How Agencies Commonly Use Scalis

Agencies often need a client's hiring manager to review applicants without giving them full access to your SCALIS account. There are three ways to share applicants, depending on how much visibility you want the hiring manager to have.

Add the Hiring Manager as a Guest User

 

Go to Settings, then User Management, and add the hiring manager as a Guest.

 

To limit their visibility instead of giving them the full pipeline, add them to a specific section within the pipeline.

Download Resumes or Profiles Individually

 

Download a candidate's resume or profile and send it to the hiring manager outside of SCALIS.

 

Useful when you only want to share a handful of applicants and don't need to grant any platform access.

Export a Pipeline CSV

 

From the job, select View Pipeline.

 

Select the three-dot menu (⋯).

 

Select Export CSV to download the full pipeline for the hiring manager to review.

Once a hiring manager has reviewed applicants, you'll want their feedback on record. How you capture it depends on whether the hiring manager has access to SCALIS.

If the Hiring Manager Has Platform Access

 

Add them as a user (see the section above for adding a guest user).

 

Request a scorecard from them on the candidates you want feedback on.

If Adding a User Isn't Realistic

 

Capture the hiring manager's feedback yourself as notes on the candidate's profile.

 

Use the star rating on the candidate so anyone who comes back to this applicant later can see how they were scored previously.

SCALIS's CRM includes sourcing tools for building pipelines from outside your applicant pool, which is especially useful for agencies filling niche or hard-to-source roles.

If you work across multiple clients, set each one up as its own client or subsidiary in SCALIS. This keeps postings separated by account and makes sure each job goes out under the right identity.

When a Client Wants Their Own Branding

 

Set the client up as a separate client/subsidiary entity so job postings pull that client's own name and logo instead of your agency's.

 

This is what lets a job post to a client's own LinkedIn page with their correct branding.

Talent pools and labels give you two lightweight ways to keep candidates organized for the future, especially useful when you're managing pipelines across multiple clients.

Talent Pools

 

Group candidates into a talent pool for a role you're filling now or one you expect to open later.

 

Build talent pools per client so you have a ready bench the next time that client has an opening.

Labels

 

Use labels to tag candidates by skill, characteristic, or group.

 

Labels are useful for marking candidates against potential clients, so you can quickly pull the right group when a new client comes on board.