Setting up Recruitment

Before you post your first job, spend a few minutes in Settings getting the workspace to match how your team hires. You can change any of this later — nothing here is permanent — but a little setup now saves a lot of tidying later.

Open Settings from the sidebar. It's organised into eight areas.

The Settings areas at a glance

Area	What it's for
Pipeline stages	The stages a candidate passes through. Ready-made stage templates you can tweak per job.
Candidate sources	The list of places candidates come from (a job board, a referral, your careers site) — used for tagging and reporting.
Offer letter	Your offer-letter template, with merge fields that fill in each candidate's details.
Careers page	Your public jobs site — branding, logo, banner, tagline, colours and social links.
Recruiters	Grant the Recruiter role to your internal staff.
Interviewers	Add the people who sit on interview panels (internal or external).
AI features	Optional assistants — résumé reading, candidate matching, and job-description writing. Off by default.
Integrations	Connect outside services — candidate emails, Google Calendar, and job boards.

Recommended setup order

You don't have to do everything before you start, but this order works well:

1. Pipeline stages — decide the stages your candidates move through.
2. Candidate sources — list where your candidates come from.
3. Recruiters and Interviewers — add the people who'll do the hiring.
4. Offer letter — set up the template so offers are one click when you get there.
5. Careers page — brand your public jobs site.
6. AI features and Integrations — turn on the optional extras once the basics work.

tip

The only things you truly need before posting a job are your pipeline stages and at least one recruiter. Everything else can wait until you need it.

Pipeline stage templates

A pipeline is the set of stages a candidate passes through, from the moment they apply to the moment they're hired. A stage template is a reusable pipeline you can attach to a job — so a "Sales roles" template and an "Engineering roles" template can each have their own middle steps.

Two stages are fixed and always present:

• Applied — the first stage. Every new applicant lands here.
• Hired — the final stage. Reaching it counts as a filled seat.

The stages in between are yours to configure — add, rename or reorder them to match how you actually screen and interview. A common set is Applied → Screening → Interview → Offer → Hired, but you can shape the middle however you like.

To set one up, open Pipeline stages, edit an existing template or create a new one, and add your middle stages. When you create a job you'll pick which template it uses.

Candidate sources

A source records where a candidate came from — a job board like Naukri, a referral, LinkedIn, or your own careers site. Keeping a tidy list of sources matters because Recruitment reports which sources actually produce hires, so you know where to spend your effort (see analytics).

In Candidate sources, add the channels your team uses. Applications that come through your careers site are tagged automatically; for candidates you add by hand, you pick the source from this list.

AI features

Recruitment can use AI to take routine work off your plate. These features are off by default — you switch on only what you want, in the AI features area:

• Résumé parsing — reads an uploaded résumé and fills in the candidate's details (name, contact, experience, skills) so you don't type them.
• Candidate matching — scores how well each candidate fits the job, to help you spot the strongest applicants faster.
• AI job descriptions — drafts a job description from a few basics when you're creating a job.

info

The AI features are powered by Google Gemini. They're assistants, not decision-makers — you always review and can override anything they suggest. Leave them off and Recruitment works exactly as before, just with more typing.

Integrations

The Integrations area connects Recruitment to services outside Webelio:

• Candidate emails — let Recruitment send emails to candidates (acknowledgements, invites, offers) instead of you sending them by hand.
• Google Calendar — put interviews on your team's calendars and pull availability when scheduling.
• Job boards — connect Naukri, LinkedIn and Indeed so you can publish an open job to them from inside Recruitment.

Turn these on when you're ready to use them; each is independent of the others.

What's next

• Team and roles — add recruiters, interviewers and decide who can do what
• Jobs — create your first job and open it for applications
• Careers site — brand the public page candidates apply through