Create and manage positions

Open a role, publish it, invite candidates, and manage the hiring pipeline.

Use a position to keep everything for one open role together: the job details, hiring team, candidate journey, publishing choices, and applicant pipeline.

Create a position

Open Positions from the main navigation.
Select Create position.
Enter the title, department, location, employment type, description, and requirements.
Attach the journey candidates should complete.
Assign the recruiter and hiring managers.
Save the position.

If your organization uses approvals, complete the approval process before publishing. If you see custom fields, complete the fields your administrator requires.

For a guided first setup, follow Create your first position.

Prepare the position for candidates

Before publishing, check:

The description explains the work and requirements clearly.
The attached journey has been tested.
The hiring team has access.
Scoring criteria reflect the qualifications that matter for this role.
Any required approval is complete.

Scores help sort evidence; they should not make the hiring decision for you. Be cautious with automatic rejection rules until your team has reviewed real results.

On the job's Settings tab, Auto-invite to interview moves candidates who finish the journey with at least your minimum score (75% by default) into the first interview stage and sends them a link to book time. The card tells you exactly what will happen, for example "Candidates scoring 75% or more move to Phone screen and get a link to book with Karen Milner (hiring manager)", and warns you if the pipeline has no interview stage or the interviewer has no connected calendar. Each candidate is invited once.

Publish the role

Open the position and choose Settings.
Turn on Published to careers.
Move the position to Posted when it is ready.
Open the public listing and check the candidate experience.

Connected job boards may offer additional posting actions. See the LinkedIn guide or Indeed guide.

Invite one candidate

Open the position.
Select Invite candidate.
Enter the candidate's email address and, if available, their name.
Add a personal message if appropriate.
Send the invitation.

The invitation uses the journey attached to the position.

Import a candidate list

Open the position and select Import.
Upload a CSV file whose first row contains column names.
Match the file's columns to the candidate fields. Email is required.
Review the preview and correct any errors.
Confirm the import.

Imported candidates appear in the position's Pipeline. Check duplicates and email addresses before confirming, because the import may also send journey invitations.

Work from the position

Pipeline or Board shows candidates by stage and supports day-to-day decisions.
Settings contains the journey, team, requirements, and publishing choices.
Culture appears when culture scoring is available.
Activity shows changes made for this position.
Schedule shows planned live interviews.

Use the Pipeline to message candidates, schedule interviews, change stages, and perform available bulk actions.

When you hire someone

Marking a candidate Hired (from the Pipeline, Board, Review or the journey report) opens a short hired prompt if other candidates are still in process for the job. In one step you can:

Let them know — reject everyone still in process and send a rejection email of your choice, or none.
Keep them warm — add them to a talent pool so you can reach them for the next role.
Mark the job as filled when this hire meets the headcount.

Choose Not now to leave everything as it is. The prompt never touches the person you just hired or anyone already rejected or withdrawn.

If a completed candidate is missing from Review

Journey completion is intended to move candidates into Review automatically, but this may not happen consistently. Open the position's Pipeline or Board, confirm the journey is complete, and move the candidate to the appropriate review stage.

Create and manage positions

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