Help Center
Getting started with Expertini ATS — accounts, jobs, pipeline, and the Hiring Tools hub.
A short orientation for a new recruiter or agency account — where the core building blocks live and how they connect, rather than a full manual for every one of the 70+ tools individually (each tool page covers its own specifics).
On this page
01Setting up your organisation
After signup, your first job posting and your team seats (owner/admin/recruiter roles) are the two things worth setting up before anything else — team members join under your organisation's plan, not as separate billing accounts.
02Posting a job and running the pipeline
Jobs are created as drafts, then published — publishing mirrors the listing to the matching country Expertini site so it starts receiving real applicants immediately. Applications flow into a Kanban-style pipeline (applied → screening → shortlist → interview → offer → hired/rejected) that CMS scoring, interviews, and offer letters all hang off directly.
03Finding the right tool
The Hiring Tools hub at /hiring-tools/ groups everything into Dynamic Tools (connected to your live ATS data — analytics, CRM, Client CRM) and Standalone Tools (usable anytime, independent of your pipeline data — CV Builder, Resume Score, career tools). Filter by "Unlocked" to see only what your current plan grants.
04Candidate CRM and Client CRM, briefly
If you're building a talent pool for future roles, the Talent Pool Messaging and Candidate Surveys tools are the CRM layer. If you're a recruiting agency working for multiple hiring companies, the Client CRM (under /clients/) is a separate system for managing those client relationships, commission, and confidential postings.
05A sensible first week, in order
Day one: publish a real job — not a test posting — because everything else in the product hangs off a live pipeline, and the Job Description Builder will draft it in the must/preferred/nice-to-have structure that scoring reads best. Days two to three: invite your team and agree who owns which pipeline stage, so applications don't sit in "applied" because everyone assumed someone else triages. Once a handful of applications exist: run CMS scoring on the pool and open a few dimension rationales to calibrate what the numbers mean for your role. End of week: look at the funnel view, schedule your first interviews through the scheduler, and skim the in-app Hiring Tools hub (at /hiring-tools/ once logged in — the public tools overview previews the same suite) filtered to your plan to see what else you've already paid for. Skip anything else until the core loop feels routine.
06The concepts that prevent the most confusion
Four things new accounts most often misread. Jobs vs. applications: a job is the posting; each candidate's application is a separate record moving through your pipeline stages, and scoring attaches to applications. Draft vs. published: only publishing mirrors a job to the country site — a draft is invisible to candidates. Monthly budgets: CMS scores, AI prompts, and Resume Score checks are three independent quotas that reset with your billing month; "Locked" after heavy use means a quota reached, not a broken account (the Support Center covers this). Roles: owners and admins manage billing, seats, and destructive actions; recruiters run the day-to-day pipeline — so "I can't see billing" is usually a role, not a bug.
Frequently asked questions
Do I need training or onboarding calls to get started?⌄
What's the difference between a Dynamic and a Standalone tool?⌄
Where do I go when this orientation isn't enough?⌄
At a glance
- Team members join under your org's plan, not separate billing
- Publishing a job mirrors it live to the matching country site immediately
- Hiring Tools hub filters by Dynamic vs Standalone and by what your plan unlocks
- Candidate CRM (talent pool) and Client CRM (agency clients) are two separate systems
- Publish a real job on day one — the product revolves around a live pipeline
- Scoring, AI prompts, and Resume Score are three separate monthly budgets
See help center on your own hiring.
Bring a real job description to a 30-minute demo — free trial included.
Book a demo