Move from vacancy to application, interview and offer in one visible pipeline. Selected candidates enter onboarding with their information and documents already attached.
Best for: talent acquisition teams and hiring managers who need speed, visibility and governance from approved vacancy to accepted offer.
Solve three hiring bottlenecks: vacancies opened without a clear requisition, candidate decisions scattered across email and spreadsheets, and selected applicant data entered again when onboarding begins.
Create requisitions for open vacancies with role, budget, approvals and ownership clear before hiring starts.
Every application, CV and note in one pipeline with stages, statuses and owner visibility.
Applications are ranked against the requirement so the shortlist starts from the strongest candidates instead of the earliest ones.
Schedule panels, record scores against criteria, and keep an evidence trail for every decision.
Offer approval chains, letter generation and acceptance tracking without leaving the system.
The selected candidate becomes an employee record with documents and details already captured.
Published vacancies reach candidates on your own careers site and the RigoJobs board, with filters for work mode, experience, category and salary.
Define the stages a vacancy moves through, from lead and application review to interview and hire, with automations attached to each one.
Automatic and manual emails queue against the candidate and stage, so every applicant hears back and the record shows what was sent.
Against planned and budgeted positions, with the approvals your policy requires.
Use application ranking and filters to support recruiter review. Hiring panels assess candidates against the role criteria and make the selection decision.
Panel scores, comments and comparisons recorded against each candidate.
Generate the offer, track acceptance, and move the joiner straight into onboarding.
Connect selected-candidate information with onboarding. Confirm the RigoJobs handover, required modules and setup with the team.
Role-based access limits applicant visibility, while requisition, evaluation and offer approvals preserve decision authority. Stage history, interview evidence and communication records create an auditable hiring trail.
Implementation maps manpower approval, requisition fields, careers pages, interview scorecards, offer templates and onboarding handover. Start with the roles you recruit most often and add specialist flows as needed.
Answers about recruitment and applicant tracking for hiring teams, setup and connected workflows.
Yes. RigoHR covers manpower planning, requisitions, applications, shortlisting, interviews, offers and handover to onboarding.
RigoHR ranks applications against the role requirement so recruiters review the strongest candidates first. Selection decisions remain with your hiring panel.
The selected candidate is converted into an employee record with the data and documents already collected, so onboarding starts with a complete file.
Request a free demo and we will show you how RigoHR fits your policies, your payroll and your headcount.
