Recruit is your Hiring Hub inside Netchex — the single place to post jobs, track applicants, review your hiring metrics, and configure how recruiting works for your company. This session is a tour of the four areas you'll move between most: the Hiring Hub, the Jobs tab, the Analytics tab, and Settings.

Getting to Recruit

When you launch Recruit from your Netchex dashboard, it brings you straight to the Hiring Hub — your recruiting home base, and the place you can reach every other part of the module from.

The Hiring Hub

The Hiring Hub is your dashboard for every job you're working, grouped by status:

• Active — jobs that are live and accepting applicants.
• Passive — jobs you're keeping open without actively promoting.
• Off — jobs that have been set to the off status.

The Jobs tab

From the Hiring Hub you can switch to the Jobs tab, which lists all of the jobs you currently have created, organized by location. From here you can sort by location, search for a specific job, and review the statistics shown for your jobs — and you can change the time period if you're looking at a specific stretch of time.

The Analytics tab

The Analytics tab is a dashboard of the hiring metrics you're most likely to need:

• Hiring pipeline — how many people have applied to a specific job, and how many have been reviewed, interviewed, and hired. You can switch between jobs, or switch the view to location.
• Hiring velocity — how long it takes to fill a given job.
• Source report — where your applicants are coming from.

Each of these reports is available for download.

Settings

The Settings page is where you configure how Recruit works for your company — including role permissions, the different job boards, your custom offer letters, setting up and configuring text to apply, and your brands.

This session walks through building a job from scratch as a job template — from the basic details all the way through screening questions, candidate scoring, and the agreements a candidate signs. At the end you'll see how to save, reuse, and activate your job.

Starting a new job template

Launch Recruit to reach the Hiring Hub, switch to the Jobs tab, and choose to create a new job template. Selecting Job Templates shows every template you've already created; click New Template to start a fresh one.

Job basics

Select your company and brand, give the job a title, and choose the language of the posting. Then tell the system which position in Netchex this job corresponds to. If the job is titled differently in Netchex — for example, you're hiring a “Payroll” role that Netchex calls Payroll Processor — label that here. If the job is listed the same way in Netchex, click Yes; otherwise select No and pick the matching Netchex position.

Category & role details

Choose the Category that best fits the job — this is used for posting on job boards. Indicate whether it's a management job, select the correct specialization for the role, and mark whether it's full-time, part-time, or both.

Publishing & pay

Decide whether to publish the job right away (making it available to applicants), or save it as a draft if you're not ready. Enter a salary — you can enter an hourly rate or an annual salary — then choose whether the salary is public or private. That's the setting that decides whether applicants see the pay on your posting.

Job summary & company information

Add your job summary and company information. Your company information is pre-generated from your Recruit setup, but you can make brand-specific changes here. Click Save and Next.

Locations

Select the locations where you'd like the job posted and move them to the right — you can select as many as apply. Click Save and Next.

Candidate availability

Set the candidate availability for the role. If availability doesn't matter, choose Skip Availability. Otherwise, select the days needed — choosing weekdays automatically highlights Monday through Friday, weekends highlights Saturday and Sunday, and every day highlights all. Indicate the work hours (for example, 8 AM to 5 PM) and whether availability is critical to the role. Use Apply to Selected Days to apply the hours across days, or toggle each day individually (handy if, say, you release employees early on Fridays). Marking specific days as critical will have a positive or negative effect on the candidate score based on what the applicant enters. Click Save and Next.

Screening questions

These custom screening questions are your application questions. Add your own or pull from the question library. For each question you must mark which answer is the good or bad answer — for example, for “Do you have access to reliable transportation?” an in-office role would mark yes as the good answer. You can set each question's importance (a work-from-home role might mark transportation as none), and add conditional logic so a follow-up question only appears based on a previous answer — for instance, asking for the name of a college only when a candidate selects “some college.”

Note the auto-reject option: if a role requires 2–4 years of experience and a candidate selects 0–1, auto-reject will automatically decline them, and you can configure whether a rejection letter is sent. The system will warn you if any question is missing a good or bad answer. Click Save and Next.

Candidate score

Here you tell the system what matters most to you as a hiring manager, which drives the candidate score. Set the importance of distance, availability, the custom screening questions, and experience. The system calculates each applicant's score from your good/bad answer selections. Note that short answer, date, number, and long answer question types can't be analyzed for the candidate score. Click Save and Next.

Agreements, documents & signatures

The last step configures agreements, documents, signatures, and referral details:

• Add background check or credit check consent checkboxes that candidates see and check on their application.
• Ask for a video cover letter to hear how a candidate speaks and presents (Easy Apply must be disabled on external boards like Indeed for this) — make it optional or required and add instructions.
• Indicate whether a resume is required, enable referral information, and toggle a required application signature.

When everything is set, click Save and Create, then review the template to confirm it looks correct.

Saving, reusing & activating

Your template is now saved. Find it under Job Templates by scrolling or searching. You can copy a template to reuse it for a different location or with minor changes, or archive a job when the role no longer exists. To make a job live, go to the Jobs tab, search by location or name, and set it to Active. You can change a job's mode any time from this page or the Hiring Hub:

• Active — you're actively hiring; the job is posted on external job boards and accepting applications.
• Passive — accepting applications, but not posted on job boards; reachable only through direct traffic.
• Off — not hiring and not accepting applications.

Once a job is posted and applicants start coming in, this is where you review them, narrow the field, and move people through your hiring process. You can do a lot right from the applicant list, and even more from inside a candidate's profile.

Finding new applicants

You can change a job's status right from this screen, and a flag tells you how many new applicants have applied since you last checked — “new” meaning you haven't opened their profile yet. Click View Applications to see them.

The candidate score and filters

Each applicant has a candidate score based on location, availability, and the custom screening questions — weighted by what you marked as important when you set up the job. Use the sliders at the top to narrow the list: show only applicants at or above a chosen score, or filter by availability match, distance, and screening question score.

Actions from the list

Before you even open a profile, you can act on an applicant from the list:

• Shortlist — moves them to the Shortlist tab so you can get back to them quickly when you're not ready to interview yet.
• Auto-reject — declines the candidate; whether a rejection letter is sent is optional and configurable on your end.
• Request an AI interview — your AI interviewer, Amelia, has completely open availability and interviews by phone. Set the questions you ask every candidate, and the applicant schedules the call at their convenience (even 7 PM), taking work off your plate.
• Traditional interview — set one up, or move the candidate through the hiring process, directly from here.

Inside the candidate profile

Open a candidate to learn more before you reach out. If they uploaded a photo, you'll see it here. From the profile you can:

• Use two-way communication to ask for clarification.
• Print or download the application — handy for in-person interviews.
• Add a note, or transfer the application to a different role they'd suit better.
• Share the application with another hiring manager or admin for a second opinion.
• Use Request more information to email the candidate for certifications or licenses.
• Set up an AI interview or a traditional in-person, Zoom, or phone interview.

You'll also find the same status actions here: Shortlist, Send a message, Mark as contacted, Start onboarding, Mark as interviewed, Mark as hired, Mark as future candidate, and Reject.

Reading the application

The application itself is organized into tabs:

• Resume — experience, education, skills, and availability.
• Answers — the candidate's responses to your custom screening questions.
• Notes — the audit trail for this applicant; hiring managers can leave notes for each other, and it's not visible to the candidate. If someone was moved from the interview stage back to the applicant stage, you'll see that here.
• Documents — their resume (if uploaded) plus any additional documents from the application.

The other phases

Don't forget the applicants in the other phases of the job. Shortlisted is a good home for high-scoring candidates; Interviewing shows everyone you've reached out to or already interviewed but aren't ready to move yet; and Onboarding holds those you're bringing aboard.

With candidates in hand, this session covers setting up your interview availability, scheduling interviews (including AI interviews), and moving a hire through the offer and onboarding handoff into Netchex.

Set up your interview settings first

Before scheduling, go to Settings → Interviews and set this up for yourself. Link your calendar — you can connect your Outlook calendar so Recruit reads your real availability. On the General tab, confirm your time zone and set your recurring and date-specific hours. Then set your minimum notice (how much lead time you need before an interview can be booked — a couple of hours up to a couple of days), your scheduling period (a one-week to 28-day window for candidates to pick from), and a daily interview limit if you only want a set number per day.

Scheduling interviews

Open the job you're interviewing for and go to your shortlisted candidates. You can choose the Interview button or the AI interview option. With an AI interview, the questions pop up for the candidate; when you hit Request call, Amelia emails the candidate to schedule it. Once it's completed you get a notification and can review it, then schedule your own interview or skip the AI step entirely.

For a standard interview, Recruit shows who you're interviewing and who the host is — you can add or replace the interviewer with another manager. Then choose:

• Format — individual or group (group interviews suit larger hiring needs).
• Availability — your preset availability, custom hours (the candidate picks a time between two windows you provide), or a specific date and time.
• Interview type — in person, phone call, or video call (for video, add a custom link such as a Zoom link).
• Length — 15 to 60 minutes, plus any notes telling the candidate what to bring.

Hit Send, and the candidate receives an email to schedule right away.

Making the offer & starting onboarding

When a candidate has made it through interviews and you're ready to hire, open the Actions dropdown and select Start Onboarding — their name now shows they're in the pending onboarding phase. Switch to the Onboarding tab and select Start Onboarding, then fill in the details:

• The applicant's start date.
• The employment type (salary, hourly, or other — e.g., seasonal or variable) and employment status.
• Their rate of pay and pay type (hourly or annual salary) to include in the offer letter.

The offer letter and handoff to Netchex

If you've uploaded a custom offer letter to Recruit, choose it from the dropdown; to use the built-in offer letter, just hit Continue. You'll see a preview where you can update wording. Continue, and the system emails the applicant to sign the offer letter. When it's signed, you're notified and can move them into Netchex — the system asks the applicant for the remaining information needed to create their record (such as their Social Security number and direct deposit details). Once that's returned, you move them directly into Netchex.

Recruit's reporting lives in the Analytics tab. This session covers the built-in dashboards and the custom exports you can run and share.

Where reports live

Launching Recruit takes you to the Hiring Hub, but reports live in Analytics. Click the Analytics tab to open the dashboard.

The dashboards

From the dashboard you can choose from several menus:

• Hiring pipeline insights and completion metrics — which stages of the hiring process applicants are completing.
• Hiring velocity — how long it takes to fill roles, by job or by location.
• Source report — where applicants are coming from, whether direct traffic or one of the job boards Recruit posts to.

You can download any of these reports to share with someone else.

Custom exports

Selecting custom exports gives you a list of exports to run, including active employees, applicants, applicant sourcing, job location, statistics, EEO stats, and your boosting budget — each available in different formats and for different time periods. You can also view the history of reports you've run, along with any saved exports.

This session tours the admin settings that control how Recruit behaves for your company — notifications, interviews, hiring rules, integrations, permissions, communication templates, offer letters, job boards, brands, text to apply, and AI interviews. From the Hiring Hub, switch to the Settings tab.

Notification settings

Sign up for the digest and alert emails that keep you informed:

• Daily digest — a summary of the last 24 hours of hiring activity.
• New application alerts and info submitted alerts — the latter notifies you when a candidate returns information you requested from their profile.
• Job expiration alert — when a posting is about to expire.
• Company access audit email — when a user's or manager's access changes.
• SMS text alerts — for a new application or an interview reminder.

Interviews

Under Interviews, connect your calendar, set your time zone, and set your recurring availability and date-specific hours — everything tied to the interview section of a candidate's profile.

Hiring rules

The Hiring section customizes your job settings:

• Application archiving — the number of days before an inactive application is automatically archived (still findable later).
• Job postings — set them to auto-unpublish.
• Interview rescheduling — how many times a candidate may reschedule (once, twice, three times, or unlimited).
• Interview invitation expiration — for example, invitations expiring after seven days.

Integrations, permissions & communication

• Integrations — set up your Checkr integration if you use it.
• Role Permissions — assign users as regional manager, store manager, recruiter, or company admin.
• Communication — build custom templates for application submission confirmations, interview invitations, pre-screening, interview information, onboarding, rejection, and more. Hit New Template, select the category, and create it.

Offer letters, job boards & brands

• Offer letters — upload a custom company offer letter with your letterhead and logo to send to candidates.
• Job boards — for boards that need a company ID or Easy Apply, configure that here.
• Organization settings — add additional custom brands. For example, a hospitality group managing Hiltons and Marriotts can add each with its own branding.

Text to apply & AI interviews

• Text to apply — download a custom poster with your branding, a local phone number, and a QR code for applicants to apply. Discounted printing services are available for window clings and job-fair boards, all carrying your QR code and branding.
• NextMatch AI — where you set up AI interviews. The interview questions are configured on the job itself, but the AI interview settings and credits are managed here.