. On approval, create the vacancy — description, requirements, location, and pipeline stages.

Publish it

  • Careers page: publish to your branded careers page (functional setup; visual theming is out of scope).
  • Internal job board: post internally for employee mobility.
  • LinkedIn & job boards: push the posting out and capture applicants back into XO.

📷 Screenshot: a vacancy with channels (careers page, internal, LinkedIn) toggled on.

Build the pipeline

  1. Candidates apply via a customizable application form (or are added manually / imported).
  2. XO’s AI CV parser extracts structured data; AI matching ranks candidates against the role.
  3. Move candidates through stages (screen → interview → offer); use tags, the timeline, and filters to organize.
  4. Maintain a talent pool of strong candidates for future roles, and use boolean search to find them.

Interview & assess

  • Schedule interview events and notify candidates with email templates.
  • Send tests/assessments and record results on the candidate.
  • Collaborate with comment threads so the panel shares feedback in one place.

Offer & hire

  1. Generate a job offer from a template with the agreed package.
  2. On acceptance, convert the candidate into a pre-onboarding employee — data and documents flow into the Employee Hub with no re-keying.

Automate

Use ATS automation to move stages, send emails, and notify owners on triggers (e.g. auto-reject after X days, auto-advance on assessment pass).

Best practices

  • Define pipeline stages once per role family and reuse them.
  • Let AI matching triage high-volume roles, but keep a human in the loop on shortlists.
  • Keep a living talent pool so re-hiring is fast.

Troubleshooting

  • Applicants not appearing. Check the channel integration (LinkedIn/job board) and the application form’s required fields.
  • Offer→employee handoff missing data. Ensure mandatory fields are captured before conversion.