Recruitment
From the advert to the signed offer: candidate evaluation, the part Odoo leaves out.
Odoo follows the pipeline very well: the position, the person, the application, the stages, the refusal reasons. It stops just short of the assessment itself, which lives in a free notes field and a questionnaire per position, with no weighting, no round, no panel and no comparison between candidates.
This module picks up there. You write a scorecard per role and per round, with weighted criteria and a scale described in observable behaviours. ⚠️ Each panel member files their scoring before seeing anyone else's, which stops the first opinion expressed from pulling all the others.
A refusal issued after an interview has been held requires a written reason, and the name of whoever decided stays on file. A published scorecard is frozen: last year's session reads back exactly as it was scored.
No automatic ranking is produced. The score helps a person decide, and a knock-out criterion flags without eliminating anyone: a tool that ranks candidates decides for you and leaves you the responsibility.
Eight modules add themselves as needs arise: the four candidate emails rewritten, a portal where the person follows their file, the job offer on your letterhead and its sending for signature, Law 25 retention and destruction with an anonymised measure that survives the destroyed scorings, expenses and cost per hire, and each job board's performance measured through a tracked link.
Comparable to Workable or Recruitee, without your candidates leaving your house
Shall we look at your case together?
Tell us what you run today. We will tell you honestly whether Symbifox helps or not.
The catalog grows almost every month.
What gets added, what we learn deploying it, and nothing else. You leave whenever you want.
One confirmation email, and nothing before you follow its link. Then 10 welcome emails, one a week, then the updates. No tracker, no resale.