SCALIS Terms Glossary

Job Requisition

A formal request to create a new job, detailing position requirements, skills, and internal hiring needs. A requisition defines the type of job you're hiring for.

Example: A recruiter submits a requisition for a Senior Backend Engineer, defining the role, required experience, and internal need.

Job Opening

The number of people you're hiring for a given job requisition. A single requisition can contain multiple openings.

Example: A requisition for a Senior Backend Engineer has two openings, meaning the team is hiring two people into that same Senior Backend Engineer role.

Job Listing

The external, candidate-facing version of a job description. A single job requisition can have multiple listings tailored to different candidate pools.

Example: Job listings may live on sites like LinkedIn, Handshake, Indeed, and other external job boards, each tailored to the candidate pool that platform reaches.

Listing Description

What a candidate sees on the external-facing job post: essentially the job description plus anything else important to include, such as key responsibilities, requirements, and role-specific information to attract talent.

Example: The listing description for a Product Manager role outlines day-to-day responsibilities, required years of experience, and team structure so candidates know what to expect before applying.

Pipeline

Your hiring process for a job, mapped out as a series of stages candidates move through from application to offer. Each stage acts as a milestone, so as candidates move forward, SCALIS tracks how long they spend at each stage and where they drop off. This is what powers your pipeline reporting: time-to-fill, stage conversion rates, and bottleneck analysis all come from the milestones your pipeline stages create.

Pipeline Example: Application Review > Recruiter Screen > Hiring Manager Interview > Skills Assessment > Department Head Interview > Offer > Hired.

💡 Note: Keeping your pipeline accurate matters beyond consistency. SCALIS's reporting and analytics features pull data around interview scorecards and hiring process performance directly from these stages, so an inaccurate pipeline can affect the quality of that reporting.

Pipeline Template

A pre-set structure of interview stages and assessments that can be reused across different job requisitions for a consistent hiring process.

Example: Your team builds an Engineering Hiring template with the stages Applied, Technical Screen, Onsite Loop, and Offer, then applies it to every new engineering requisition instead of rebuilding the pipeline each time.

Pre-screen

An initial step in the hiring process where candidates are evaluated on basic qualifications before moving forward in the pipeline.

Example: A recruiter does a 15 minute call to confirm a candidate's salary expectations, work authorization, and availability before scheduling them for a full interview.

Interview Stage

A specific phase within the hiring pipeline where candidates are interviewed or assessed. Stages can be customized to include multiple rounds or types of interviews.

Example: A Technical Interview stage might include a live coding round followed by a system design discussion, both counted as part of the same stage.

Interview Loop

The full sequence of interviews a candidate completes for a single interview stage, often involving multiple interviewers or panels. The interview loop defines who the candidate meets with and in what order, and it can be configured per job to match your team's process.

Example: A loop for a Final Round stage might include a hiring manager interview, a peer panel, and a closing conversation with the department head, all scheduled as one loop.

Internal Stage

A part of the hiring pipeline that is visible only to the hiring team and not shown to the candidate.

Example: An Internal Review stage where the hiring committee discusses feedback and votes on whether to advance a candidate, with no visibility to the candidate themselves.

External Stage

A stage in the hiring pipeline that is visible to candidates on their application dashboard, providing transparency into the process.

Example: A candidate logs into their application dashboard and sees their status move from Application Received to Interview Scheduled as they progress.

Scheduling Logic

The rules SCALIS uses to determine what type of interview is happening, such as a panel interview versus a one-on-one. Scheduling logic ensures that the links, invites, and other details sent to both the hiring manager and the candidate are pulled and routed correctly based on that interview type.

Example:

Global Screening Question

Standardized, company-wide questions that appear across all job listings and are used to consistently screen candidates against baseline requirements in the application phase of the hiring process.

Example: Every job listing at a company asks "Are you legally authorized to work in this country?" because it's set as a global screening question rather than added job by job.

Screening Questions

Questions included in a job application to help filter candidates based on essential qualifications. Screening questions can be configured with auto-rejection criteria. They can be set up as multiple choice, multi-select, text box, or yes/no questions.

Example: A job for a Registered Nurse asks "Do you hold an active RN license in this state?" as a yes/no question, with a no answer triggering auto-rejection.

Auto-Rejection Flow

An automated process that disqualifies applicants based on specific answers to screening questions, saving time in reviewing unqualified candidates.

Example: A candidate answers "No" to "Are you willing to relocate?" on a role that requires relocation, and the system automatically moves them to Rejected without recruiter review.

Application Form

A job-specific form attached to individual job listings that collects role-specific information from candidates. Unlike screening questions, an application form cannot auto-reject a candidate — its purpose is solely to capture data.

Example: The application form for a Truck Driver listing asks for a CDL number and years of driving experience, questions that wouldn't appear on a Marketing Manager application.

💡 Note: Application forms and screening questions are different. Screening questions can disqualify a candidate based on their answer, while a form solely collects information.

Talent Pool

A curated group of candidates that your hiring team has selected and organized in a specific way. Talent pools can include past applicants, candidates sourced from the CRM, or potential future hires, and can be built for roles you're actively hiring for or ones you anticipate opening down the road. Candidates sourced from the CRM who don't yet exist in your talent database are often pulled directly into a talent pool.

Examples of Talent Pools:

Talent Database

A database of any applicants, uploaded candidates, or candidates sourced into a job requisition from the CRM that have been pulled directly into your SCALIS company profile. This includes everyone in your ATS, whether they applied, were uploaded, or were sourced. The talent database is fully searchable via the AI search bar.

💡 Note: The talent database and talent pool are different. The talent database is your full ATS — every candidate who has ever applied, been uploaded, or been sourced into your SCALIS profile. A talent pool is a curated subset of that database, grouped by specific categorizations you define.