Alvis for Recruitment

Alvis for Recruitment runs hiring from the job opening to the new hire's first day: approved openings, a public careers form, a candidate pipeline board, interviews with scores, offers, and the pre-employment requirements, all in one place your hiring managers can see.

Built for HR teams and small agencies in the Philippines. It asks for Data Privacy Act consent, includes the 13th month in offers, keeps probation within the Labor Code's 6 months, and checks SSS, PhilHealth, Pag-IBIG and TIN numbers during onboarding.

Dashboard at a glance

• Open positions, candidates in process, new careers-page applications and hired this month
• The pipeline by stage, applicants by source, per month and by position

1. Job openings

Each opening has a department, location, employment type, headcount and salary range, and goes Draft → Approved → Open. It shows applicants, candidates in process, hired and still to hire, and marks itself Filled. Print the job posting.

2. Candidates and the careers page

Candidates apply from a public careers form with their résumé and consent. HR accepts each one for screening: the candidate is found (by email) or added, and their application opens. Recruiters can also add candidates from JobStreet, LinkedIn, referrals, job fairs or walk-ins.

• Data Privacy Act consent is required before a candidate's data is kept
• Talent pool for future openings

3. The pipeline

A board of every application: Applied → Screening → Assessment → Interview → Offer → Hired, with Rejected and Withdrawn.

• One stage at a time; a rejection needs its reason
• No offer before at least one interview is done
• Hiring managers see only their own openings' applicants (expected salary hidden)

4. Interviews

Schedule interviews by round (HR, technical, hiring manager, panel), on a calendar. An interview is marked done only with a 1–5 score and a recommendation; the application shows the average. Print the evaluation form.

5. Offers and onboarding

• Offers: salary, allowances, start date, probation and benefits, with the annual package including the 13th month. An offer above the salary range needs HR's approval, and none goes out once the headcount is filled.
• Accepting marks the candidate hired and starts their onboarding
• Pre-employment requirements: NBI, medical, PSA, SSS, PhilHealth, Pag-IBIG, TIN, diploma, previous COE and 2316. The new hire is marked started only once all are in, and government numbers are checked for format.

6. Reports

Pipeline by position, source of hire, open positions, interview schedule, interviewer scorecards, offers by outcome, rejection reasons, new hires and requirements, and the talent pool.

Role-based access management

• HR Admin: everything, including approvals and onboarding
• Recruiter: openings, candidates, the pipeline, interviews and offers
• Hiring Manager: their own openings and applicants; scores interviews; moves candidates to offer or rejects them
• Job Applicant: the public careers form; it can only submit an application

What it doesn't do

It doesn't post to job boards or send emails by itself (connect an email integration), score résumés automatically, or run payroll (pair it with Attendance, Time & Payroll). Time-to-hire isn't computed.

Getting started

1. Put your company name and address on the printouts (Settings → Printouts).
2. Create your openings and have HR approve them.
3. Share the careers form link and add your hiring managers' emails to their openings.
4. Invite recruiters and hiring managers with their roles.