vertical-hr-recruiting

# Vertical: HR & recruiting — don't spec it naive The incumbents (Workable, BambooHR, Greenhouse, Lever, Zoho Recruit, Manatal) have trained buyers to expect a hiring pipeline that *works*. A generic CRUD app fails the moment it meets EEO law, I-9 timing, or the offer→onboard handoff. **Read this before speccing any of the four products — the domain has hard constraints, not just forms.** ## 1. Domain vocabulary - **ATS** — applicant tracking system; the system of record for hiring. - **Requisition (req)** — an approved open role. Hiring happens *against a req*, not in a vacuum. Reqs have an approval workflow (hiring manager → finance/HR). - **Pipeline stages** — `applied → screen → interview → offer → hired` (plus `rejected` / `withdrawn`). Stages are **configurable per req** — engineering and sales hire differently. - **Candidate vs applicant** — an *applicant* applied to a specific req; a *candidate* is a person in your talent pool who may map to many applications over time. Don't conflate them. - **Sourcing** — proactively finding candidates (vs inbound applications). - **Structured interview + scorecard** — pre-defined questions + a rubric each interviewer scores. Reduces bias and legal exposure vs freeform notes. - **Offer letter** — formal terms; triggers the offer→onboard transition on acceptance. - **EEO data** — voluntary race/gender/veteran/disability self-ID, collected for reporting, **segregated from hiring decisions** (see §2). - **I-9 + E-Verify** ...