A pipeline is useful only when stages have distinct meanings. When recruiters use one stage for several realities, dashboards become misleading and automation becomes risky.
1. Sourcing
The person has been identified for a mandate but has not completed qualification. Record why the profile is relevant and whether outreach has begun.
2. Screening
The recruiter is validating interest, requirements, experience, and availability. Communication should set expectations for the review.
3. Submitted
The profile has been presented to the client or hiring stakeholder. Record when submission happened and what feedback window was communicated.
4. Interviewing
At least one interview is confirmed or underway. Keep logistics and feedback cycles visible, and never send details that have not been confirmed.
5. Offer
A formal or authorized offer process is active. Track the decision deadline and make a recruiter available for questions.
6. Placed
The candidate accepted and the placement is complete for pipeline purposes. Post-placement onboarding may belong in a different workflow.
7. Rejected
The candidate is no longer progressing for this mandate. Record an appropriate internal reason and close candidate communication respectfully.
Define transition rules
For every transition, document who can move the candidate, what evidence is needed, which pending messages must stop, which update should start, and which metric changes. Shared definitions make reporting and automation safer.
Never let another strong candidate go cold.
CandidatePulse automates stage-triggered follow-up sequences directly through your connected Gmail or Outlook mailbox.