These three items determine who sees which applications and where applications come from. Set them up wrong and applications end up with people who aren't responsible for them, or no one knows which channel is working.
Regions — dividing applications by location
Go to Settings › Regions. The system's description: recruitment regions are used to distribute CVs; Hiring Managers only see applications in the regions they are assigned to.
- Click Add Region.
- Name the region. Use the name your team uses internally, for example `Singapore - Orchard (ION)`.
- Save.
Each row in the list shows the number of Hiring Managers assigned to that region and the number of applications this quarter — use these two numbers to quickly check which regions don't have anyone responsible yet.
Regions are not derived from branches automatically. Branches are set up in the company section; recruitment regions are set up separately here. A single-location business needs only one region, or can leave it blank entirely.
Recruitment teams — who can see a position
Go to Settings › Recruitment Teams. The system's description: teams determine who can see which positions and applications.
- Click Create Team.
- Name the team — for example `Retail Hiring Team - Lumen Threads`.
- Add managers and members.
- Save.
Each row shows the number of managers and number of members. When creating a job position, in step 4 you select this team and its members are added automatically — no need to assign people one by one.
| How to organize teams | Best for |
|---|---|
| One team for the whole company | Small businesses with one person handling recruitment |
| By business division | Companies hiring for both office and operations divisions |
| By region | Chains with many branches, where each region hires on its own |
Recruitment sources — measuring which channels work
Go to Settings › Recruitment Sources. The system's description: the channel a candidate came from, used to measure the effectiveness of each source. The system comes with a built-in list; click Add Source to add more.
- Source is a field recorded on each application and is the basis for channel effectiveness reports.
- Name sources exactly after the real channel: `LinkedIn`, `Indeed Singapore`, `Employee referral`, `In-store walk-in`.
- Merge variants of the same channel into a single source.
Check for duplicates before use. The default source list may contain duplicate rows — the same channel appearing twice, one with Vietnamese diacritics and one without, usually a leftover from the initial data import. Applications scattered across two duplicate rows will make the channel effectiveness report wrong. Delete the extras before you start receiving applications. The Rejection Reasons list needs the same check.
Agents & Automated Sources
Go to Settings › Agents & Automated Sources. The system's description: agencies and job boards that send CVs, along with each party's application intake address. Click Add Partner to set up a candidate supplier.
This section is for businesses that work with external recruitment firms: each partner has its own application intake address, so the applications they send are recorded under the correct source without manual entry.
The Partner Portal item in the main sidebar — where partners log in themselves to submit applications — is currently labeled Coming soon. For now you can only enter partner information here; there is no dedicated portal for them yet.
What to do after setup
- Open Regions and confirm each region has at least one Hiring Manager.
- Open Recruitment Teams and confirm each team has a manager.
- Open Recruitment Sources and delete duplicate and unused rows.
- Open Rejection Reasons and do the same.
