Career & Professional Development
Build a recruitment and hiring system
Kliv is an AI app builder. Describe the recruitment and hiring system you need — careers page, pipeline stages, scorecards, approvals, and scoped access — and it builds it on your own domain.
Just enter your idea into the text box and AI will build it for you
What is Kliv?
Kliv isn’t an applicant-tracking product you configure — it’s an AI that builds software for you.
You describe the app you need in your own words, and Kliv builds it: the database, the forms, the roles, the screens, the notifications, and the workflows. What you get is a real web app that’s yours, on your own domain. You can use it, change it later by asking for changes, and run it on your own accounts. It isn’t a template with your name on it.
On this page, that app is a recruitment and hiring system. Kliv builds all kinds of web apps; this is one example.
Why build hiring around your own process?
Hiring a welder, a marketer, and a shift lead can require different stages, documents, tests, and approvals. Many applicant-tracking tools are built around a generic hiring funnel. Small teams end up using spreadsheets, forwarded CVs, and repeated status questions.
Kliv builds the system in the shape of your actual hiring process. Openings become records. Applications file themselves into the pipeline. Scorecards stay private until the panel is done. Hiring managers see their own openings, not the whole company’s candidate data.
What the pipeline tracks
Five records that replace the spreadsheet, the inbox, and the repeated status question.
Openings
Each opening carries its shift, line, rate band, and owner. The careers page renders from these records, so posting a job and opening a pipeline happen together.
Candidates and files
CVs, certifications, and test results live on the candidate record, private to that opening’s panel. Files do not sit in forwarded email chains.
Stages
Applied, screened, shop interview, weld test, offer, hired, or whatever your process uses. The record moves through stages and keeps its history.
Scorecards
Each interviewer writes a scorecard before seeing the others. The row stays hidden until submitted, so the second opinion is still independent.
Offers and approvals
An offer above the rate band waits for approval before it can be sent. The approval rule is in the workflow, not in a note someone might miss.
What replaces the spreadsheet
Careers page and pipeline together
An application submitted on the site becomes a pipeline row immediately, with its documents attached. There is no import step to forget.
Slack alerts
A new application can post to #hiring with the opening and a link, so the hiring manager sees it before asking for an update.
Weekly hiring digest
A scheduled email can send each hiring manager their open roles, new candidates, stalled stages, and pending scorecards.
Openings stay scoped
A hiring manager reads candidates for their own openings. Another manager’s search over the same table returns nothing.
Strong past candidates resurface
A strong candidate you could not hire in March remains a record. When the next opening posts, search can find them with the old scorecards attached.
An example: Elena’s machine shop hiring process
Here’s how one company might use it. It’s only an example — you would describe your own roles, stages, documents, scorecards, and approval rules.
The opening publishes from the same record
Elena creates a TIG welder opening with second-shift hours, a rate band, and a hiring manager. The careers page and the internal pipeline both read that opening.
Applications arrive with their files attached
A walk-in applicant uses the public form and uploads certifications. The application becomes a candidate row in the welder pipeline without HR copying anything from email.
The plant manager sees only this search
The plant manager can review candidates for the welder opening, but cannot browse the marketing search or another manager’s pay-band discussion.
Interviewers submit independent scorecards
Each interviewer completes a weld-test scorecard before reading anyone else’s. Once the panel submits, the scorecards open together.
An above-band offer waits for approval
A strong candidate needs an offer above the rate band. The offer stays in approval until the owner signs off, so the rule cannot be skipped in a rush.
The weekly digest answers the status question
On Friday, hiring managers get an email showing new applications, stalled stages, and pending scorecards. The “where are we?” meeting starts with the current list.
Describe what you want to build
Kliv builds from your description, so the more detail you give, the closer the first version. Include your openings, stages, scorecards, approvals, privacy rules, and notifications. Here are three to build on:
Factory hiring pipeline
Trades, shifts, tests, and manager access.
“Build a hiring system for our machine shop. Include a careers page, openings with shift and rate-band fields, stages for applied, screened, shop interview, weld test, offer, and hired, interview scorecards hidden until everyone submits, and hiring managers who see only their own openings.”
Restaurant group hiring
High-volume applicants by location.
“Build a hiring pipeline for our four restaurants. Each location manager should see only applicants for their own location, head office should see all locations, applications should include availability and role preference, and a weekly digest should list new applicants and stalled interviews.”
Clinic hiring board
Credentials checked before interviews.
“Build a hiring system for our clinic. Applications should require license uploads, credentials should be verified before interviews can be scheduled, interview feedback should stay private per panelist until submitted, and offer approvals should be required for salaries above the posted range.”
How it comes together
Candidate privacy is a row rule. Every candidate row belongs to an opening, and every opening has a panel. Access follows that structure in the database, so a curious search from outside the panel returns nothing.
Files belong on the candidate record. CVs and certifications are private by default, attached where they belong, and removed on the retention schedule you set.
The walls can be tested before real applicants arrive. You can ask for a Scenario test that signs in as a hiring manager and tries to open another manager’s candidate. It runs in a real browser against a disposable database copy and reports whether the read was refused.
Hiring is one internal tool; the pattern — private records, roles, queues, and digests — is most of them. The rest of that pattern lives at the internal-tools solutions page.
Common questions
What exactly is Kliv?
Kliv is an AI that builds custom web apps from a description. For hiring, that can mean a careers page, applicant pipeline, scorecards, approvals, dashboards, and role-based access.
Do I get a real app, or a template?
A real app. Kliv builds the database, logic, forms, and screens around your hiring process. It is not a generic applicant-tracking theme.
Can I change it after it’s built?
Yes. You can ask for new stages, scorecard fields, approval rules, Slack messages, digests, or retention rules later.
Who can see candidate data?
The opening’s panel and HR, if that is how you define it. The boundary is enforced on the rows themselves, so it holds in searches, exports, and agent access.
Can candidates apply without creating an account?
Yes. The application form can stand alone and file directly into the pipeline with attachments. If you want candidates to track status, you can offer sign-in with email or Google.
What happens to rejected candidates’ files?
Whatever retention rule you set. You can archive strong candidates as searchable past applicants, or delete documents after a set period on a schedule.
Does it work with the Slack we already use?
Yes. The app can post to your channels and react to events there. Connection credentials live in the platform’s secret store, not in code.
Can scorecards stay independent?
Yes. Scorecards can stay hidden from other interviewers until each panelist submits, then open to the panel together.
Can hiring managers see only their own openings?
Yes. Access can be scoped so each hiring manager reads only the openings and candidates assigned to them.
Can I use my own domain?
Yes. The careers page and hiring app can run on your own domain.
Can I move off Kliv later?
Yes. The code syncs to your own Git repository, so leaving is a git pull rather than a rebuild.
Do I need a separate CMS for the careers page?
No. Openings are records in the app, and the public careers page renders from those records.
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Replace the hiring spreadsheet with your actual process
Describe your openings, stages, scorecards, approvals, privacy rules, and notifications. Kliv builds the hiring system that follows them.