Hiring that starts at the headcount plan
A requisition in TeamPulse is created against approved headcount, not against a hunch. The same record carries the candidate through pipeline, offer and their first day, so nobody re-keys a new joiner into a second system.
- Median time to hire
- 24d
- Median time to hire
- Interview scorecards
- Structured
- Interview scorecards
- Record to onboarding
- 1
- Record to onboarding
- Decision trail
- Audited
- Decision trail
Structure
The same questions, scored the same way
Structured scorecards per stage mean two interviewers are answering the same question rather than forming separate impressions. The decision trail is kept, which matters when a rejection is challenged.
- Requisitions drawn from approved headcount
- Structured scorecards per interview stage
- Offer approval chain with comp band checks
- Accepted offers become onboarding plans automatically
What is in it
Everything the recruitment layer holds
Built so the recruiter and the hiring manager can see the same thing without a status meeting.
Requisitions
Open roles reference approved headcount and the budget line that funds them.
Pipelines
Stages you define, with the drop-off visible so you fix the step that is actually leaking.
Structured scorecards
The same criteria for every candidate, scored independently before the panel meets.
Careers site & sourcing
A hosted careers page plus integrations with the boards and sourcing tools you already use.
Offers
Offer approval that checks the comp band before it goes out rather than after it is accepted.
Hand-off to onboarding
An accepted offer becomes a preboarding and first-90-days plan without a second data entry.
Compliance
Decision reasons and retention rules kept per candidate, exportable when someone asks.
Hiring analytics
Time to hire, source quality and stage conversion, on the same dataset as everything else.
Getting there
From plan to first day without a re-key
Open against plan
Requisitions reference approved headcount, so the budget conversation happens once.
Define the bar
Set the scorecard before the first interview rather than calibrating opinions afterwards.
Run the pipeline
Stages, reminders and panel scheduling in one place, with drop-off visible per step.
Hand over
The accepted offer becomes an onboarding plan on the same employee record.
What changes
What talent teams report
Measured from requisition approval to signed offer.
Recruitment and onboarding share one record.
A stage cannot close without its scorecard.
Requisitions cannot exceed the approved plan.
Close the gap between hiring and onboarding
Open one requisition, run one pipeline, and watch the accepted offer turn itself into a first-90-days plan.