Most of this isn't AI. That's the point.

Before anything runs, you describe your hiring process once: the interview stages, their order, the time gaps between them, and the conditions under which someone skips ahead — a senior candidate, a referral.

From that point the process is enforced rather than remembered. A candidate occupies exactly one stage, moves only along paths you defined, and cannot be advanced past a stage that has not been recorded. The pipeline everyone agreed to in a meeting becomes the pipeline the software will actually allow.

Nothing queues waiting for a recruiter to open it. The moment an application lands it goes through a funnel, and the order of that funnel is the point: the cheap, certain, deterministic work happens first, and only what survives it reaches a model.

That ordering is what makes the output defensible. Most of the sorting is done by rules you wrote and can point at, and the model is never asked for a judgment that logic could have made. Nothing is removed from your view at any layer: a candidate who misses a hard requirement is flagged and ranks lower, and you can still open them and override.

Interviewers connect their own calendar — Google, Microsoft or Zoho — and manage their own availability. Forage Recruit books against that, not against a shared sheet someone updates on Fridays.

Assignment can be manual when you want the control or automatic when you don't. Each interviewer gets their own workspace: requests they accept or decline with a reason, and a line-up of what they have accepted. The back-and-forth that normally happens in a group thread happens as state changes in one place.

After an interview the interviewer records one outcome: pass, fail with a reason, or another chance. A pass advances the candidate automatically. A fail archives them with the reason attached. Another chance holds them in the same round.

We did not automate this stage, and that is a design decision rather than a gap in the roadmap. Choosing who to advance carries judgment and accountability that belong to a person. The decision is human; only its consequences are automatic.

Offer letters are built in an editor as templates: fixed content locked, variable fields bound to the candidate's record. A template cannot be used until an approver has passed it — the gate exists before the first letter goes out, not as a review after one went out wrong.

Generate, preview against real data, send, and track acceptance in one place. When every opening is filled the system holds the remaining candidates, and reopens them if someone declines.

Forage Recruit requests the documents, captures what comes back, and lets a recruiter verify each file before employment is final. Background verification can be switched on per process.

A verified hire flows into your live organization directory and takes their place in an org tree tracking reporting lines, location and work mode. The person you hired appears in the company structure the moment they are confirmed, without anyone re-typing them into a second system.