1
Publish the vacancy
Write the posting yourself, or use the AI JD Generator to draft a first version from a title and skills tags. Then publish it to your candidate portal.
Applicant tracking built around your hiring stages
Use Applied, Screening, Interview, Offer and Hired, or build your own stages. Run different pipelines for different roles, and keep every note and interview on the candidate record.
Recruitment that ends where onboarding begins.
The gap between an accepted offer and a first working day is where many Philippine organizations lose a week re-entering details into a second system. Here there is no second system.
Create a posting, publish it, and close it when the role is filled. Published roles appear on your public candidate portal, and applications land directly in your pipeline.
- Create, publish and close a posting
- Applications arrive directly in the pipeline
- Candidates found elsewhere can be added manually
How the process works.
2
Move candidates through the pipeline
Applications arrive in the pipeline. Move candidates across the board, schedule interviews, and record feedback against the candidate record.
3
Offer, sign and onboard
Send the offer, the candidate signs it electronically, and the record becomes an employee. The signed offer is filed and the onboarding checklist is assigned.
From first application to first day.
Plenty of tools track applicants. What matters for a Philippine organization is that a successful candidate reaches payroll and the 201 file without being entered a second time.
The candidate becomes an employee in one step.
The week most organizations lose is not in the pipeline, it is between an accepted offer and a first working day, spent typing the same details into a second system. Acceptance converts the applicant record itself, files the signed offer to the 201 file and assigns the onboarding checklist.
Learn more about onboardingDrafting help, not hiring decisions.
The AI JD Generator writes a first draft from a title, seniority level and skills tags, which you then edit. It is deliberately kept out of assessment: it does not screen, score or rank candidates, and no shortlisting decision depends on it.
Recruitment and ATS is a live, shipped module covering postings, the pipeline, interviews, offers, e-signature and a public candidate portal. Availability of the AI JD Generator varies by plan.
Is the ATS available now?
Yes. Job postings, the public candidate portal, the Kanban applicant pipeline, interview scheduling, offer letters with electronic signature and the AI JD Generator are all live today.Do you post to JobStreet, Indeed or LinkedIn?
Not yet. External job board distribution is still in progress. Postings publish to your own candidate portal today, and you can enter candidates sourced from a board into the pipeline manually.Can offers be signed electronically?
Yes. You send offer letters from WORKSPHR and the candidate signs them electronically, with the signed copy filed to the 201 file on hire. E-signature covers offers only, not onboarding contracts.What happens when a candidate accepts?
The applicant record becomes an employee record, so nothing is re-entered. The signed offer is filed to the 201 file and the onboarding checklist is assigned automatically, including government number collection.What does the AI JD Generator do?
It drafts a job description from a role title, seniority level and skills tags, which you then edit. It is a drafting tool, not a screening tool, so it does not rank or score candidates. Availability varies by plan.
See the pipeline running on your own roles.
Book 30 minutes with our Pampanga-based team. We will create a posting, move a candidate through to offer, and hand the record over to onboarding.