One platform, many organizations
Think of the platform like a building, and each customer company is a separate office. Companies never see each other’s data.
For companies & hiring teams
How HireWith AI is structured
HireWith AI is a multi-organization hiring platform. Each company gets its own private workspace — jobs, candidates, interviews, and offers stay inside that organization.
Your branded careers page
Every organization can publish open roles on a dedicated public careers URL (for example, /your-company/careers). Candidates apply without needing a login.
Role-based teamwork
Recruiters, hiring managers, HR, and interviewers each see the actions that match their role — from publishing jobs to submitting interview feedback or extending offers.
End-to-end workflow
From workspace setup to hire — what happens in order inside your organization.
1. Your organization is created
A company workspace is provisioned on the platform with its own name, slug, and settings.
- Platform administrators create and manage customer organizations.
- Each organization has a status (active, trial, suspended, and so on) that controls access.
- When an organization is suspended, team logins, public job listings, and automated interviews are paused until the workspace is reactivated.
2. You invite your hiring team
Access is invite-only. There is no public sign-up for recruiters.
- Organization admins or platform admins send email invites.
- Each invite assigns a role inside that organization (for example, Recruiter or Hiring Manager).
- The new teammate sets a password from the invite link, then lands in the correct workspace.
- If someone already has an account, a new invite adds them to another organization without a second login email.
3. Jobs move through an approval workflow
Draft job descriptions are polished, reviewed, and published when ready.
- Hiring managers or admins create and refine role requirements (including technical sections).
- Recruiters update copy, run AI assistance on the description, and coordinate approvals.
- Published jobs appear on your organization careers page and on the platform-wide careers index (active organizations only).
- Applications attach to the job and organization automatically — candidates do not pick a tenant manually.
4. Candidates flow through your pipeline
Every applicant is tracked in one hiring pipeline with clear stages.
- Resume upload and AI matching produce scores and recommendations inside your organization only.
- Recruiters move candidates through stages such as screening, interviews, manager review, and offer.
- Stage changes can trigger notifications and real-time updates for your team.
- Offers and hire outcomes stay linked to the same candidate record.
5. Interviews match the role
Different interview types involve different people.
- AI voice screening introduces your company and the role by name.
- Human and technical interviews are scheduled with the right interviewers on your team.
- Interviewers submit structured feedback and scores; hiring managers focus on offer decisions rather than interview forms.
- Scheduling integrations (such as Cal.com) connect interviewer availability with candidate booking where enabled.
6. One login, multiple workspaces (when needed)
Consultants or shared talent teams can belong to more than one organization.
- After sign-in, use the profile switcher in the header to change organization and role.
- Permissions, dashboard data, and navigation refresh for the selected workspace.
- Your active organization is remembered for your session so API requests stay scoped correctly.
Roles inside your organization
Each teammate sees tools that match their responsibility — similar to Greenhouse or Lever, but tailored to AI-assisted hiring.
Organization admin
Owns workspace settings, team invites, and overall hiring operations.
Can do
- Invite users and assign roles
- Manage organization branding and careers page copy
- Create and publish jobs
- Manage pipeline, offers, and interviews
HR manager
Runs end-to-end hiring programs with compensation and publishing control.
Can do
- Create and publish jobs
- Manage candidates and pipeline stages
- Coordinate interviews and offers
- Invite team members
Recruiter
Day-to-day owner of candidates, outreach, and pipeline movement.
Can do
- Edit job descriptions and workflow steps
- Review AI screening results
- Schedule and track interviews
- Move candidates between stages
Hiring manager
Owns role requirements and final hiring decisions.
Can do
- Edit technical job description sections
- Review candidates in manager review stages
- Extend or decline offers
Does not
- Submit interviewer feedback forms (reserved for interviewers)
- Run voice screening controls meant for recruiting ops
Interviewer
Participates in interviews and records structured feedback.
Can do
- View assigned candidates
- Submit interview feedback and scores
- See interview context for the organization
Does not
- Change offer decisions or manage organization settings
How your data stays private
- Jobs, candidates, interviews, offers, and activity logs are stored with an organization identifier.
- Authenticated API requests include your active organization context.
- Public careers listings only show jobs from active organizations.
- Suspended organizations are removed from public listings and blocked from team sign-in.