Configuring company settings

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Available for User roles Super Admin, Admin
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From the Company page in your Settings, you can configure the information architecture of your Lever environment. Proper management of your company-level settings is key to enabling consistency among your organization's Lever users as well as good data hygiene for reporting purposes. Readers of this article will learn about configuring:

To configure company settings, click your avatar in the top-right corner of the platform header, select Settings from the menu, and then click 'Company' in the left-side navigation.

General company settings

From the 'General' tab on the Company page, you can configure the following settings:

Email sync options

 

Only Super Admins have the ability to configure email sync options for their Lever environment. Admins will not see these options in their company settings page.

If your organization has connected its Lever environment to its Google or Office 365 suite, you can select from one of two email sync options:

Email sync options in Company settings

Full sync
When users in your Lever environment opt to grant Lever access their email (via their account settings), Lever will request permission to both send emails and automatically sync any threaded follow-up messages. By granting Lever permission to both send and read emails, emails sent and received from a user's Google or Office 365 work account (between the user and a candidate), will be synced to that candidate's profile in Lever. Emails sent to a candidate from a user's Google or Office 365 account will appear in both their inbox as well as on the candidate's Lever profile.  Note that even when the full sync option is enabled, Lever has a "default-deny" policy, meaning that Lever simply checks the headers of emails to see whether the email thread started in Lever - indicating its relevance to Lever and your hiring efforts - and syncs only these relevant "messages of interest." None of a user's emails outside of the messages of interest will be synced, stored, or accessible by Lever, unless they click the Sync emails button on the a candidate's profile (in which case all correspondence between the candidate and the user will be synced regardless of where the thread started).

Limited sync
When users in your Lever environment opt to grant Lever access to their email (via their account settings), Lever will only request permission to send emails from their Google or Office 365 work account. Lever will not request permission to read emails in the users inbox, meaning email responses will not be synced back to candidates' profiles in Lever. This option is best-suited for organizations with strict security parties that restrict "read access" from third-party applications. If you opt for limited sync but still require Lever to function as the single source of truth for communication with candidates, request that an administrator of your Google Apps or Office 365 instance set up a one-time configuration of email routing rules. These rules will auto-forward responses to emails sent from Lever, so that they appear on the candidate profile. This will ensure that candidate profiles still show a full and clear timeline of all hiring-related correspondence started in Lever.

It is recommended to opt for full sync rather than limited sync, as the former option requires no additional setup. Regardless of which sync option is selected, any emails that are synced and stored are encrypted at rest with access strictly controlled under Lever's SOC 2 Type 2 certification guidelines.

Following

If you enable auto-following in your Lever environment, users will automatically be added as followers to opportunities to which they make changes. When this setting is enabled, users in your Lever environment will generally receive more notifications.

Referrer notifications

When enabled, users in your Lever environment will receive email notifications when opportunities generated from their referrals are marked as 'Hired.'

Interview feedback visibility

Configure which users can see interview feedback for candidates. You can select from the following visibility options:

  Option 1 Option 2 Option 3 Option 4
Feedback can be seen by:
  • Super Admins
  • Admins
  • Team Members
  • Limited Team Members with access to the candidate
  • Super Admins
  • Admins
  • Team Members
  • Limited Team Members on at least one of the candidate's interview panels
  • Super Admins
  • Admins
  • Team Members on at least one of the candidate's interview panels
  • Limited Team Members on at least one of the candidate's interview panels
  • Super Admins
  • Admins
  • Team Members

 

You can also select to hide feedback from Team Members and Limited Team Members on a candidate's interview panel until they have submitted their own feedback for the candidate.

Email tracking

When enabled, emails that appear on candidate stories will contain labels showing if the recipient opened and/or clicked the email. Candidates that perform a combination of opens and clicks on a single email will be marked as "highly engaged" by Lever. Users will receive notifications regarding highly engaged candidates associated with opportunities that they own.

Equal employment opportunity (EEO)

When enabled, candidates that apply to postings via your Lever-hosted job site will be prompted to answer demographic questions related to their race, gender, and veteran status. Organizations under contract with the United States federal government are required to collect EEO data in order to be compliant with regulations set forth by the Office of Federal Contract Compliance Programs (OFCCP).

EEO configuration options in Company settings

If you indicate that your organization is under contract with the U.S. federal government, you will be required to include all EEO questions (race, gender, veteran status) in either short or long form. If your organization is not under contract with the U.S. federal government, but you still wish to enable EEO questions in order to capture candidate demographic data, you can select which of the EEO questions - race, gender, and/or veteran status - that you wish to include. Note that non-U.S federal contractors can use diversity surveys as an alternative means of collecting candidate demographic data. Jump to the 'Surveys' section in this article to learn more. You can also enable EEO questions to be sent via email as a survey to applicants that do not apply through your Lever-hosted job site.

For more on this topic, refer to our EEO help article.

 

Analytics related to anonymized EEO data can be found on the EEO dashboard in Visual Insights. To learn more, refer to our EEO dashboard help article.

Departments and teams

From the 'Departments and teams' tab on the Company page, you can define the categories and hierarchy of the different factions within your organization. The departments and teams that you define are used to categorize the postings in your Lever environment as well as on your Lever-hosted job site. In turn, opportunities associated with those postings are then attributed to the corresponding department and team (for reporting purposes). Departments and teams can also be used as criteria upon which to configure Sensitive Information Privileges and custom approval logic.

Departments are the parent unit of teams. To add a department, scroll to the bottom of the page and click the + Add Department  button. To add a team, click the + Add team button aligned to the right of the corresponding department. Click the ellipses (⋯) aligned to the right of a department name to rename or delete it. Click the ellipses (⋯) aligned to the right of a team name to rename it, delete it, or move it to a different department.

Departments and teams in Company settings

Changes made to department and team structure can have downstream effects on the categorization of postings, Sensitive Information Privileges, and approval logic. If your organization undergoes a restructuring, we advise carefully planning out how to implement the necessary department/team realignment in Lever. Refer to our guidelines for updating departments and teams for best practices when planning these changes.

Locations

From the 'Locations' tab on the Company page, you can define the geographic locations with which users can associate postings. The locations that you define are used to categorize the postings in your Lever environment as well as on your Lever-hosted job site. In turn, opportunities associated with those postings are then attributed to the corresponding location (for reporting purposes). Locations can also be used as criteria upon which to to configure Sensitive Information Privileges and custom approval logic.

To add a location, scroll to the bottom of the page and click the + Add Location button. Input the name of the location, select a country from the drop-down menu, and click the Add button. The location name that you input will appear on job postings associated with that location, while the selected country will only be used for internal Lever operations (e.g. General Date Compliance Regulation rules). Click the ellipses (⋯) aligned to the right of a location name to edit or delete it.

Locations in Company settings

When pushing a posting to a job board, the name of the location associated with the posting must be an exact match to a location recognized by the job board. Keep this in mind when defining locations in your company settings.

Work types

From the 'Work types' tab on the Company page, you can define the work types that you wish to use to categorize job postings. Work types can be used a criteria upon which to configure custom approval logic.

To add a work type, click the + Add Work Type button, input a name for the work type, and click the Add button. Click the ellipses (⋯) aligned to the right of a work type name to rename or delete it.

Work types in Company settings

Compliance

From the 'Compliance' tab on the Company page, you can configure how the General Data Protection Regulation (GDPR) is enforced in your Lever environment. This involves defining:

  • The lawful basis upon which your organizations stores archived candidate information
  • Expiration periods for candidate consent/legitimate interest
  • Additional retention periods (in the case of candidate consent)
  • Range of application (i.e. the candidates to which your GDPR configuration will apply)
  • Degree of anonymization (i.e. whether or not Lever stores anonymized email addresses as a hashed value).

For more details on this topic, refer to our help article on configuring GDPR.

GDPR configuration summary in Company settings

From this page, you can also enable a cookie banner for your Lever-hosted job site. Cookies are used to track visitor traffic to your job site. If enabled, you can configure whether the banner allows visitors to opt-in to cookies, or simply informs them that your job site deploys cookies. To learn more, refer to our cookie banner help article.

Job site cookie banner configuration options in Company settings

Surveys

From the 'Surveys' tab on the Company page, you can enable and configure diversity surveys for candidates that apply to your postings. These surveys can be used to solicit demographic information from candidates and can be set up to trigger based on the location of the posting to which a candidate has applied as well as how far their opportunity has made it through the pipeline. A single Lever environment can have multiple diversity surveys, however each location can only have  maximum of one diversity survey associated with it. For full setup and operation details, refer to our diversity surveys help article.

Diversity Surveys toggle in Company settings

If your organization has purchased the Advanced Automation add-on, you can also enable and configure the Candidate Experience Survey for your Lever environment. This survey is designed to capture candidate sentiment about your recruitment process after their opportunity has been archived. The survey comes with out-of-the-box questions and can be tailored with custom questions of your own. Unlike diversity surveys, a Lever environment can only have one Candidate Experience Survey. For full setup and operation details, refer to our Candidate Experience Survey help article.

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