| Available for | Roles | Super Admin, Admin, Team Member, Limited Team Member |
| Permissions | • Manage profiles and view associated postings | |
| Packages | Lever Basic, LeverTRM, LeverTRM for Enterprise |
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This introduction to Lever is covered in more detail in Lever's Administrator course series in Employ HireEd. |
This article is the fifth in a series designed to help you understand the structure and operation of Lever's unified pipeline. This article will take a close look at the Interview section of the pipeline and how it functions. If you missed it, the second article in this series defines the difference between candidates and opportunities in LeverTRM - a key distinction when it comes to navigating your pipeline.
Advancing opportunities through interview stages
The Interview section is designed to capture opportunities that have been fed through the pipeline from the Lead and Applicant sections. In other words, the Interview section of your pipeline is where both applicant and sourcing channels merge.
As with the Applicant section, the stages in the Interview section of the pipeline are customizable, and typically configured when your organization first sets up their Lever instance. Refer to our help article on pipeline customization to learn more on how to add, remove, or rename stages.
Every organization's interview stages will be unique to their recruitment strategy, the market that they operate in, and the types of roles they are using Lever to hire for. Due to the differences between the roles an organization is hiring for through Lever, it is not required that an opportunity pass through every interview stage in the Interview section of the pipeline before resulting in a hire.
However, true to the spirit of the unified pipeline, all interview stages are listed in the Interview section of the pipeline. The benefit of this design is that recruitment teams can take a holistic approach to candidate management by being able to see into the overall health of their talent pipeline at any given time.
For example, perhaps the 'Panel interview' stage is only used for management roles. This means all candidates being considered for non-managerial roles can advance directly to 'Reference check' if you choose to proceed.
Moving opportunities through the stages in the Interview section of the pipeline must be done manually. There are two ways to manually move an opportunity in the Interview section to a different interview stage:
- From the stage dropdown menu on the candidate opportunity.
- From the opportunity list. This is the best method for moving multiple opportunities at once.
For more information on changing stages, refer to our help article on changing the stage of an opportunity.
Hiring candidates
When an opportunity has passed through the necessary interview stages and you are ready to hire the candidate:
- Click into the opportunity to open the corresponding candidate profile.
- Select Hired from the stage drop-down menu.
- In the modal that appears, review the hiring details, confirm the associated requisition, and click the Hire button.
Opportunities that have been marked as 'Hired' will be moved from the Interview section of the pipeline into the Archive.
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If hiring a candidate with multiple active opportunities, be sure to archive the other active opportunities that they were not hired for. This will keep your pipeline clean as well as ensure that your recruitment data is accurate when reviewing and generating reports. |
Next steps...
Now that you have a grasp of how active opportunities move across each section of the pipeline, it is time to look at where opportunities go when they are no longer active - the Archive.
If you would like to jump to the other articles in this series, select from the options below: