- Your careers brand
- Role-specific screening
- Connected applicant history
Configure the careers experience and preview the details candidates will see.
Outcome 1 of 2
Make the application journey recognizably yours.Configure the organization logo, colors, visible job details, and employer privacy link, with desktop and mobile previews before applicants see the page.
Outcome 1 of 2: Make the application journey recognizably yours.. Configure the organization logo, colors, visible job details, and employer privacy link, with desktop and mobile previews before applicants see the page.
- Workflow
- Branded careers & applicant tracking
- Working context
- Organization and role
- Access
- Plan and permissions apply
- Decision owner
- Your hiring team
From application to review
Keep the role, the applicant, and the next conversation together.
An application starts with the role your team is actually hiring for. Configure the public careers experience, prepare the requisition and its questions, then review incoming applicants against that context.
As the application progresses, reviewers can inspect screening completion, available role-fit evidence, stage history, and communication status from the requisition. Linked interview activity keeps the next part of the hiring journey in reach.
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A consistent candidate starting point
Use your organization branding, visible role details, and employer privacy link on the careers experience.
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Screening tied to the role
Collect relevant application answers and keep the evidence behind fit summaries available to reviewers.
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A clear applicant record
Read stage changes and candidate communication history before selecting the next action.
One applicant workflow
Connect careers, screening, review, and follow-through.
These product views show how a team configures intake and reviews applicants. Your team remains responsible for publication, candidate communication, and progression decisions.
- 01 · Careers Authorized team Make the first impression yours.
Set the branding and public role details, then check the desktop and mobile previews.
Brand the careers page - 02 · Intake Authorized team Ask questions that matter for this role.
Prepare the requisition and optional screening questions before collecting applications.
Prepare application questions - 03 · Review Authorized team Read the evidence beside the next step.
Review screening completion, role fit, stage, and the applicant record together.
Review applicants - 04 · Follow-through Authorized team Keep the history behind each action.
Check recorded stage changes and communication status before taking the next authorized action.
Review applicant history
See it in action
Connect careers, screening, review, and follow-through.
Outcome 1 of 4
Make the application journey recognizably yours.Configure the organization logo, colors, visible job details, and employer privacy link, with desktop and mobile previews before applicants see the page.
Outcome 1 of 4: Make the application journey recognizably yours.. Configure the organization logo, colors, visible job details, and employer privacy link, with desktop and mobile previews before applicants see the page.
Product views from the Northvale demo workspace. Available controls depend on role, plan, and setup.
Clear ownership
Your team owns the next step.
Fit summaries and suggested next steps support review. They do not establish a candidate’s ability or make an employment decision.- Public ATS workflows and AI analysis depend on plan access, permissions, and available credits.
- Organization email requires a configured and verified connection. Email-service acceptance is not proof of inbox delivery or reading.
- This is Evidize’s built-in applicant workflow. Connections to another ATS depend on your setup and are not implied.
Plan your evaluation
Questions to resolve before rollout
Review the workflow, its available evidence, and the responsibilities that remain with your team.Can we use our own careers branding?
The careers settings include the organization logo, primary and accent colors, visible job details, and an optional employer privacy notice link. Desktop and mobile previews help you review the configuration.
Does every role need screening questions?
No. Screening questions are requisition-specific and optional. A role can collect a résumé without adding a screener; where questions are used, the hiring team configures them for that role.
Can we see what happened to an application?
The applicant review includes recorded stage changes and communication history. Reviewers can inspect the available reasons, timestamps, message statuses, and permitted follow-up actions without reconstructing the history from separate notes.
Will an AI score automatically reject an applicant?
No. Available fit evidence informs review, while authorized people choose the applicant’s next stage and employment outcome. Missing information remains something to verify.
Bring one open role
See your applicant workflow from careers page to review.
Walk through careers configuration, screening questions, applicant review, communication setup, and the plan access your team needs.