Recruiting

From the first posting to the first day at work. Advertise roles, manage applications, decide, onboard. And keep an eye on the good candidates who did not fit this time. Recruiting is one of three solution areas at mana HR and the core of the system. Built for the larger DACH mid-market with 250 to 2,000 employees.

What holds job postings, applicant management, onboarding and the talent pool together?

Recruiting is one continuous process. A role starts with an idea in a department and only ends once the new colleague begins their first day in a structured way. mana HR pulls that whole arc together in one system. Applications that come in through the job posting land straight in applicant management. Candidates who sign the contract there move seamlessly into onboarding.

And the process does not end with a rejection. Someone who was strong and simply did not fit this role moves into the talent pool instead of being discarded. When the next suitable role opens up, the contact is still there. That turns the linear chain into a loop. You lose no data in the handover, your departments see the same status you do, and new employees experience a process that holds together.

Which recruiting situation is this area meant for?

For companies in the larger DACH mid-market that have outgrown Excel and Outlook in recruiting, that come from a specialist tool that has become too rigid day to day, or that run mana HR as a recruiting specialist alongside an existing HR suite when its recruiting part does not carry enough. Typical size: 250 to 2,000 employees, several locations and departments that want to take part in the hiring process.

This area is built for two very different roles at once. For recruiters who work in the system every day and need depth. And for colleagues from the departments who maybe log in four times a year and still have to find their way around right away.

What does mana HR do differently in recruiting?

Four things that often tip the balance in a conversation.

First, a job posting editor with a live preview, where recruiters adjust the logo, header image, text, colors and the order of the benefits by drag and drop, without tech support. A quick apply option per role and custom application forms per job are built in.

Second, configurable workflows in applicant management instead of fixed process tracks. Your process shapes the system, not the other way around.

Third, native DACH specifics: the BA plugin for the German Federal Employment Agency, German servers and interview scheduling through Microsoft Outlook Calendar, so the departments stay in the calendar they already use.

Fourth, a customer success model with personal support and a review cycle every six months. You have a dedicated contact who knows your setup. The product support with a 4-hour response time runs separately from that.