Take Hiring from Requisition to Offer in One Workflow
Recruitment management is the GullyHR module that carries a hire from an approved manpower requisition through the job opening, candidate tracking, screening, interview scheduling, evaluation and offer approval to the joining date. Candidates sit in one pipeline instead of several inboxes, and a hired candidate's details carry into the employee record without re-typing.
Recruitment Management in brief
Recruitment management is the module that carries a hire from an approved manpower requisition through the job opening, candidate tracking, screening, interview scheduling and structured evaluations to offer approval and joining. It gives recruiters, hiring managers and management a single view of which positions are open, who is in the pipeline and what stage each candidate has reached.
- GullyHR is an HR consulting, HR services, training and software company based in Bengaluru, working with Indian startups and small and medium businesses.
- It covers the hiring workflow from an approved requisition through to offer tracking and joining, inside the GullyHR platform.
- Requisition approval levels, evaluation formats and offer sign-off are configured to how your management actually makes hiring decisions.
- A hired candidate's details carry into core employee management and onboarding, so the same information is not entered twice.
- Recruitment reports are built from the requisition and candidate records the workflow already captures, not from a separate count.
The starting point
Can You Say How Many Positions Are Open, and for How Long?
Hiring is often tracked in whichever inbox the last mail arrived in. Candidates are duplicated, feedback lives in memory and an offer goes out before anyone checks it against a band. The result is delay and a thin record of why.
We configure the requisition, the pipeline, the scorecards and the offer approval around how you hire.
You may be experiencing:
- A department head already interviewing, with nobody able to say who approved the position or its budget.
- Resumes for one opening spread across three inboxes and a forwarded message, with the same candidate contacted twice.
- Interview feedback existing only as a recollection by the time a decision is made.
- An offer going out before anyone checked it against the salary band or the approval it needed.
- A candidate waiting days for an update because nobody owned the step after the interview.
- A question about open positions and their age taking a round of phone calls.
- A hire made, and the same details typed again into the employee master for onboarding.
- A strong candidate from an earlier opening, impossible to find again when a similar role opens.
- A rejected candidate's outcome that nobody can explain, because the reason was never recorded.
- Interview rounds arranged over calls and messages, with nobody owning the next step.
- Leadership asking where hiring stands and getting a different answer from each recruiter.
What we can help with
What the Module Does
Requisition Approval
A requisition carrying the role, the reason and the budget, with approval levels matching your sign-off structure, so hiring starts from an approval rather than a conversation.
Open Positions
Every approved position tracked as an opening with its status, so open roles are visible and their age can be read.
One Candidate Pipeline
All candidates for a role in one pipeline with their stage, instead of several inboxes.
Screening Records
Screening as a recorded step with the reason attached, so a rejected candidate's outcome can be explained later.
Interview Scheduling
Rounds, panel members and timings held against the candidate, so scheduling has an owner and a date.
Scorecards
A structured evaluation configured for the roles you hire most often, so interviewers record evidence rather than adjectives.
Offer Tracking
Offer approval, issue, acceptance and the joining date tracked against the approval the offer needed.
Hire to Employee Record
On joining, the candidate's details carry into core employee records, and reports show open positions, their age, pipeline stage and offers pending.
The scope
What the Module Covers
These are the hiring tasks the module handles, from an approved requisition to the joining date. You decide who approves a position, what good looks like for a role and every hiring decision.
Manpower Requisition
Raise a requisition carrying the role, the reason, the budget or band and the location, and route it through the approval levels you set.
Requisition Approval
Configure approval levels to your sign-off structure, so recruiting begins on a record of who sanctioned the position.
Open Positions
Track each approved position as an opening with its stage and age, so the list of roles you are hiring for is always available.
Candidate Pipeline
Keep all candidates for a role in one pipeline with their stage and history, instead of several inboxes.
Screening Records
Record the screening decision with its reason, so a rejected candidate's outcome can be explained and a strong one revisited for a later opening.
Interview Scheduling
Hold rounds, panel members and timings against the candidate, so the next step has an owner and a date.
Scorecards
Use a structured evaluation configured for the roles you hire most, so interviewers record what they saw against the criteria that matter.
Offer Approval
Track offer approval against the approval and band the offer needed, so an offer does not go out unapproved.
Offer Acceptance and Joining Date
Track offer issue, acceptance and the joining date, so a pending joiner is not forgotten between acceptance and day one.
Hire to Employee Record
Carry a hired candidate's details into core employee management and the onboarding checklist, so they are not typed again.
Recruitment Reports
See open positions, how long each has been open, pipeline stage by opening and offers pending, built from the records the workflow captures.
Role-Based Views for Hiring Teams
Give recruiters, hiring managers, interviewers and approvers the views they need, so candidate details and salary expectations reach only the people with a reason to see them.
Working together
Ways to Work With Us
Demonstration and Scoping
A walkthrough against your current hiring process, then an agreed scope for requisition levels, pipeline stages and scorecards.
Configuration and Rollout
The workflow is configured, tested against a few requisitions from your own history and opened for live use.
Ongoing Support
Support for new roles and scorecards, changed approval levels, additional locations and new reports as hiring changes.
A public careers page, an application form and publishing to job boards are not assumed to be built in. If you need them, raise them during scoping so they can be assessed honestly.
The deliverables
What You Receive
Depending on the scope, you receive:
- A configured requisition form with approval levels matching your sign-off structure.
- A configured recruitment pipeline from job opening through screening and interviews to offer and joining.
- Screening criteria and interview scorecard formats for the roles you hire most.
- Roles and access for recruiters, hiring managers, interview panels and approvers.
- Recruitment reports covering open positions, ageing, pipeline stage and offers pending.
- Training sessions for recruiters, hiring managers and interviewers, with a reference guide.
- Reference documentation for running the recruitment workflow end to end.
- A post go-live review with agreed adjustments to stages and approval levels.
- Screening criteria for the roles you hire most, confirmed by you.
- An explanation of what each report figure is built from, so open positions and ageing mean the same thing to everyone reading them.
Step by step
From Requisition to Joining
Define Requisition Approval Levels
We recommend a workable approval structure and explain where each level adds delay or control. You decide who signs at each level.
Describe the Current Hiring Process
We map the process, including the exceptions, and configure the matching workflow, so the system follows how you hire rather than imposing a standard route.
Set Evaluation Criteria
Screening and interview scorecard formats are drafted and configured for the roles you hire most, with the criteria that matter confirmed by you.
Train the Hiring Team
Recruiters, hiring managers and interviewers are trained on their part, and we stay available for configuration adjustments.
Read the Reports
Reports are configured and we explain exactly what each figure is built from, so open positions and ageing mean the same thing to everyone reading them. Where it is included in your engagement, we also support your first live hires, so recruiters, hiring managers and interviewers have someone to ask when they use the workflow for the first time.
The difference
What One Workflow Gives You
A configured hiring workflow helps you:
We do not promise outcomes. We record a baseline before work starts, covering how many positions are open, how long each has been open and how long each stage takes, and report against it, so you can see what changed and what did not.
- Start every hire from an approved requisition, with a record of who sanctioned the position.
- Keep candidate status and interview feedback in one pipeline instead of across inboxes and memory.
- Issue an offer against the approval and the band it needed, rather than ahead of them.
- Read open positions and their age from a report instead of asking each hiring manager.
- Give scheduling an owner and a date, so candidates wait less for the next step.
- Let a hired candidate's details flow into onboarding rather than be typed again.
- Tell a candidate where they stand, because every step has an owner and a date.
- Explain why a candidate was rejected or chosen, from a record instead of memory.
- Revisit a strong candidate from an earlier opening, because they remain in the pipeline history.
- Let leadership read open positions, ageing and offers pending from standing reports.
Find your fit
Who the Module Is For
SMBs Hiring Often
Businesses where tracking candidates by mail has become unmanageable.
Businesses With Several Hiring Managers
Companies where requisition approval and offer sign-off need a consistent route.
Multi-Location Companies
Businesses hiring similar roles at several sites, where each site improvises its own process.
Management Wanting Visibility
Companies where leadership wants sight of open positions and pipeline without asking for an update.
Growing Businesses
Companies formalising hiring ahead of a headcount push rather than during it.
Companies Already on GullyHR
Businesses that want a hired candidate to become an employee record without re-entry.
Hiring Managers Who Interview Alongside Their Day Job
Managers who need a simple place to see their openings and record interview feedback.
Founders Who Approve Every Position
Owners who want every new position and offer to pass through an approval they can see.
Good to know
How It Fits Your Workflow
From requisition to offer
- A hiring manager raises a requisition, and it moves through your approval levels.
- The approved position becomes an open role, and candidates are tracked in one pipeline.
- Recruiters record the screening decision with a reason, and schedule interview rounds against the candidate.
- Interviewers complete a scorecard for each round they conduct.
From offer to joining
- The offer is approved, issued and tracked through to acceptance.
- The joining date is tracked until the candidate joins.
- On joining, the candidate's details carry into core employee management and the onboarding checklist, and HR completes the remaining joining fields.
Recruiters and hiring managers take every hiring decision. The module holds the record and the route.
Good to know
What You Can Track
Standing reports
- Open positions and how long each has been open.
- Pipeline stage by opening.
- Offers pending or accepted.
Against your baseline
- How many positions are open and how long each has been open.
- How long each stage takes.
Reports are built from the requisition and candidate records captured during hiring, not from a separate count. We record a baseline before work starts and report against it.
Good to know
What It Is and Is Not
What the module does
- Carries a hire from an approved requisition to the joining date inside the GullyHR platform.
- Tracks candidates once they are in your pipeline.
- Keeps recruitment records and reports built from the same data.
What it does not assume
- A public careers page, an application form and publishing to job boards are not assumed to be built in.
- Automated resume parsing and sourcing are not assumed capabilities.
- It runs your hiring process. It does not design it, and it does not make hiring decisions.
GullyHR provides talent acquisition as a separate service, and recruitment process design sits within our process consulting. The software is separate from our consulting and services, and each is scoped on its own.
Good to know
Getting Started
What you bring
- How hiring actually runs today, including the shortcuts taken when a role is urgent.
- Your requisition form and your approval route, by position, budget or grade.
- The roles you hire most often, and the criteria that matter for each.
- Your offer approval route and salary bands, where you use them.
- The names of recruiters, hiring managers, interviewers and approvers.
Support
Where it is included in your engagement, we map your current process, configure the workflow, test it on a few requisitions from your own history, and train recruiters, hiring managers and interviewers. Live pipelines can usually be moved in where the candidate information is available.
Good to know
Access and Data
Who sees what
- A hiring manager sees their own openings.
- An interviewer sees only the candidates they are assessing.
- HR administrators see the full pipeline.
Access is role-based. Salary and offer details are limited to the roles you name.
Agreed at set-up
Candidate information is personal data. Before go-live we agree with you who holds each role. Details of data handling are covered in the proposal and the agreement for your engagement.
Good to know
Frequently asked questions
A hire from an approved manpower requisition through the job opening, candidate tracking, screening, interview scheduling, evaluation and offer approval to the joining date, with reports on open positions, ageing, pipeline stage and offers pending.
Not by default. The module tracks candidates once they are in your pipeline. A public careers page, an application form or publishing to external job boards is not assumed to be built in, and would be scoped as a specific requirement.
Automated resume parsing and sourcing are not assumed capabilities. Candidates and their details are captured into the pipeline, and if parsing matters to you, raise it during scoping so it can be assessed honestly rather than implied.
Whoever you decide. Approval levels are configured to your sign-off structure, typically by position, budget or grade, and we explain where each level adds control and where it only adds delay before you set them.
It runs your process; it does not design it. Where the process is not settled, process consulting can design the requisition, interview and offer steps first, and the module is then configured to match.
Yes. Scorecards are configured for the roles you hire, and variants by role family or location are possible. We keep the number manageable so interviewers actually complete them.
On joining, the candidate's details carry into core employee management as the start of the employee record, so they are not typed again for onboarding. What was captured during hiring stays attached to the candidate's history, and HR completes the remaining joining fields.
The module shares the employee and organisation structure used across the platform, so core employee management is normally configured alongside it. Onboarding and movement can follow later, and the scope states what is included so you are not paying for modules you are not yet ready to use.
After a demonstration against your current hiring process. The proposal sets out the requisition levels, pipeline stages, scorecards and reports included, and is agreed in writing before configuration starts.
Interviewers complete a scorecard configured for that role, against criteria you have confirmed, so a hiring decision rests on a readable record rather than a verbal recap.
Access is role-based. A hiring manager sees their own openings, an interviewer sees only the candidates they are assessing, and HR administrators see the full pipeline. Salary and offer details are limited to the roles you name.
Their details carry into core employee management and the onboarding checklist, so the information gathered during hiring starts the employee record instead of being typed in again.
Usually yes, for live pipelines where the candidate information is available. Closed historical hires are generally not recreated, since the effort rarely pays for itself.
Pricing depends on the modules, the number of employees and the set-up support you need. Share your requirements and we will send a tailored proposal.
Know Every Open Position and Where It Stands
Configure the requisition, the pipeline, the scorecards and the offer approval, and let the hire flow into the employee record.
Prefer to talk first? Call +91 80958 58589 or write to hello@gullyhr.com.
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