Recruiting
From candidate to colleague.
Hiring is the front of the people lifecycle, not a separate product. A candidate who accepts should become an employee with their role, responsibilities, access and onboarding already prepared — without anybody retyping a single field.
One graph, from application to first day
The skills recorded during interviews, the role the candidate applied for and the team they are joining all carry through. Hiring someone should not start a blank form.
Small-company hiring, not an ATS
Five stages, a shared view of who is where, and notes that are actually written. Companies of this size do not need requisition workflows and scorecard weighting.
The job is already a role
A vacancy is defined from the role it fills — its responsibilities, its required skills, its reporting line — so the job advert and the first day describe the same job.
In this area
6 pages under Recruiting.
Each one is its own surface in the product, and each one is here because it does something the others do not.
Pipeline
Applied, screening, interview, offer, hired — visible to everyone involved.
ReadJobs
A vacancy defined from the role it fills, not written from scratch.
ReadCareers page
Publish open roles to your own website, and collect applications behind it.
ReadCandidate records
CV, skills, notes, interviews and source in one place.
ReadInterviews
Who is meeting whom, when, and what came out of it.
ReadCandidate to colleague
Accepting an offer creates a prepared first day, not a blank form.
ReadThe rest of Orglume
This is one part of one loop.
Run your team with clarity.
From the moment someone joins to the day their responsibilities are handed over, Orglume keeps your people, their work and your organization connected.
Set up from a spreadsheet · Nothing about the AI is metered · [email protected]