Build a hiring pipeline that keeps moving

Ask a hiring manager why a role is still open and the answer is rarely 'we cannot find anyone'. It is 'we are waiting on feedback', or 'the CV is in someone's inbox'. Hiring stalls in the gaps between people.

A pipeline fixes this by making every candidate's position, and every wait, visible.

Start with simple stages

Most teams need four to six stages: applied, screened, interview, final round, offer, hired. More stages feel thorough but hide where candidates are stuck. Each stage should answer a question: what has to happen before a candidate moves on?

Give every stage an owner

• Screening: the recruiter, within two working days of an application.
• Interviews: the hiring manager, with feedback due 24 hours after.
• Offer: the approver, with a decision date.

Watch the waits, not just the counts

The useful number is not how many candidates you have but how long each has been in their current stage. A candidate who has waited a week without news is a candidate you are about to lose.

Measure a few things

Navalyst ATS gives each role a pipeline and a needs-attention dashboard, so the stalled candidate is the first thing you see in the morning. Book a walkthrough to see it on your own roles.