Process setup
What is recruitment software?
A position opens. The posting text is written in a Word file, applications land in a shared inbox, interview times live in calendar invitations, and the documents of the person you hire arrive over a messaging app. Recruitment software connects those four separate places into one chain and keeps a record of every link. This guide walks through the links, what each of them does, and why one of them sometimes never appears at all.
A core with no gate
The application list, the status line, the career page, the audit log and the employee record sit behind no plan gate, they run in every setup
7 plan gates
Exactly seven capabilities depend on the plan: the AI advisor, posting text generation, interview scheduling, the document chain, the observability dashboard, custom roles, Drive import
5 company settings
Five settings work independently of the plan; while one of them is off that screen never appears in the menu, even when the plan would allow it
Recruitment software runs every step between publishing a position and recording the new employee in one place: publishing the posting, collecting applications, evaluating candidates, scheduling interviews, gathering documents after the offer and creating the employee record. Applicant tracking is the core of that chain, the remaining links attach before and after it. Which link is open depends on your plan and on a company setting.
What recruitment software means and which problem it solves
Recruitment software is a program that runs the work between opening a position and recording the new employee in one place. In Turkish the same thing is also called a hiring program or HR recruitment software. They all point at one idea: a system where posting, application, evaluation, interview, offer, documents and the employee record are linked to each other, and where every link keeps a record.
The problem it solves is not piling up applications, it is not losing information at the joints of the chain. The joints are easy to name: the person who writes the posting and the person who reads the applications do not look at the same criteria, an interview note stays in one person notebook, the documents of the accepted candidate arrive through another channel. Two months later the answer to "why did we hire this person" sits in pieces across three different places. The loss happens between the links, not inside them.
The chain also has an end, and that is worth saying up front. Recruitment software carries the hiring decision and what comes right after it; payroll, leave tracking and performance management belong to a different family of software. GoTeam stretches the chain from publishing a posting to the employee record and the employment period, and stops there.
- Recruitment software and ATS are used as synonyms, but they do not cover the same ground: an ATS is the applicant tracking link, recruitment software also holds what comes before and after that link.
- Installing the software does not build the chain. The links are configured in two separate places and the two are independent of each other: the plan and a company setting.
- Not every link of the chain is automated to the same degree. AI ranks and shows evidence, a person makes the decision at every step.
The links of the chain and what they map to in the panel
The table below maps the links you would expect from recruitment software onto the real screens of the GoTeam panel, with the gate status of each link next to it. Links with no counterpart were left out: the easiest way to spoil a definition page is to invent an example for one.
The order is not arbitrary, it is the order of the chain itself. Every row runs on the record produced by the one above it: no application without a posting, no interview without an application, no document request without an offer.
| Link | Screen in the panel | Gate status |
|---|---|---|
| Publishing a posting | Job postings: create, edit, publish | No gate. Publishing spends one active posting slot from the plan allowance. |
| The candidate side | A career page, posting detail and application form that open with the company own logo and colour | No gate, white labelling works on every plan. |
| Applicant tracking | The applications screen: filters and the list on the left, candidate detail in the middle, the document on the right | No gate, open in every setup. |
| Evaluation | Fit score and evidence cards; the AI advisor for natural language pool search | A company setting closes scoring, and a separate plan gate closes the advisor. |
| Interview | The interview list, scheduling and the room of a single interview | The interview status is on every plan. Scheduling with Google Meet is Professional and Enterprise. |
| Documents after the offer | Document requests, document templates and named document sets | A company setting and a plan gate are both needed. |
| Employee record | Employees, the employment period, rehiring | No gate. |
| Notifying candidates | Email templates in the company own branding and bulk sending from a filtered list | Tied to a company setting. |
Where the border with an ATS runs
The two terms are used interchangeably in Turkish sources, but the ground they cover is different. An ATS, short for applicant tracking system, is the applicant tracking link: the application enters the record, the step the candidate is at is kept, and every change is stored with the person who made it. Recruitment software contains that link and stretches it in two directions: the posting and the candidate side before it, document collection and the employee record after it.
In practice that means this: "do you have an ATS" and "does it go all the way to the end of the chain" are two different questions. A product can track applications perfectly and still send you back to a spreadsheet once an offer is made. How applicant tracking itself works, the status line and the audit log, is not the subject of this page; it lives in a separate guide, linked below.
What the candidate sees, and the second way in
The candidate side of the chain is a career page served from the company own address: the logo, the brand colour and the list of open postings. The candidate fills in the form from the posting detail and the application lands straight in the panel, with no inbox in between. A CV is accepted as PDF only and can be at most 5 MB.
For a company that does not want to use the career page there is a second way: the application form is embedded into the company own site with an iframe, the addresses allowed to embed it are limited by an allow list, and the health of the embedded form is monitored. Both ways land in the same record, no separate pool appears in the panel. Internships are a distinct flow in this chain: a separate route family, separate filters (university, insurance, internship type) and a hub that a single company setting can close at the root.
What happens once the hiring is done
The offer is not the end of the chain. The documents to be requested from the accepted candidate are built from templates; thanks to named document sets you pick a group such as "blue collar onboarding" instead of choosing item by item, the request opens with a deadline, and missing items are tracked. When less than two days are left on the deadline, the request is flagged as approaching in the list.
Once the documents are complete the candidate becomes an employee record; an employment period opens and if the same person is hired again later, the earlier period is not lost. The chain ends here: payroll, leave and performance management are not in the product, and there is no channel that feeds data to an outside HR information system.
Why a capability is sometimes invisible: two separate gates
This is where most of the confusion is created when comparing recruitment software. The answer to "is this feature in the product" does not depend on a single gate. GoTeam has two gates and they are different things: the plan gate opens with money, the company setting opens from the panel. A capability can ask for both at once.
The table below lists the seven capabilities behind the plan gate and the plans that open them. Seven is not a rounded number, it is a fixed list in the code; there is no eighth gate.
| Capability | Plans that open it | What it does |
|---|---|---|
| AI recruitment advisor | Every paid plan and the trial | Natural language pool search, bulk actions, gate and evidence badges, the human review queue. |
| Observability dashboard | Every paid plan and the trial | The KPI strip, trend charts and the application funnel card. |
| Posting text generation with AI | Professional, Enterprise, trial | Drafts the posting text and the requirement items. |
| Interview scheduling | Professional, Enterprise, trial | The interview record, and for an online interview a Google Meet link embedded in the email. |
| The document request chain | Professional, Enterprise, trial | Document requests after the offer, templates, sets, deadlines and missing item tracking. |
| Custom role definition | Professional, Enterprise, trial | Creating a role with your own permission set. The built in roles work on every plan. |
| Google Drive import | Enterprise and the trial only | Bulk CV import from a Drive folder; DOCX is accepted only here. |
The second gate: five company settings
There are five company settings that work independently of the plan: AI analysis, email notifications, document requests, the internship module and Google Workspace account creation. They are switched on and off from the panel, and while one is off the related screen never appears in the menu.
The one people meet most often is the AI analysis setting. While it is off, scoring does not run and natural language search is not in the menu, but applicant tracking stays exactly where it was: the list, the status line, the audit log and the career page keep working. AI is not a mandatory part of this product, it is a layer mounted on top of the core.
Where the two gates overlap
The document chain and the AI advisor ask for both. Document requests need the document requests setting and the plan gate to be open at the same time; if either is off, the screen is not in the menu. The advisor works the same way: the AI analysis setting closes the route, the plan gate closes the search request itself. In a demo that translates into something practical: "it is in the Professional plan" is not a complete answer on its own. The right question has two parts: which plan opens it, and does it also need a company setting.
The core that sits behind no gate
The core of the chain was deliberately left ungated. The application list, the status line, the candidate pool, the audit log, the career page and the employee record work on every plan. None of the seven plan gates counts them.
The only core number tied to the plan is how many postings you can keep published at once: Mini 1, Starter 3, Professional 25, Enterprise unlimited. Publishing a posting spends one slot from that allowance; when the allowance is full, the publish request returns an error, the posting does not quietly stay a draft.
The billing unit of evaluation fits in one sentence: one candidate evaluation is one credit. The same candidate and position pair is charged once, and rescoring after a criterion change spends no extra credit.
What recruitment software does not do
The most useful part of a definition page is usually the list of absences. What breaks a purchase decision is not a missing feature, it is a feature that was expected and not found. The following are not in GoTeam and are worth knowing before a demo.
- There is no video interviewing and no skills testing. The interview record, the question bank and answer analysis exist; the product is not the side that runs the call.
- There is no candidate sourcing, no social media scanning and no LinkedIn, Indeed, HR information system or Slack integration. You search inside the pool, not outside it.
- There is no payroll, leave tracking or performance management. The chain ends at the employee record.
- Posting views are not counted; there is no such counter in the data model. The highest step measured is the application that arrives.
- There is no channel that collects applications from email attachments. A CV that lands in your inbox is one you carry into the panel yourself.
- You cannot start by signing up on your own: registration is closed, we open the account for you.
Where the automation stops
AI never changes the status of an application by itself anywhere in this chain. It produces a suggestion and shows the evidence items and the decision band. The operation that moves a step always runs with a user identity and is written to the audit log.
There is no waiting on the candidate side either: a new application triggers CV analysis in the background, and the screen does not wait for the AI when the candidate submits the form. Candidate data is masked in the service layer, not in the interface; a user without permission to see personal data gets masked search results, review queue and detail screen, and a new caller cannot skip that mask.
Frequently asked questions
An ATS is the applicant tracking link: the application enters the record, the stage the candidate sits at is kept, and every change is stored together with the person who made it. Recruitment software contains that link and extends it in both directions; job posting and the candidate facing side before it, document collection and the employee record after it. In practice the two terms are used for one another, so with any product you still have to ask separately where its chain starts and where it ends.
In GoTeam it does not. The chain starts at publishing a posting and ends with the employee record and the employment period; payroll, leave tracking and performance management are not in the product. There is no integration that feeds an outside HR information system either. A company that needs those will need a second piece of software.
The core that sits behind no gate is open in every setup: job postings, the career page, the applications screen, the candidate pool, the audit log and employees. The capabilities above that are set from two separate places; seven of them depend on the plan, five of them on a company setting. So the menu you see on day one follows your plan and the settings we switched on for you.
Because there are two separate gates. The plan gate opens with money, the company setting opens from the panel, and the two are independent of each other. The document chain and the AI advisor ask for both: even when the plan is enough, the screen stays out of the menu while the related company setting is off. What that calls for is switching the setting on, not upgrading the plan.
The number of active postings follows the plan: Mini 1, Starter 3, Professional 25, Enterprise unlimited. Publishing a posting spends one slot from that allowance; if you try to publish while the allowance is full, the request returns an error and the posting stays a draft. The career page itself sits behind no gate, the only thing tied to the plan is how many postings can stay open at once.
No, the trial deliberately shows the full product: for 14 days all seven plan gates come open, Drive import included. The limits are in the quotas, not in the gates; the numbers for active postings, seats and monthly evaluation credits are specific to the trial. You cannot open a trial account yourself, we create the record for you.
Related guides
Related features
See the chain on one of your own positions
Let us walk through which link will be open for you, from the posting to the employee record. We open your account for you.
Contact Us