Recruiting and sourcing system blueprint
This system links approved headcount, requisitions, sourcing activity, candidates, interviews and offers into one hiring pipeline. It identifies stalled stages, missing feedback and unowned decisions and prompts the recruiter or hiring manager without automating the hiring decision.
- Business function
- People
- Operating context
- HR & recruiting
- Primary owner
- Head of Talent Acquisition
Operating brief
What starts the system
A requisition, candidate, interview or offer event and the scheduled hiring review.
People make screening, interview and hiring decisions using the approved assessment process.
Operating sequence
How the system works
1. Link each requisition to its budget, role, recruiter, hiring manager and approved process.
2. Monitor candidate progression, stage age, feedback completeness and source attribution.
3. Route reminders and exceptions to owners and publish the current hiring forecast.
Inputs
- Approved headcount and requisition data
- Candidate, source and application records
- Interview, assessment, feedback and offer status
Outputs
- Current requisition and candidate pipeline
- Owned hiring-stage and feedback exception queue
Controls
- People make screening, interview and hiring decisions using the approved assessment process.
- Candidate access, consent, retention and deletion follow role and jurisdiction policy.
Source landscape
Examples of systems it may connect to
- Jobylon
- Teamtailor
- LinkedIn Recruiter
- Greenhouse
- Workday Recruiting
Reusable core
What can carry across companies
The reusable core is requisition-to-offer stage mapping, aging logic, ownership and review workflow.
Your installation
What must be adapted
Each employer defines its roles, hiring stages, assessment requirements, service levels and decision rights.
Start with the closest pattern–or start from your process.
The catalogue represents reusable operating shapes, not fixed off-the-shelf applications.