Recruitment & ATS
Aiden runs hiring from requisition to joined employee: approval-routed requisitions, job postings, a candidate pipeline with interviews and offers, and a CV bank that de-duplicates people by CNIC, email and phone.
What it does
- Requisitions with approval routing
- Candidate pipeline with stages and scorecards
- CV bank with versioned documents and duplicate detection
- Offer management and conversion straight into an employee record
Requisitions that get approved before money is spent
Hiring usually starts before anyone has confirmed the headcount is budgeted. In Aiden a requisition is an approval-routed object: department, position, grade and justification go to whoever signs off, and only an approved requisition can be posted.
A pipeline, not an inbox
Candidates move through stages you define, with interviews scheduled, scorecards recorded and every decision attributed. Match scores against a requisition are rule-and-evidence based — skills, city and experience, with the components that have no data omitted from both the score and the denominator, so a score never implies certainty it does not have.
A CV bank that remembers people
Good candidates are often hired on the second attempt, not the first. Aiden keeps a searchable bank with versioned CV documents: the same person’s new CV becomes a version rather than a duplicate record, and duplicate files are flagged by content hash with a note naming the earlier record rather than blocking the upload.
Silver-medalist and hired status are derived from the pipeline itself rather than stored, so they cannot fall out of date.
Offer to employee, without re-typing
When an offer is accepted, the candidate converts into a full employee record carrying documents and details across, and onboarding tasks begin. Nothing is re-keyed at the point where mistakes are most expensive.
Hiring records that survive the hire
Most hiring data is thrown away the moment someone joins — and then repeated from scratch six months later for the same role. Aiden keeps the requisition, the pipeline, interview scorecards and the offer attached to both the candidate and the resulting employee record.
That history is what makes the second hire faster: you can see who was strong but unavailable last time, what the role actually paid, and how long each stage took.
Filling a supervisor vacancy
- 1The plant manager raises a requisition; it routes for budget approval before anything is advertised.
- 2The role is posted and applications land in the pipeline; three past candidates are surfaced from the CV bank.
- 3Interviews are scheduled with scorecards; two candidates progress.
- 4An offer is issued, negotiated once, and accepted.
- 5The candidate converts to an employee record with documents attached, and onboarding tasks begin automatically.
What it connects to
- Onboarding — takes over once the offer is accepted
- Employee Records — receives the converted candidate
- Workflow & Approvals Engine — routes requisitions and offers
Questions about recruitment & ats
Does Aiden HR include an applicant tracking system?
Yes. Aiden includes a full ATS — requisitions, postings, candidate pipeline, interviews and offers — plus a CV bank that de-duplicates candidates by CNIC, email and phone.