Platform · Recruitment & Onboarding
Find great people faster.
Onboard them better.
A structured end-to-end hiring system — from vacancy creation to the first day — built for teams who take talent seriously.
Why choose SOFFLIX HR for Recruitment & Onboarding?
Custom Pipelines
Build vacancy pipelines with exactly the stages your hiring process requires — no rigid templates, no workarounds.
Faster Time-to-Hire
Automated scoring, interview coordination, and offer workflows reduce the time between first application and signed contract.
Data-driven Decisions
Compare candidates side-by-side on structured assessments and competency scores — not gut feel.
Seamless Onboarding
The moment a candidate is hired, their onboarding checklist triggers automatically — no manual handoff between HR and hiring managers.
Active Pipelines
Senior Backend Engineer
Engineering · 34 applicants
HR Business Partner
Human Resources · 21 applicants
Product Designer
Product · 28 applicants
Recruitment & Onboarding
From vacancy to productive employee — faster
SOFFLIX HR gives your hiring team a single workspace to post jobs, run structured assessments, coordinate interviews, and extend offers — without spreadsheets or email threads.
Once a candidate is hired, onboarding kicks in automatically. Welcome tasks, document collection, and IT setup notifications — all pre-configured and tracked to completion.
Start your free trialCustom Vacancies Pipelines
Every role is different. Build vacancy pipelines with exactly the stages your hiring process needs — screening, technical test, panel interview, culture fit — in any order, with custom actions at each stage.
- Unlimited custom pipeline stages per vacancy or department
- Drag-and-drop candidate cards between stages
- Automated stage-change notifications to candidates and team
- Bulk candidate actions: shortlist, reject, move to next stage
Senior Backend Engineer — Pipeline
Assessment Result
A · 88%Candidate: Arjun Subramaniam
Auto & Manual Grading Assessments
Send structured assessments to candidates and let the system calculate scores automatically. Hiring managers can review, adjust individual section weights, or apply manual overrides — giving you both speed and judgement.
- Configurable assessment templates per role or department
- Auto-scoring with weighted section grades and pass thresholds
- Manual override with reviewer notes for any scored section
- Assessment results visible directly in the candidate pipeline card
Interview Portals
Schedule and coordinate interviews directly from the candidate pipeline. Assign interviewers, set formats, attach evaluation forms, and track confirmations — all in one place without back-and-forth emails.
- One-click interview scheduling with interviewer assignment
- Candidate self-scheduling via shared availability link
- Structured evaluation forms attached to each interview slot
- Panel and sequential interview support with separate feedback
Scheduled Interviews — Today
Malsha Bandara
Product Designer
Arjun S.
Sr. Backend Engineer
Priya Menon
HR Business Partner
Question Pool — Engineering
Explain the CAP theorem and its implications in distributed systems.
Walk me through how you'd optimise a slow SQL query in production.
Describe a time you disagreed with a technical decision. What did you do?
What is the difference between concurrency and parallelism?
Competencies & Question Pool
Build a reusable library of interview questions organised by competency, role type, and difficulty. Attach question sets to interview portals so every panel asks the same structured questions — and scoring stays consistent.
- Question library with competency tags and difficulty levels
- Reusable question sets assignable to any vacancy or interview stage
- Custom competency frameworks per department or role family
- Interviewer scoring against each question directly in the portal
Candidate Analysis & Comparison
Put your top candidates side by side — assessment scores, interview ratings, experience, and competency results on one screen. Make hiring decisions with data, not memory.
- Side-by-side comparison of up to 5 candidates at once
- Weighted scoring across assessment, interview, and experience
- Highlighted score gaps across competency categories
- Exportable comparison report for hiring committee reviews
Compare — Sr. Backend Engineer
Malsha B. is the recommended candidate
Vacancy Analytics — This Quarter
Applications by month
Vacancy Analytics
Understand how your hiring pipeline is actually performing. Track time-to-hire, source effectiveness, offer acceptance rates, and stage-by-stage conversion — so you can continuously improve your recruitment process.
- Time-to-hire and time-in-stage breakdown per vacancy
- Application volume and source tracking by channel
- Stage conversion rates across the full pipeline
- Offer acceptance and rejection reason tracking
We cut our average time-to-hire from 28 days down to 11. The pipeline view and candidate comparison alone saved our hiring managers hours every week. For the first time, we had real data to show the board on why we were losing candidates at offer stage.
Frequently Asked Questions
About Recruitment & Onboarding
Yes. Each vacancy can have its own pipeline configuration. You can create templates for common role types (engineering, sales, operations) and apply them when posting a new vacancy, then customise individual stages as needed.
You configure a scoring rubric for each assessment section — defining the maximum score, pass threshold, and weighting. When a candidate submits, the system calculates the weighted score automatically. Hiring managers can then review the result and apply a manual override with notes if needed.
Yes. You can share a self-scheduling link with candidates that shows available time slots based on the interviewer's calendar. Candidates pick a slot, and the confirmation is sent to all parties automatically. This removes the typical back-and-forth emails.
When a candidate's pipeline stage is moved to "Hired", the system automatically creates their employee profile and triggers the assigned onboarding checklist. Tasks are dispatched to the relevant teams (HR, IT, Finance) and the new hire gets their welcome pack with document requests.
Yes. You can invite external stakeholders with limited access — for example, a hiring manager can view candidate profiles and submit interview feedback without accessing payroll or other HR data. Access is controlled by the role-based permission system.
Vacancy analytics covers application volume by source and date, time-in-stage per candidate, overall time-to-hire, stage conversion rates, offer acceptance and rejection reasons, and interviewer feedback response rates. Reports can be filtered by department, role type, or date range.
Transform Your HR
in 14 Days or Less
Join 500+ companies already running smarter HR with SOFFLIX. No long setup, no complicated contracts — just results.
- No credit card required
- Full access to all features
- 14-day free trial
- Onboarding support included
- Cancel anytime
- Data migration assistance
Create your account
Set up in under 2 minutes.
Import your employees
CSV upload or manual entry.
Configure your workflows
Guided setup for payroll, attendance, and more.
Go live
Your team is up and running.