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Pipelines help you organize and track candidates through your hiring process. This guide shows you how to create custom pipelines with stages that match your workflow.
1

Open the pipeline dialog

From your organization dashboard, click Create Pipeline to open the pipeline creation dialog.
Each pipeline can be connected to specific job openings, allowing you to use different workflows for different roles.
2

Name your pipeline

Enter a descriptive name for your pipeline in the Pipeline Name field.Examples:
  • “Engineering Pipeline”
  • “Sales Hiring Process”
  • “Internship Application Flow”
  • “Executive Recruitment”
Choose a name that clearly identifies the type of roles or workflow this pipeline is for.
3

Add hiring stages

Define the stages candidates will move through in your hiring process:
  1. Click Add Stage to add a new stage
  2. Enter a name for the stage (e.g., “Phone Screen”, “Technical Interview”)
  3. Repeat for each stage in your process
  4. Reorder stages if needed
The dialog shows a counter of how many stages you’ve created.
You need at least one stage to create a pipeline. Add as many stages as your hiring process requires.

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Common stage examples

  • Applied
  • Phone Screen
  • Technical Interview
  • Team Interview
  • Offer
  • Hired
  • Applied
  • Resume Review
  • Coding Challenge
  • Technical Interview
  • System Design Interview
  • Hiring Manager Interview
  • Offer
  • Accepted
  • Applied
  • Phone Screen
  • Role Play Exercise
  • Manager Interview
  • Final Interview
  • Offer
  • Onboarding
4

Remove or edit stages

To remove a stage you don’t need:
  1. Click the X button next to the stage name
  2. The stage is immediately removed from the list
You can modify stage names by editing the text field directly.
5

Create the pipeline

Once you’ve named your pipeline and added all the stages:
  1. Review your stage names and order
  2. Click Create Pipeline
  3. Wait for the confirmation message
Your pipeline is now created and ready to use with job postings.
6

Connect pipeline to jobs

After creating a pipeline, you can link it to specific job openings. This allows you to track candidates through the custom stages you’ve defined.Different jobs can use different pipelines based on their specific hiring needs.

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Using your pipeline

Once your pipeline is set up, you can use it to manage candidates:

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Pipeline board view

The pipeline board displays all your stages as columns:
  • Each column represents one stage
  • Applicant cards appear in their current stage
  • Drag cards between columns to move candidates through stages
  • Track how many candidates are in each stage

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Moving applicants

To move an applicant to a different stage:
  1. Open the pipeline board for your job
  2. Drag the applicant card from one stage column to another
  3. The system automatically saves the move
  4. A success message confirms the update
Changes are tracked automatically, so you can see a candidate’s progression through your hiring process.

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Adding new stages to existing pipelines

You can expand your pipeline by adding new stages:
  1. Open your pipeline board
  2. Click the Add New Stage button at the end of the pipeline
  3. Enter the stage name
  4. The new stage appears as a column on the board
Add stages as your hiring process evolves. For example, you might add a “Culture Fit Interview” stage if you introduce that step.

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Pipeline best practices

Keep stages clear

Use stage names that clearly describe what happens at that point in the process. Avoid vague names like “Step 2”.

Match your actual process

Design stages that reflect how you actually hire, not an idealized process. This makes the pipeline more useful day-to-day.

Don't over-complicate

Fewer, well-defined stages are better than many micro-stages. Aim for 4-7 stages in most cases.

Review regularly

Periodically review your pipeline effectiveness and adjust stages as your hiring process improves.

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Next steps

Managing applications

Learn how to work with applicants in your pipeline

Team invitations

Invite team members to collaborate on hiring decisions

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