A hiring flow is the sequence a candidate moves through for one position. You build it once and every candidate for that position follows it.
Building one
Pick the position, then add stages in the order you want them. Each stage carries its own duration, question sourcing, monitoring level and pass criteria — a screening MCQ and a final panel interview should not be configured the same way, and they are not.
Choosing stages
See stage types for what each one does. The common shapes:
- Screen then interview — an MCQ or aptitude stage to narrow the field, then a video interview for the people who pass.
- Interview then exercise — a video interview first, then a coding test for the shortlist.
- Single stage — one interview, no gating. Perfectly normal for senior or referred candidates.
Gating between stages
Each transition can be blocking — the candidate must pass to continue — or non-blocking, where everyone proceeds and the score is information rather than a gate. Blocking transitions carry a pass threshold, and you can allow a manual override so a borderline candidate can be advanced by a person.
Publishing
A flow must be published before candidates can be scheduled into it. Publishing validates it: a stage with no questions, an impossible duration, or a threshold nothing can meet is refused with the reason, rather than failing later on a real candidate.
Trying it before you send it
Every published flow can produce a shareable demo link that runs the real candidate experience with no scheduling and no verification code. See demo links.