Three answers. One pipeline.
Managers post their own roles, HR sees the dashboard.
Each hiring manager owns the roles they post. HR sees the org-wide view in real time: open roles by function, candidates in progress, spend forecast, time-to-shortlist. Roles are owned, the audit is centralised, the dashboard is one.
↓ Org setup
One rubric framework, tuneable per role family.
The same six-trait rubric framework runs across engineering, sales, product, ops, finance, and support. Traits and weights are tuned per role family by the manager and reviewed by HR. The bar stays where you set it, not where each manager happens to be.
↓ Decision engine
Audit trail per decision, exportable for legal.
When legal asks why a candidate was not progressed, you have the answer in writing within minutes. Per-candidate JSON, per-role report, all exportable. The audit covers the screen transcript, the assessment scores, the interview transcript, the rubric weights, and the manager's final decision.
↓ Decision metadata