---
title: Overview and Core Hiring Workflow
description: Learn how the platform organizes hiring workflows using positions, scorecards, and candidates to enable structured evaluations and consistent hiring decisions.
---

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1. [Knowledge Base Core](https://go.whoai.com/?hsLang=en)
2. [General](https://go.whoai.com/general?hsLang=en)

December 19, 2025

# Overview and Core Hiring Workflow

## This article provides an overview of the platform’s core hiring workflow, including how positions, scorecards, and candidates work together to support structured evaluations.

#### **Background**

Our platform is designed as a centralized workspace for managing hiring activities in a structured and outcome-driven way. Rather than treating hiring as a series of disconnected tasks, the system organizes work around defined roles, evaluation criteria, and candidates. 

#### **Platform Layout and Navigation**

The platform uses a left-hand navigation model that mirrors the hiring lifecycle. From the main landing page, users can access all primary objects involved in hiring.

The navigation is structured to support a logical progression:

- Create and manage positions
- Define evaluation criteria for each position
- Add and review candidates
- Initiate interviews and assessments

The landing page serves as a starting point and will continue to evolve to surface helpful information, shortcuts, and status indicators over time.

### Positions

A Position is the foundation of the hiring workflow. It represents the role being filled and acts as the anchor for all related activity.

Creating a position is the first step in the process. Once a position exists, it can be associated with evaluation criteria and candidates. This ensures that every assessment and interview is tied back to a clearly defined role.

Positions allow teams to:

- Maintain consistent role definitions
- Align evaluation criteria to specific job requirements
- Track hiring progress at the role level

### Scorecards

Scorecards define how candidates are evaluated for a specific position. They capture the criteria, competencies, or attributes that matter most for success in the role.

Scorecards are always associated with a position. This enforces structure and prevents evaluations from being created in isolation.

Using scorecards enables teams to:

- Standardize evaluation across interviewers
- Reduce subjective or inconsistent feedback
- Compare candidates using the same criteria

Once created, a scorecard can be reused for multiple candidates tied to the same position.

### Candidates

Candidates are individuals being evaluated for a position. Candidates are added after a position and scorecard are in place, ensuring that evaluation begins with clear expectations.

Within a candidate profile, users can review details, track progress, and initiate interviews or assessments.

Candidate profiles serve as the single source of truth for:

- Evaluation results
- Interview activity
- Status within the hiring process

### Interviews and Assessments

From within a candidate profile, users can initiate interviews using the available interview tools. The video highlights two interview initiation options represented by distinct icons.

These options allow users to:

- Start an automated interview flow
- Launch an assisted interview experience

Both options are designed to work within the same structured framework, ensuring results remain tied to the position and scorecard.

 

#### End-to-End Flow

1. Start at the landing page
2. Create a position
3. Create or assign a scorecard to that position
4. Add candidates to the position
5. Initiate interviews or assessments from the candidate profile
6. Review and compare results using standardized criteria

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