Every stage of hiring, engineered.

Sign up with a work email and your organization is created instantly. Everything inside it — roles, candidates, pipelines, templates — belongs to that organization and is scoped to it. One email, one organization.

The person who creates the organization is the primary admin. They control settings, manage users, and define permissions. Secondary admins can be appointed with the same powers, except they cannot remove or demote the primary admin.

Define interview stages, the order they run in, time gaps between them, and experience-level requirements. Set skip-conditions so senior or referred candidates move faster automatically. Create pipelines before posting a job — they activate when a role is assigned.

Each stage can be set to Online, Walk-in, or Both. The system enforces the sequence for every candidate, applying the right interview mode based on the candidate's track and the pipeline rules.

Connect Google, Microsoft, or Zoho calendars, plus your hiring inbox via SMTP. Scheduling and candidate communication happen inside the system, not across browser tabs. Each integration shows its connection status and can be paused or revoked at any time.

Company emails (interview invites, offer letters, candidate updates) are sent from your own domain via your own SMTP. System emails (account verification, password reset) go through NXT HIVE's infrastructure.

Set your company profile (name, logo, timezone), letter details for offer templates, and default preferences that apply across the workspace. Configure the setup checklist that guides new organizations through connecting their tools and posting their first role.

Create job postings with role details, experience levels, and required skills. Set the number of openings per role. Each posting defines the candidate track: Online interviews, Walk-in interviews, or Both (where the candidate picks on application).

Posted jobs connect to your company's careers portal and can be distributed to external job boards. Control active listings from one place — edit, pause, resume, or close. When all openings are filled (offers accepted + BGV cleared), the job closes automatically; remaining candidates are held and can be resumed if someone declines.

Forage Recruit integrates with your existing careers page. Active job listings appear on your site; candidates apply through your brand, not a third-party form. Applications flow directly into your Forage Recruit pipeline.

No separate careers site to maintain. No iframe embeds that break your design. Your careers page pulls from Forage Recruit and stays current as you post, pause, or close roles.

Every application is processed when it arrives, through a funnel in layers: deterministic parsing, then hard knock-out rules, then public code signal for technical roles, then AI ranking against a per-role scorecard — each ranking carrying a plain-language explanation.

Each candidate is scored once per job against a fixed scorecard. The score is stable and auditable. You review an ordered shortlist and make the decisions. The AI narrows the pile; it never makes the call.

All candidates across all roles live in one searchable database. Filter by job, stage, status, or score. Move candidates between stages manually (with an override warning and audit log) or let the pipeline handle it automatically.

When a position is filled, remaining candidates are tagged and stored for future roles or outreach. No data is lost when a job closes — your candidate database grows with every hiring cycle.

Employees can refer candidates through a referral link. Each referral is tagged with the source — who referred them and when. Referred candidates can be given skip-conditions in the pipeline (e.g., skip the initial screening call) based on your process rules.

Referral data flows through the entire pipeline, so you can see how referred candidates perform compared to other sources.

Shortlisted candidates need an interviewer and a time. Forage Recruit assigns both — manually when you want control, automatically when you don't. The booking, invitation, and candidate notification happen together in one action.

Interview types follow the pipeline: online interviews get calendar invites with video links; walk-in interviews are linked to drive days. The system prevents double-bookings and respects interviewer availability windows.

Interviewers manage their own availability and sync their external calendars (Google, Microsoft, Zoho). The system books against what is actually free — no stale free/busy data, no double-bookings that someone has to apologize for.

Availability windows can be set by day of week, blocked for specific dates, and updated at any time. Changes propagate immediately — if an interviewer blocks a slot, pending requests for that time are flagged.

Interview assignments land with the interviewer: pending requests they accept or decline (with a reason), and a clean line-up of everything they've accepted and still need to run. No group threads, no “does 3pm work for everyone?”

Declined requests are automatically reassigned. Cancelled interviews (by either side) free the calendar slot and trigger reassignment. Everything is logged.

For roles that need in-person assessment, Forage Recruit manages the entire walk-in drive lifecycle.

Plan: set the date, venue, roles being interviewed, panel of interviewers, and candidate capacity. Invite shortlisted candidates — pick from a template, fill in details, test-run it, and send to one, selected, or all candidates.

Live Board: on drive day, a real-time board tracks every candidate through five columns: RSVP'd → Expected → Waiting → In Interview → Done. HR checks in candidates who arrive (no self-check-in; no QR scanning). “Call Next” pulls from the waiting queue. Candidates who don't show are marked and can be ignored (archived as no-show) or given another chance.

Summary: after the drive, see who attended, outcomes, interviewer notes, and pipeline movements — all in one view.

After an interview, the interviewer records one outcome. Pass: the candidate advances to the next stage automatically. Fail: a reason is required, then “Give another chance?” — Yes loops them back to the same interviewer for a re-interview; No archives them with a record and severity flag. Another Chance: same interviewer, same round, rescheduled. Did Not Attend: ignore (archived as no-show with an amber flag) or allocate a new slot.

Either way, the record updates itself and the next step is set up automatically. Nobody has to remember to move anyone forward.

Build offer-letter templates in a familiar editor. Your logo, addresses, and standard terms stay locked in. Name, role, salary, and start date sit as placeholders that fill from the candidate's record. Preview any template against sample data before using it on a real person.

Every new template must pass an approver before recruiters can use it. Not a warning anyone can click past — an unapproved template simply cannot be sent. Approvers can approve, reject with comments, or request changes.

Generate from an approved template, preview with the candidate's real data, send by email, and track acceptance, decline, or withdrawal in one place. A signed copy goes to the candidate and is stored in the system.

When offers sent equals openings, the system holds remaining candidates automatically. If someone declines or withdraws after accepting, the hold lifts and the recruiter picks up where they left off.

Once a candidate accepts, Forage Recruit requests documents via email. Candidates upload through a secure page (magic link, no account needed). Recruiters verify and accept each file before employment is confirmed.

Background verification is optional, toggled per process pipeline. When enabled, BGV is a gate between offer acceptance and hire confirmation.

Verified hires flow into your live organization directory and take their place in an org tree that tracks reporting lines, locations, and work mode (remote, hybrid, onsite). They appear the moment they are confirmed.

The org tree is a living document — add, move, or remove people as your organization changes. View by department, location, or reporting line.

Create email templates for every stage: screening, shortlisted, interview invite, walk-in invite, offer, rejection, onboarding. Each template supports placeholders that fill from candidate and job data.

Automation workflows connect events to templates: when a candidate is shortlisted, send the shortlist email. When an interview is scheduled, send the invite. When an offer is accepted, send the document request. Set it once; it runs for every candidate.

All emails send from your company's own domain via SMTP. Candidates see professional communication from your brand, not a third-party notification.

System-wide notifications for admins and users: new applications, interview requests, decision outcomes, offer status changes, document submissions. Alerts for exceptions: a candidate without a matching pipeline, an interviewer who declined too many requests, a no-response that's been waiting past the deadline.

No-response deadline: configurable (default 5 calendar days including weekends). After the deadline, the candidate is flagged for the recruiter to handle manually.

Candidates interact with your hiring process through secure pages accessed via magic links — no passwords, no accounts to create. Accept or decline offers, upload onboarding documents, and view their interview schedule. Simple, branded, and frictionless.

Separate admin logs and user logs. Every action — candidate moves, job changes, template approvals, interview decisions, offer sends, document verifications — is recorded with a timestamp, the person who did it, and what changed.

Filter by activity type, person, or role. Sort by date. Logs are immutable: once written, they cannot be edited or deleted. This is your audit trail for every hiring decision.

When a user tries to do something they don't have permission for — post a job, manage templates, view screening results — they can request access. The request goes to the admin's queue. Grant or deny with one click. No back-channel Slack messages, no “can you give me access to…” conversations.

Each user manages their own profile: photo, mobile number, password reset, and availability settings. View your role, upcoming interviews, and pending activities — everything flows to your calendar view.

Real-time dashboards for pipeline health, time-to-hire, source effectiveness, interviewer load, and offer acceptance rates. Visualize your hiring funnel from application to hire and identify where candidates drop off.

Reports are built from your actual pipeline data — not survey benchmarks, not industry averages. Your numbers, your trends, your bottlenecks.