What Kit Hiring does.

Explore applications, interviews, work samples, offers and the records your team keeps.

Run your hiring process

Track applications, review candidates, arrange interviews and record the outcome.

Hiring pipelines

Your stages, written down.

Choose stages, reviewers and requirements, then track each application through the pipeline.

  • Build from 12 stage types and preview candidate-facing instructions.
  • Track the board or list; choose up to three visible fields for your own role list.
  • Pause intake or override an eligible next step with a recorded reason.

Your Hiring Inbox

Open the work waiting for you.

See reviews, decisions, candidate replies and expiring code work across the roles you can access. Return to your chosen roles through a private saved view.

  • Separate pending reviews, overdue reviews and unresolved decisions.
  • Find candidate replies, expiring code work and stalled communication.
  • Save role selection and oldest- or newest-first order.

Saved Inbox views belong to you and store role selection and order.

Application screening

Read the CV beside the evidence.

Open the CV, answers and selected signals in a focused screening workspace. Record a personal rating and move through the review queue.

  • Review accessible jobs together, with screening enabled by default on new forms.
  • Use previous/next, keyboard shortcuts and selected signals; filter role lists by typed fields.
  • See teammate presence and application-open history, with optional candidate-facing dates.

Personal Weak, Possible or Strong ratings do not submit a scorecard or move a candidate.

Independent team reviews

Each review gets its own voice.

Review the CV, answers and submitted work together. Record an independent recommendation and weighted scorecard before reading the panel.

  • Submit your review before peer reviews appear in an active blind round.
  • Set criteria, weights and thresholds; let reviewers abstain when they cannot judge.
  • Wait for assigned reviewers, then apply your configured advancement or veto rules.

Peer reviews also appear when the panel finishes and a decision is pending, after a stage change or when the application is no longer active.

Candidate email

Keep the conversation with the application.

Read candidate emails and reply from the application. Keep the sender, message history and delivery state beside the hiring record.

  • Connect per-job inboxes and your company’s sending domain.
  • Preview stage emails and sent messages; add personal notes and your hiring signature.
  • Use editable AI drafts, long-email summaries and suggested follow-up or interview actions.

AI needs provider setup and credits. Drafts require human confirmation; suggested actions never schedule meetings themselves. Failed sends and unanswered replies stay visible.

Interview scheduling

Let the candidate pick a time.

Candidates choose from the team’s available times in their time zone. Connect Google Calendar to exclude busy slots.

  • Set weekly hours, exceptions, buffers, notice, booking horizons and day/week/month meeting limits.
  • Balance interviewer workloads or require a panel’s shared availability.
  • Use native booking, read-only calendar feeds or Calendly for selected stages.

Generic ICS feeds do not currently block native slots. Calendly webhook confirmation requires a paid Calendly plan.

Private candidate pages

Their next step arrives by email.

Candidates open a private email link to see their stage, act on the next step and check what they submitted.

  • See completed steps, the current stage and what comes next.
  • Submit work, book interviews, answer offers or provide payment details.
  • Get submission receipts and withdraw without contacting the team.

Candidates need no Kit account. They can choose English, German, French, Spanish or Polish and request a fresh email link if theirs expires.

Branded careers pages

A careers page in your colors.

Candidates search roles by title, department or location. Put your branding on a careers page with five interface languages.

  • Show salary and location with your logo, fonts, colors and light/dark themes.
  • Host with Kit, use your domain or link an external careers site.
  • Embed the portal or build through the public jobs and applications API.

Portal controls are translated. Your authored job descriptions keep their original language.

Application forms

CV details, ready to check.

Configure the application form. Candidates can prefill details from a PDF CV or LinkedIn, then provide any required answers.

  • Configure text, choice, URL and file questions; require a CV when needed.
  • Offer PDF autofill and LinkedIn prefill when configured.
  • Send branded receipts and guard against duplicate applications.

PDF autofill uses AI credits. LinkedIn prefill needs its configured connection.

Offers and responses

The offer and its answer, recorded.

Send offer details and an optional PDF. Candidates answer from their private link, and revisions keep the earlier responses on record.

  • Set an optional expiry date and attach the formal offer letter.
  • Collect acceptance or decline feedback, then revise terms when needed.
  • Record outside answers without contradicting the candidate’s current recorded response.

An accepted offer is a response, not an electronic signature or an automatically recorded hire.

Rejections and reasons

Give an answer. Keep the reason.

Write the candidate’s message separately from the internal reason. Keep the outcome and email state on the application.

  • Keep team rationale separate from the candidate-facing explanation.
  • Use the configured email delay and reverse eligible rejections before delivery.
  • Follow up when a new rejection has neither a reason nor a review.

Reversals need an audit reason and stop after delivery. Immediate sending needs a Hiring admin’s recorded override.

Hires and role closure

Close the role. Choose what follows.

Close a role with one or more hires, or without hiring. Decide what happens to every remaining application.

  • Record one or several hires, preserving their application timeline.
  • Keep remaining applications open or review their rejection message before sending.
  • Reopen a role with its application history intact.

Recording a hire is separate from offer acceptance. Remaining-application rejection delays follow your account settings.

Read the evidence

Collect relevant work and answers, check their sources and record what happens next.

Private work samples

Start the clock when they’re ready.

The private brief opens when the candidate presses Start. Set a deadline, grace period and optional extension for the requested work.

  • Prepare and release candidate-specific briefs with required setup details.
  • Start the clock on candidate action, with an optional self-serve extension.
  • Review files beside the brief, deadline and any late-submission flag.

Work samples ask for new work. Uploads close after the grace period; Kit does not automatically submit them.

Written questionnaires

Put the questions in one place.

Candidates answer your written questions from their private page. Configure required answers and limits, then review or export the submission.

  • Combine written scenarios and multiple-choice questions with required answers and limits.
  • Assign reviewers when answers need scorecards before progression.
  • Read the submitted answers or export them as PDF.

Portfolio submissions

Ask for work they already made.

Collect files and links from the candidate’s existing portfolio. Put the submission beside your rubric for assigned reviewers.

  • Request work the candidate created before this hiring process.
  • Configure accepted file types, counts and sizes.
  • Keep the submission receipt and assigned scorecards together.

Candidate data

Read the source behind each field.

Extract resume details and keep each field’s source, confidence and manual corrections visible.

  • Extract resume text, skills, work history, education and contact details.
  • Use nine field types with source, confidence and inline editing.
  • Restrict sensitive fields; protect manual and candidate answers from later extraction.

Confidence is the model’s estimate, not verified accuracy.

Candidate clarification

Ask the candidate to fill the gap.

Choose fields that need an answer and send one request. Candidate corrections return to those fields with their own source label.

  • Pick missing or uncertain fields and explain why each matters.
  • Collect answers and context through one scoped candidate link.
  • Track answers, send a fresh link or cancel the request.

Manager-only fields are excluded. Declining is neutral, and later extraction cannot overwrite candidate answers.

Split-review decisions

A split panel gets a decision.

When the panel’s reviews do not settle the outcome, give the decision an owner and record what happens next.

  • See the panel breakdown and why the round needs a decision.
  • Advance, reject, request more reviews or defer.
  • Keep the decision, reason and decision-maker on the application timeline.

Stage corrections

Move back with the work preserved.

Return an active application to an earlier stage. Keep submitted work and reviews, record the reason and choose whether to email the candidate.

  • Choose an earlier stage in the same role.
  • Add an internal explanation and an optional candidate message.
  • Keep the return on the timeline and cancel later active interviews.

Offers and completed assignment payments can prevent a return. Task setup may need to be completed before instructions are sent.

Bring the team together

Keep interview details, notes, reminders and shared hiring guidance beside the work.

Interviews and meeting notes

Keep the interview evidence together.

Keep meeting details on the application. Read available Google Meet transcripts or attach selected Krisp notes with the access you choose.

  • Create Meet links, add co-hosts or record an in-person meeting location.
  • Choose Krisp note sections and an optional transcript before attaching.
  • Reassign interviewers, record no-shows and manage rebooking.

Meet transcripts depend on Google settings and transcription in the call. Krisp saves selected snapshots, without ongoing sync or audio.

Team interview calendar

See the interviews ahead.

Open the team’s interview agenda, filter by interviewer and see which candidates still need to book.

  • Browse weeks or switch to the next seven days.
  • Open an interview from the calendar in your display time zone.
  • Spot missing meeting links, notification problems and awaiting-booking work.

The calendar shows interviews for roles you can access.

Team notes and mentions

The team’s notes stay with the record.

Write what your team needs to remember beside the application, interview or talent-pool entry.

  • See each note’s author and creation time.
  • Notify mentioned teammates when they can access the record.
  • Restrict confidential notes to their author, job managers and Hiring admins.

Mentions do not grant access. Candidates cannot read internal notes.

Reminders and follow-up

Nudge whoever owes the next step.

Remind whoever owes a review, reply or decision. Use private, holiday-aware notifications for work that needs a response.

  • Send private team reminders, with snooze and optional channel escalation.
  • Get private role check-ins after 30 days without team activity.
  • Send interview emails and optional SMS to Polish mobile numbers.

Role check-ins never close a role and defer for upcoming commitments. Candidates get at most two stall reminders per stage. Restricted roles never escalate to shared channels. SMS needs supported provider setup.

Candidate email templates

Write the email once. Adapt it by process.

Set account defaults for application, interview, offer and code-task emails. Override the wording for a specific hiring process.

  • Edit subjects and message bodies with candidate, role and stage variables.
  • Preview unsaved edits before saving a template.
  • Review changes to inherited defaults while keeping your custom wording.

Hiring admins manage customizations. Disabling or deleting a customization restores its inherited email; it does not stop that email.

Reusable hiring processes

Start with a process you can change.

Browse role-specific starters, copy one into your account and adapt its stages before using it for a new opening.

  • Inspect the stage sequence, expected time and configured assignment pay.
  • Edit a copied draft and publish it for reuse inside your account.
  • Export your process as YAML and use it for another role.

Account templates stay internal. Copying a starter does not copy custom email overrides.

Internal hiring playbooks

Keep the interview guide you reuse.

Store internal documents and links in hiring playbooks. Tag them by stage and let authorized teammates and assistants read them.

  • Write Markdown documents or link to material you already maintain.
  • Keep version history and restore an earlier version.
  • Find resources through search or stage-setup suggestions.

Playbooks are team-only. Candidates do not see them.

Hiring teammate onboarding

Give the next recruiter a plan.

Prepare a role-specific checklist for a teammate. Include the role brief, hiring process and the connections they need before taking work.

  • Choose the role, steps, target date and a personal message.
  • Check live access, ownership, calendar and connection readiness.
  • Let the teammate complete manual steps and mark their plan done.

Account admins configure and send plans. Saving a plan sends no email and grants no role access.

Role activity digests

Follow the role at your own pace.

Watch a role and receive its activity by email. Choose a daily, weekly or monthly digest without taking ownership of every task.

  • Set the email cadence separately for each watched role.
  • See recent role activity; skip empty periods.
  • Receive digests at 8am in your time zone, following your notification preferences.

Digests recheck role access before sending. Turn digests off without changing your teammates’ subscriptions.

Keep control of the work

See where hiring stalls, manage access and retention, and connect authorized tools.

Hiring Insights

See who owes the next action.

Find overdue work, its owner and the stage it blocks. Separate team actions from candidate and provider waits.

  • See named blockers, affected roles and the next responsible person.
  • Compare reviewer workloads, stage bottlenecks and time to first review.
  • Follow waits across interviews, tasks, references, offers, imports and Finance.

Candidate privacy and retention

Keep the consent and its history.

Record what candidates were told, set retention periods and renew talent-pool consent before eligible records are anonymized.

  • Keep the disclosure or consent wording and submission time.
  • Send talent-pool renewal emails before consent expires.
  • Anonymize eligible expired pool entries and rejected or withdrawn applications.

Imports record your rights attestation, not candidate consent. Hired applications are exempt from automatic application anonymization.

Team access and sign-in

Choose who sees the candidate record.

Set account and Hiring permissions, restrict confidential roles and choose who can read sensitive candidate information.

  • Restrict jobs, confidential notes and manager-only fields.
  • Configure SAML SSO, Google Workspace directory provisioning and optional passkey requirements.
  • Review role ownership before revoking or removing a teammate.

Careers analytics

See the visits behind the applications.

Compare careers-page visits, applications and conversion across the jobs you can access. Inspect where visitors arrive and leave the application process.

  • Filter visits, applications and conversion by role and period.
  • Inspect referral sources, UTM campaigns, devices, browsers and locations.
  • Follow application-funnel drop-off and top-performing job pages.

Custom careers frontends must send their analytics events. Traffic attribution does not measure hiring quality or source return on investment.

Data exports

Take the hiring record with you.

Export hiring records for analysis or handoff. Account admins can download structured account data and included original attachments.

  • Download account records as an account administrator.
  • Include original attachments where the export collection supports them.
  • Export an application as Markdown from its authorized view.

Sensitive fields and bodies can be redacted or excluded. Original attachment contents are not redacted.

Candidate interview feedback

Ask how the interview went.

Ask candidates how the interview went. Read their score and comment, then compare the responses over time.

  • Collect a 0–10 interview score and optional comment.
  • Ask once per eligible interview, with no reminder.
  • Show NPS and the answer distribution once five responses exist.

This survey is not anonymous. Kit tells candidates that the hiring team can read their answer.

APIs and webhooks

Connect the workflows you already use.

Read permitted hiring records through the API. Receive signed webhook events and build a custom careers frontend with public submission endpoints.

  • Read authorized jobs, candidates and hiring records through the private API.
  • Use public jobs, application schemas, uploads and submission endpoints.
  • Receive signed events with delivery history and retry handling.

Private Hiring REST endpoints are read-only. MCP handles separately authorized writes. Verify webhook signatures and handle duplicates. Account admins see assistant/MCP file requests, reads and link creation; these events do not prove downloads.

Connected assistants

Your assistant reads the application.

Ask your assistant to read permitted hiring records, draft a job or reply, and carry out authorized changes.

  • Connect Claude Code, Codex or another compatible MCP client.
  • Choose read or write access; current role and job permissions still apply.
  • Set provider preferences and spending caps for supported in-Kit model usage.

Reply drafts need Confirm & send in Kit. Other authorized actions can change records and trigger notifications. External assistant subscriptions are separate.

Grow your candidate pool

Bring in existing candidates, receive referrals and open more ways to apply or book a conversation.

Searchable talent pool

Keep a place for future candidates.

Let people join your talent pool before the right role opens. Search their resumes and invite them when you have a match.

  • Offer verified signup even when no role is open.
  • Search resume text, skills and experience; keep internal notes.
  • Invite someone to a selected role and see whether they applied.

Reviewed CV imports

Review the folder before importing.

Upload CVs, correct contact details and resolve duplicates. Confirm the reviewed batch before records enter a role or your talent pool.

  • Import PDF or DOCX files into a selected job stage or pool.
  • Attach to an existing person, import as new or skip duplicates.
  • Record the source and your right to upload and hold the files.

Up to 200 files, 10 MB each. Uploading alone creates no applications and sends no candidate email. Without parsing credits, enter details manually.

Referrals and partners

A recommendation, then their choice.

Teammates and invited partners recommend people for open roles. The person applies themselves; partners see only the referrals they submitted.

  • Record the person’s permission and the referrer’s recommendation.
  • Link an application when the role and candidate email match.
  • Give external partners their own portal and revoke access when needed.

Saving a referral sends no candidate email and creates no candidate profile or application.

Job distribution

Send the role to more places.

Publish through supported board connections or share eligible-job feeds. Track distribution status while each provider controls approval and placement.

  • Publish through OLX, Just Join IT and RocketJobs connections.
  • Share LinkedIn, Adzuna, Jooble, Jobrapido, No Fluff Jobs, Talent.com and Uitzendbureau feeds.
  • Choose feed syndication; expose job structured data, sitemaps and configured Google indexing notifications.

Providers control contracts, approval, charges and placement. LinkedIn sign-in does not grant job-publishing rights.

Applications by email

Applications can start in the inbox.

Keep replies in each role’s inbox. A configured catch-all inbox can create matched applications or ask which open role fits.

  • Attach replies to existing applications through per-job inboxes.
  • Match catch-all messages against eligible open roles using your configured threshold.
  • Review triage outcomes and request missing details from thin applications.

Catch-all matching requires configured inboxes and AI credits. Unmatched or skipped messages can need human review.

Public booking pages

A booking link beyond one application.

Share a public booking page with your availability, meeting details and optional resources. It works independently of an application.

  • Choose duration, co-hosts and booking horizon.
  • Add up to three HTTPS links for useful preparation.
  • Let visitors book, reschedule or cancel from their emailed link.

Booking contacts

Keep the request before a time is chosen.

Offer an email-first booking page. Save the contact before they choose a slot, then see who completed a booking.

  • Show the meeting-follow-up notice before someone continues.
  • Filter saved contacts by booked or not yet booked.
  • Export the filtered contacts as CSV or delete an entry.

Saving a contact sends no message and creates no candidate, application or booking.

Specialist workflows

Explore code assignments, paid work, reference requests, video and connected services.

GitHub code assignments

Their own repo. Your own task.

Create a private GitHub repository from your template. Assigned reviewers get access after the candidate submits.

  • Invite the candidate and provide instructions with a downloadable brief.
  • Start the deadline when the GitHub invitation is accepted, with a grace period and permitted extensions.
  • Automatically submit pushed work when the deadline and grace period end.

Connect GitHub and a template repository. Each reviewer needs their own GitHub connection in Kit.

Paid assignments

The assignment fee has a trail.

Set a fee for submitted work. Collect invoice, PayPal or donation details and track tax review and the Finance handoff.

  • Set submission-stage fees in USD, EUR, GBP or PLN.
  • Collect required W-8BEN, W-8BEN-E or W-9 forms before eligible payments proceed.
  • Record payment with a candidate notification and download the payment summary PDF.

Your team sends the money. Finance can use a dedicated role or separate secure email links. Donation destinations are unverified.

Candidate tax documents

Give Finance the form to review.

Collect W-8BEN, W-8BEN-E or W-9 forms for assignment payments. Finance reviews the form, requests corrections and records approval separately from the payment.

  • Let candidates upload or correct a form and renew eligible expiring W-8 documents.
  • Review pending forms with restricted Finance or account-admin access.
  • Send review links to a verified Finance inbox when configured.

Email-link reviews record the entered reviewer name without verifying identity. Approving a form does not send money.

Slack collaboration

The candidate has a Slack thread.

Follow application updates in a Slack thread or private candidate channel. Keep team discussion and permitted actions beside the candidate summary.

  • Receive application events and personal review or decision requests.
  • Record notes, use permitted advancement/rejection reactions or ask KitBot about the candidate.
  • Set channel language separately from personal notification preferences.

Capabilities depend on Slack permissions. Restricted jobs do not publish updates to shared channels.

Controlled CV sharing

A CV link with a boundary.

Offer an expiring CV link in Slack. Downloaders verify control of an email address before receiving the file.

  • Choose the link lifetime and record attributed downloads.
  • Classify trusted domains; enforce the allowlist only when strict mode is on.
  • Invalidate links when the CV or application’s eligibility changes.

Opt-in, unrestricted jobs only. Verification proves email control, not someone’s identity.

Screening call records

Keep the call with the candidate.

Log the conversation, outcome and requested callback time on the application. Manual call records work without connecting Twilio.

  • Record reached, no answer, voicemail, wrong number or callback requested.
  • Keep scripts, notes and call history on the application.
  • Preview Twilio calling with recording controls, transcripts and timestamped summaries.

Live Twilio calling is in preview and isn’t ready for customer enablement. Twilio charges separately; callback times never auto-dial.

Reference checks

Ask the people they nominate.

Candidates nominate referees and consent to your questions. Send scoped requests, follow response states and review rehire and comparison answers.

  • Record referee relationships, manager requirements and question-set consent.
  • Send individual requests with paced reminders and delivery status.
  • Set response thresholds and review comparison or disagreement warnings.

Reference voice recording is unavailable. Written answers are stored but aren’t currently shown in the recruiter panel.

Candidate video responses

Give candidates a place to respond.

Collect recorded or uploaded video responses with configured duration and retake limits. Review the submission with its transcript when available.

  • Let candidates record in the browser or upload when allowed.
  • Set maximum duration and permitted retakes.
  • Review submitted video, searchable transcripts and assigned scorecards.

Video responses require the configured Mux integration.

Employer video introductions

Show the same introduction to everyone.

Add a video stage. For Mux videos, Kit records viewing progress and checks the required watch percentage before the stage completes.

  • Use uploaded video or supported external embeds.
  • Add context and choose the minimum watch percentage for Mux videos.
  • Track Mux viewing progress on the candidate’s application.

Compensation Research · Beta

Check the range before the offer.

Compare advertised salary ranges by role, region and experience before setting the range for your own opening.

  • Filter listed ranges by location, technology, experience and employment type.
  • Compare employer listings across currencies using daily ECB exchange rates.
  • Explore trends, export filtered CSVs or ask your connected assistant.

Included with an active Kit subscription. Advertised ranges are not accepted offers; coverage varies by role and region.

Optional credentials

One invitation. No score attached.

Recommend a credential and free courses. Candidates can share a badge or certificate, decline or leave the invitation unanswered.

  • Send new applicants one optional invitation with course resources.
  • Accept a supported badge link or uploaded certificate.
  • Keep shared evidence on the application without changing stage or score.

Evidence is unverified. Kit never scores, ranks or filters on it. Ignoring or declining is neutral.

iPhone candidate contacts

Put the candidate beside their number.

Add accessible active candidates to a private iPhone address book. Their contact note lists the roles they applied for.

  • Connect through a read-only CardDAV account.
  • Exclude closed-state, anonymized, opted-out and ambiguous shared-number contacts.
  • Disconnect the address book when you no longer need it.

iPhone controls refresh and caller-name display. Remove the device account to remove downloaded contacts.

Voice Live Review

Talk through the evidence in view.

Talk through the open application with Gemini Live. Ask about the evidence, prepare interview questions and draft a note to review.

  • Use the role, screening criteria and candidate evidence visible to you.
  • Ask follow-up questions by voice or text.
  • Edit and save the note yourself when it is ready.

Requires a configured Gemini key and sends context to Google. Kit saves no audio or transcript. Live Review cannot score, rank, advance or contact candidates.

Your next hire

Open applications for your next role.

Hiring is included in Kit. Your team conducts interviews and sends assignment payments. Connected services may require their own accounts and fees.

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