A hiring portal that fits how you hire
ConnectHire handles applications, screening, assessments and scheduling in one place, configured to the stages your organisation actually uses rather than a fixed pipeline.
What it does
Candidates apply once and see where they stand. Your team moves people through stages you defined, with every decision recorded. Nobody has to maintain a spreadsheet of who is where.
- A public application form per role, with your own fields
- Stages you define, not a fixed pipeline imposed by the tool
- Assessments with automatic scoring, where a role warrants one
- Interview scheduling that respects the interviewer's calendar
- Bulk actions for high-volume intakes such as internships
- An audit trail showing who moved whom, when, and why
How it is delivered
ConnectHire is built per organisation rather than sold as a subscription. The stages, the fields, the scoring and the emails differ enough between a twelve-person company and a college placement office that a single configuration would serve neither well.
Who it suits
It fits organisations running recurring intakes where the volume makes email unworkable but a large applicant tracking system is more than the process needs.
- Colleges running placement drives across departments
- Companies hiring interns in cohorts rather than one at a time
- Organisations with a structured assessment step before interview
- Teams that need an audit trail for how candidates were selected
What candidates see
One form, a confirmation, and a status page they can return to. The most common complaint about hiring is silence, so the portal tells candidates where they are at each stage rather than leaving them to guess.
Data and retention
Applicant data lives in your database and is yours. Retention periods are configurable per role, with automatic deletion after the window you set, because holding CVs indefinitely creates obligations most organisations have not thought about.
Questions we get asked
Scope and fit. Established systems do far more and cost accordingly, and most of their features go unused by an organisation hiring in a few cohorts a year. ConnectHire covers application, screening, assessment and scheduling well, and stops there. If you need requisition approval chains and headcount planning, buy one of the large systems instead.
Yes, and their details carry across so they are not retyping a CV for each one. Your team sees the full picture for a candidate across roles, which matters when someone rejected for one position is a strong fit for another opening the same month.
It is deleted on the schedule you set, per role. Most organisations keep unsuccessful applications for six to twelve months in case a similar role opens, then delete. The deletion is actual removal, not a hidden flag, and the audit log records that it happened without retaining the data itself.
Usually three to six weeks, depending on how many roles and stages you run and whether assessments are needed. The longest part is not the software, it is agreeing what your stages actually are, which is often the first time an organisation has written them down.
What clients say on Google
Unedited, pulled live from our Google Business listing.
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Running hiring out of a spreadsheet?
Tell us how many applications you handle a year and what your stages are, and we will scope it.
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