Recruitee Articles

Announcing the new Recruitee 3.0

Alongside all the small releases throughout the year, we have constantly found ways to improve Recruitee. Today, we’re proud to announce the release of Recruitee 3.0 to help businesses be super efficient and collaborative in their hiring processes.

The hiring and recruitment process has been changing and will keep changing. More and more companies are involving their teams in the recruiting process instead of leaving it up to one HR person. And growing numbers of hiring teams are making use of fast-paced HR technology instead of spreadsheets and mailboxes.

To adapt and lead this change is our biggest mission. We set a big chunk of time aside to research and build Recruitee 3.0. It’s been a great learning process where we set up hypotheses, built prototypes, tested everything rigorously, and embraced the results.

What’s New?


Don’t try to keep up with everything, only get updated with what matters most.

Once the recruitment process starts rolling, most businesses are overwhelmed by the sheer volume of tasks that need to be completed every day. Every application needs to be reviewed, evaluated, and informed of their progress. Multiply the time spent on each task with the number of candidates and the number of job openings you currently have. You’ll get more hours of work than your team can handle.

If you dive into your candidate pipeline, you lose the overview and might miss out on the important stuff. If you jump from task to task to keep up with what’s happening, you won’t get anything done. To solve this conundrum, we built Notifications to keep businesses updated on what’s most important to them. Each user can choose what they want to be notified with and only those relevant notifications will roll in.

2—Slack integration

To get everyone’s attention, deliver real-time updates where your hiring team is.

With an average of 508 apps used within each business, attention is a commodity. Even with crucial tasks like hiring, important updates might not reach the right person if they need to switch between multiple tools first to check them out. To prevent wasted time on jumping back and forth between tools, we integrated Slack with Recruitee. One common reason why businesses choose to use Slack is that all team communication stays at one place. By integrating Slack with Recruitee, businesses can see the most important notifications from Recruitee right inside their Slack channels. In case actions need to be taken, businesses can click on each notification to go to the corresponding feature in Recruitee. Time is saved, and that too, is a commodity.

3—Share candidates

To get the best evaluation, have your candidates reviewed by anyone you need.

The idea behind involving team members in the hiring process is that businesses can get the most objective evaluation of candidates. But we have found that in some cases, that is not enough. Especially with small businesses or businesses who work with external recruiters, there is a need to get feedback from ‘outsiders’ on certain candidates without sharing sensitive information – like the comments and files the business has saved in those candidates. Starting from there, we came up with a brand new feature as a solution: Shared candidates. Business can now choose which candidates and which parts of those candidate profiles to share, as well as setting a time limit for each Share. This gives businesses the freedom and power to obtain the best evaluations of their candidates.


The best productivity hack? All your to-do’s at the place you need to do them.

Hiring is often a lengthy and under-pressure process. Many businesses are in a daily race to set up hiring tasks and complete as many of them as possible. But hiring is rarely the only one thing a business does. In most cases, hiring tasks are just a few amongst dozens of other tasks they must carry out to achieve growth. Tasks got mixed up, lost, or completely forgotten are common. It decreases businesses’ productivity and creates a less-than-satisfactory candidate experience. But it doesn’t have to be that way. That’s why we built Tasks right in Recruitee to centralize all businesses’ hiring tasks in one place. Each team member has their own Tasks section and there is a section for all Tasks from a company account. It’s like putting your grocery list on the fridge, it’s less likely to forget your hiring tasks if they’re listed where your candidates are.

Upgraded from existing features

5—Private Team Notes

Some parts of hiring are meant to be confidential, make sure that happens.

As teams work on hiring together, collaboration happens between different levels of a business. Confidential information soon emerges and needs to be treated properly in the context of hiring within a team. We acknowledge this and have added an extra layer on top of the Team Notes feature. It’s private Team Notes and it allows every team member to select who to share their confidential messages with.

6—Tags and Sources management

Control the data before the data gets out of control.

Tagging candidates is one of the easiest ways to find them back later. This simple yet effective approach has been adopted by many businesses. Only one downside: the more job openings and candidates a business has, the more chaotic their tags become. It’s not rare to see almost identical tags (like ‘Angular’ and ‘angular’) and dead tags (having from 0 to 1 candidate attached to them). And it will only be going downhill from there. To help businesses gain their control back, we built a separate section dedicated to managing tags. Businesses can see how many candidates are tagged with a certain tag and can edit it as well. We recommend that the earlier a business arranges this, the better.


7—Follow candidates

Take ownership on the candidate level.

Sometimes following a Job and receiving notifications of that Job are not enough. If a business has hundreds candidates in each Job, there is a dire need to be able to follow each of those candidates to stay on top of their progress. So we have enabled the Follow candidates feature that allows every team member to follow or assign others to follow and be in charge of each and every candidate.

8—Candidate search table

Pull any data you need from your candidate database.

The main function businesses need in a candidate database is to be able to dig into it and get clear results. That’s why we have tweaked Power Search to allow for more customization and clarity. With each search, businesses will be able to see a total number of candidates found, along with a navigation system to browse through the result. Next to that, businesses can decide which information to show up in the candidate profiles per search.

9—Sort Jobs/Talent Pools

Easy to navigate, easy to collaborate.

Most businesses having more than 10 job openings can already sense the chaos looming ahead. Not on the candidate level, but on the Jobs level. Many times businesses have Jobs with identical names but different status, and just as many times confusion and mistakes stem from there. We want to prevent this by introducing a new way to sort and arrange businesses’ job openings. Either by the Jobs’ titles, departments, or status, businesses can now decide the order those Jobs should have.


Yellow is from your fellows. Blue is from you.

Most teams evaluate candidates together and everyone’s input is required. With a high volume of candidates, it’s easy to get lost in the process. One common obstacle we found is that team members don’t remember whether they have reviewed certain candidates. Another hurdle is that they lose track of which candidates they have already reviewed and which still needs to be reviewed. In search for an elegant solution, we arrived at the ‘blue stars’ – using colors to differentiate status. If a candidate has been rated by your team members, their star rating is yellow. If you rate that candidate, their star rating will turn blue.


You will probably click this more often than any other buttons.

Once a business has multiple job openings as well as talent pools, having an overview of all of them is crucial to track their progress. So we have made the Shortcut button more prominent. It allows one-click access to the overview of all jobs openings and talent pools a business has.

12—Angular 2

We can handle big volumes. No problem.

This is truly last but not least. All the features above and all the upcoming features would not have been made possible without this fundamental update. Simply speaking, we upgraded our entire backend to a better framework. This framework allows us to handle and process data in big volumes. For businesses, it would be loading thousands of candidates in a second or performing searches in less than a second. Even though the entire process took up a giant chunk of time and resources, we’re proud to have accomplished it for the benefit of all businesses using Recruitee.

Our cherry on the cake: iPhone and Android app

In case you haven’t heard, we have released Recruitee iPhone and Android apps for businesses to hire on the go. Having real-time updates and 24/7 connectivity with candidates give every business’ hiring team an unfair advantage of speed – closing the top candidates before anyone else. By the way, have we mentioned that both apps are free? Yes, you can have the cake and eat it, too.

A future-proof hiring platform for teams

The essence and infrastructure of hiring will keep shifting towards inclusion and progression. Our goal is to bring Recruitee one step closer to this vision with every update. This release is just one of those steps. There is still a lot to be done. Programmatic UI, machine learning, and AI are a few of them. We’re excited to explore this with you. So stay tuned!

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