Track each applicant through a consistent hiring workflow while keeping resume evidence, screening answers, communication, scores, and interview details in one place.
Rad Recruiter brings candidate information, screening results, communication, resume evidence, and interview details together so recruiters can move applicants through the hiring process with a consistent workflow.
Candidates can enter Rad Recruiter through the Careers Website, manual recruiter entry, Universal Intake, or supported integrations. Once received, each candidate is connected to the appropriate organization and job and can be tracked through the hiring pipeline.
Candidates can apply through the Rad Recruiter Careers Website, be added manually by a recruiter, or enter through Universal Intake and supported integrations. Each application is connected to the appropriate hospitality organization and job, such as front desk, housekeeping, food & beverage, guest services, or maintenance.
Rad Recruiter tracks candidates through key stages of the hospitality hiring process, including received, screening, pending communication, questions sent, qualified, scheduled, rejected, and hired. A candidate's path depends on job requirements, screening responses, evaluation results, and the interview scheduling process.
Candidate Detail can display contact information, applied position, candidate status, screening score, timezone, initial AI screening, application answers, follow-up responses, resume evidence, candidate source, interview information, resume links, and conversation history.
Rad Recruiter reviews a candidate's resume and job-related responses against the requirements defined for the hospitality position. It identifies relevant experience, supporting evidence, and potential gaps rather than relying solely on keyword matching. Recruiters can review the underlying candidate information before making a hiring decision.
No. If a candidate answers the job's screening questions during the application process, those responses are included in the candidate evaluation. Rad Recruiter does not send the same questions again. Follow-up questions are used only when additional information is needed.
Yes. AI screening is designed to support recruiters, not replace human judgment. Authorized recruiters can review candidate information and evidence, continue a candidate to the next stage, move them to interview scheduling, reject the candidate, mark them as hired, or remove duplicate and test records as appropriate.
Yes. The Candidates page allows recruiters to search candidates and filter them by pipeline stage. This makes it easier to focus on applicants who are awaiting screening, qualified, scheduled for an interview, rejected, or ready for the next step.
Yes. Candidate resumes are stored privately. Recruiters must be authenticated and authorized to access candidates within their organization before they can view or download a resume.
When an authorized user deletes a candidate, the candidate record, related conversation data, and stored resume file are removed. Candidate deletion is intended to be permanent, so it should be used carefully.
Rad Recruiter keeps the candidate journey organized from the moment an application is received through screening, scheduling, and hiring.
Rad Recruiter reviews a candidate's resume and job-related responses
against the requirements defined for the hospitality position.
The system identifies relevant experience, supporting evidence, and
potential gaps rather than relying solely on keyword matching.
Recruiters can review the underlying candidate information before
making a hiring decision.
If a candidate already answered the job's screening questions during
the application process, Rad Recruiter uses those responses rather
than asking the same questions again. Follow-up questions are used
only when additional information is needed.
AI screening supports the recruiting process, while authorized recruiters retain control over candidate decisions and workflow.
Review candidate information, resume evidence, screening answers, and evaluation details before making a decision.
Continue qualified candidates to the next stage or move them into interview scheduling.
Search candidates and filter them by pipeline stage to focus on applicants requiring attention.
Authorized recruiters can override automated screening results when reviewing the complete candidate record.
Recruiters can reject candidates or mark candidates as hired when appropriate.
Duplicate and test records can be removed as appropriate, while candidate deletion permanently removes the candidate record, conversation data, and stored resume.
Candidate resumes are stored privately. Recruiters must be authenticated and authorized to access candidates within their organization before they can view or download a resume.
When an authorized user deletes a candidate, the candidate record, related conversation data, and stored resume file are removed. Candidate deletion is intended to be permanent, so it should be used carefully.
Bring applications, screening, candidate conversations, and interview details into one recruiting workflow.
