For hiring teams
Jobs with their process upfront, pipelines that say whose move it is, independent scorecards and fair, reasoned decisions. With your whole team, in the right roles.
Days: the longest a candidate waits for your next move. They see the date; you're told when it passes.
Jobs
Candidates see every stage of the process before they apply. Share the job link anywhere, and every application lands in the same pipeline.
Employer verification
Add a TXT record to your domain and your company is verified.
Confirm with an email address on your company's own domain.
Can't do either? Our team can verify your company for you.
Pipelines
Each job's pipeline follows its own workflow. Every card shows what's next and who's waiting, so nothing sits unanswered.
Saved views for what's on your desk: waiting on you, overdue replies, interviews, waiting on the candidate, closed and hired.
Working a job together takes a few shared habits. Cortopus keeps them in the open.
Workflow and reply targets
Design the stages of a job once: Applied, Review, Screening, Interview, Assignment, Offer and Decision. Each can carry a reply target in working days, and candidates follow those stages as their journey.
Days: the longest a candidate waits for your next move. They see the date; you're told when it passes.
Scheduling
Offer a few times, or let the candidate choose from your availability. They pick in their own time zone, and the interview lands on every calendar involved.
Google and Outlook calendar sync and automatic Meet or Teams links aren't available yet.
The candidate page
The next step comes first, with its due date. Around it: the interview scorecards, the team's notes and the actions you take most.
Great portfolio. @Tom can you probe testing habits?
Mention @CoralAI in a team note or a conversation and it replies there, from that note or conversation alone. It never counts as a human reply to a candidate.
Coral AIIn this note onlyStrong on React internals, a bit quiet on testing. @CoralAI can you turn this into three follow-ups for the next round?
From any candidate page you can act on the application itself.
Decisions
Independent feedback in. A real message out. Every no says why, in your words.
Each interviewer fills in a scorecard for the interview. Everyone else's verdict stays sealed until they've added their own.
Pick the required reasons from your company's own list. Write the message from a template, or schedule it for later.
Hi Lucas, thank you for your time and interest in Northwind Studio. We've decided to move forward with other candidates for the Senior Frontend Engineer role…
The small things that make a decision feel human.
Insights
Response rate, reply time, replies on time against your own targets, and where every applicant went. Plus why candidates were turned down.
Applications, response rate, positive responses, median reply time and replies on time, with the candidate flow beneath.
By reason, by stage and by job. Export it as CSV if you're an owner or admin.
Applications, interviewed, offers, hired and missed deadlines, each with its change from the last period.
See how reply deadlines are piling up, before they become overdue.
My agenda and recently opened positions, so you start the day knowing where to look.
Owners and admins can export, and every export is written to the audit log.
Team and access
Everyone sees what they need to, and nothing more. Owners keep the whole picture, and a record of who looked at what.
How Cortopus protects each sideOwner, Admin, Recruiter and Interviewer. Each person has exactly one, and you can require two-step sign-in for everyone.
Who opened which CV or file, team changes, exports and sign-ins, all recorded.
Beyond owners and admins, people see only the jobs whose hiring team they're on and the candidates they interview.
Owners can require it for the whole company, with a grace period so nobody is locked out.
Closed applications are deleted after your retention period, unless the candidate asks to be kept on file.
Who opened which CV, team changes, exports and sign-ins, all on record.
Questions from teams
Yes, while it's in development. You can set up a hiring workspace, invite your team and publish a job today. Teams who'd like to shape what comes next can join early access.
Each stage of a job can carry a reply target, in working days: the longest a candidate waits for your next move. The candidate sees the date, your team gets warnings before it passes and overdue flags after, and a deadline can be extended when you need more time. Your dashboard shows how often replies were on time against your own target.
Everyone has one role: Owner, Admin, Recruiter or Interviewer. Beyond Owners and Admins, people see only the jobs whose hiring team they're on, and the candidates they interview. Interviewers' scorecards stay sealed from each other until each has added their own.
No. Team notes, scorecards and the reasons you pick for a rejection stay with your team. You can choose to share the reasons in the message to the candidate.
Not yet. Calendar sync and automatic Meet or Teams links are planned. Today, interviewers are users of your workspace, Cortopus prevents double booking, and a guest from outside your company can join one interview with a link and a passcode.
So candidates can trust what they find. A company's jobs go public only after it proves its website domain: with a DNS record, with a matching work email, or through verification by our staff.
Never. Blocking a candidate is a manual choice by someone on your team, it needs a reason, and it can be reversed.
Early access is open
Set up your workspace, invite your team with the right roles, and run your first job end to end. Teams who'd like to shape what comes next can join early access.
Running hiring at scale? Talk to us about early access
