Sortable table of every applicant across all your jobs.
Why it exists The working list recruiters use to process candidates.
This is where recruiters spend most of their day. The job pages are for managing roles; People is for processing humans, and it is deliberately a dense sortable table rather than a card view because throughput matters more than aesthetics when you are working through two hundred applications. Sorting is the underrated part: sort by Score to triage quality, by Applied to protect candidate experience on the oldest applications, or by Status to see what is stuck. It is also the launch point for every bulk action, which is where the real time savings live.
How to use it
Click "People" in the top navigation bar.
Review the columns: Name, Position, Status, Location, Experience, Score, Applied.
Click any column header to sort by that field.
Click "View" on a row to open the full applicant page.
Use the pagination controls and the "Show … per page" selector at the bottom.
Good to know
Score is only populated for candidates who have been through AI analysis; blanks are unanalysed, not bad.
Sorting by "Applied" oldest-first is the simplest way to stop candidates ageing out of the process.
Increase "Show … per page" before doing bulk selections — selection applies to what is on screen.
The list spans every job by default. Filter by Position first when you intend to act in bulk.
Why it exists Locates a specific candidate instantly by name.
The single most common interruption in a recruiter's day is a hiring manager asking about one named person, usually while you are in the middle of something else. Filters are the wrong tool for that — you know exactly who you want. Search is the direct route: type the name, get the person, answer the question. It works across every job, which matters because the person asking often does not remember which role the candidate applied to.
How to use it
Open the People page.
Click the "Search applicants..." field at the top.
Type the candidate's name or other details.
Press Enter or click the search button.
Clear the field and search again to reset.
Good to know
Search covers all your jobs at once, so you do not need to know which role the person applied to.
Partial names work — useful when a name is spelled inconsistently across a CV and an email.
Search finds applicants only. For sourced people who have not applied, use Discover People.
Combine with filters when a common name returns several matches.
Filter applicants by position, status, location, date and criteria.
Why it exists Narrows hundreds of applicants to a workable shortlist.
Filters are what turn an unmanageable list into a work queue, and each one maps to a real recruiting question: Position for "let me work this role", Status for "who is waiting on me", Date for "who has been waiting too long", Location for right-to-work and relocation realities. The "Meets all criterias" toggle is the most powerful of them — combined with Criteria Assertion AI it produces an instant, consistently-judged shortlist. Filters are also the safety mechanism for bulk actions: filter first, verify the list, then act.
How to use it
Open the People page.
Select a job in the "Position" dropdown.
Select a value in the "Status" dropdown.
Select a value in the "Candidate Location" dropdown.
Select a range in the "Application Date" dropdown.
Toggle "Meets all criterias" to show only candidates passing every criterion.
Click "Clear all filters" to reset.
Good to know
"Meets all criterias" only works once criteria are defined for the job and matching has been run.
Filters combine, so an empty result usually means over-filtering rather than an empty pipeline.
Always filter by Position before a bulk status change or bulk email — it is the main guard against acting on the wrong group.
"Clear all filters" is the first thing to try when the list looks unexpectedly short.
Change the application status of many candidates at once.
Why it exists Moves whole groups through the pipeline in one action.
Pipelines rot at the edges. After a role is filled, dozens of candidates sit in "Review" forever because closing each one individually is twenty minutes of clicking that never quite reaches the top of anyone's list — and those people are left waiting for an answer that never comes. Bulk update makes the honest option the easy one. The optional notification toggle is what turns a bookkeeping action into good candidate experience: the same click that tidies your pipeline can tell fifty people where they stand.
How to use it
Open the People page and apply any filters you need.
Tick the checkbox on each candidate row you want to include.
The bulk action bar appears showing the selected count.
Optionally toggle "Send notification email" on.
Pick the new value in the "Change status to..." dropdown.
Click "Apply".
Good to know
Check the count in the bulk action bar before applying — it is your last confirmation of scope.
With "Send notification email" on, this sends real email to real people. There is no undo on a sent message.
Filter by Position first so you never move candidates from an unrelated role by accident.
Rejecting in bulk with notification on is the single kindest thing you can do for candidate experience.
Permanently remove several selected candidates in one step.
Why it exists Clears spam or duplicate applications quickly.
Public application forms attract junk — bots, test submissions, obvious spam, and duplicates from candidates who clicked apply three times. Left in place these distort every number you report, since conversion rates computed over fake applications are meaningless. Bulk delete exists for exactly that cleanup. It is not the tool for rejecting real candidates: a rejected candidate should have a status and a record, both for your analytics and for your own protection if a decision is ever questioned.
How to use it
Open the People page.
Tick the checkbox on each candidate you want to delete.
Click "Delete Selected" in the bulk action bar.
Confirm the deletion when prompted.
The candidates disappear from the list.
Good to know
Deletion is permanent — the application, its files and its history are gone.
Use it for spam, tests and duplicates only. Real candidates you are turning down should get a rejected status instead, so they stay in your analytics and talent pool.
Deleted candidates vanish from analytics, which is exactly why deleting real applicants distorts your reporting.
Double-check the selection count before confirming; there is no recovery step.
Pull in new applications from connected email and LinkedIn.
Why it exists Imports applications that arrived outside the Canvider form.
Not every applicant comes through your careers page. Some job boards deliver applications as email with the CV attached, and LinkedIn keeps its own applicants until they are collected. Those candidates are effectively invisible until someone imports them — and an application sitting unread for a week is usually a lost candidate. Refresh does that collection in one click: it parses the emails, extracts the PDF resume (falling back to OCR for scanned documents) and runs AI extraction to build a proper structured application rather than a message in an inbox.
How to use it
Open the People page.
Click "Refresh Applicants" in the header.
Wait while the button shows "Processing...".
Canvider reads PostJobFree application emails, extracts PDF resumes, and runs AI extraction.
LinkedIn applicants from jobs published through the integration are synced too.
Read the success message showing how many applications were created.
Good to know
Make this a daily habit if you publish to PostJobFree or LinkedIn — nothing arrives from those channels until you refresh.
LinkedIn sync only covers jobs that were published through the integration.
Scanned image-only CVs go through OCR, which is slower and less accurate than a text PDF.
The confirmation message tells you how many applications were created; zero simply means nothing new arrived.
Create a single application by uploading a CV yourself.
Why it exists Adds referrals and offline candidates into the pipeline.
The best candidates often arrive through the least structured routes — an employee referral, a conversation at a conference, a CV forwarded by a friend of the CTO. These people would otherwise be tracked in someone's inbox, invisible to your process and missing from your reporting, which is how referred candidates end up receiving worse follow-up than strangers who used the form. Adding them here puts them in the same pipeline as everyone else, with the same scoring, statuses and analytics. You only supply email, phone and the CV; the AI extracts the rest.
How to use it
Open the People page.
Click "Add Candidate".
Select the "Position" the candidate should be attached to.
Enter the candidate's "Email".
Enter the candidate's "Phone".
Upload the CV file.
Submit — remaining details are extracted from the CV automatically by AI.
Good to know
Name, experience and skills are extracted from the CV, so you do not need to type them.
Manually added candidates have not given future-opportunities consent, so they will not enter the talent pool.
They also have no screening-question answers, since they never saw the application form.
Adding referrals here rather than tracking them by email is what makes source-of-hire reporting honest.
Duplicate an application onto a different open job.
Why it exists Reuses a strong candidate for a better-fitting role.
Candidates frequently apply to the wrong job — they pick the title they recognise, or the only opening they saw — and a strong senior applicant lands in a junior posting. Rejecting them because the requisition does not match is a waste of a real opportunity, but retyping the whole application into another role is friction nobody has time for. Referral copies the candidate onto the better-fitting job, bringing internal notes along so the receiving recruiter inherits the context rather than starting from zero.
How to use it
Open the applicant's detail page.
Click "More actions" then "Refer to Position".
Choose the job in "Select Target Position".
Read the note — a duplicate application is created and internal notes are copied.
Click "Refer Candidate".
Good to know
This creates a second application; the original remains, so close it out with an appropriate status.
Internal comments are copied across, so review them first if they contain anything role-specific.
Tell the candidate you are moving them — the system creates the record, not the conversation.
The AI "Suggested Position" feature can identify these opportunities for you automatically.
Permanently remove a single application and its data.
Why it exists Honours deletion requests and removes bad-data records.
This exists primarily for a legal reason: under GDPR and similar regimes, a candidate can ask you to erase their data, and you must be able to comply completely rather than just hiding them from a list. It also handles genuine data problems — a CV uploaded against the wrong person, a duplicate record with corrupted extraction. What it is not is a rejection tool. Deleting someone you turned down erases the evidence of a fair process and removes them from the analytics that justify your hiring decisions.
How to use it
Open the applicant's detail page.
Click "More actions" then "Delete Candidate".
Read the confirmation question carefully.
Click "Delete" to confirm, or "Cancel" to abort.
Good to know
Permanent and unrecoverable: the application, resume, comments and email history all go.
This is the correct response to a candidate's data-erasure request.
To turn someone down, set a rejected status instead — that keeps your records and analytics intact.
If you need a record that the deletion happened, note it elsewhere first; the internal comments go with the candidate.