Table of Contents
Overview
Inbound Applicants V2 is a significant update to the Findem interface aimed at improving the user experience for recruiters handling inbound job applications. Previously, our users were seeing pain points like:
- Difficulty prioritizing high-quality candidates
- Excessive volume
- Overwhelming errors
- Cumbersome workflows
With improvements in usability, bulk actions, error handling, and data presentation, V2 makes the inbound applicant review process more efficient and intuitive.
What's Different? 
Clarified Mental Model (Candidates vs. Applications)
In the previous Inbound tab, a candidate could appear multiple times due to multiple applications for the same job. This caused confusion and misalignment between candidate count and application data. In Inbound Applicants V2, the system will display applications instead of candidates, resolving the confusion and aligning data with user expectations.
Bulk Reject and Bulk Actions
V2 introduces enhanced bulk reject functionality, enabling recruiters to handle large volumes of applicants more efficiently. The bulk rejection process is smoother, and there’s a new capability to reject applicants in bulk while sending automated emails to those candidates, improving the candidate experience as well.
Error Handling and Improved Feedback
Previous versions suffered from unclear error messages and a lack of feedback for recruiters. In V2, there are improvements to error messaging, with clear explanations and human-readable notifications. When an error occurs, recruiters will be prompted to reach out to their ATS admin for assistance.
The new version also shows progress updates, such as "Processing Applicants," with immediate feedback when actions are taken (e.g., when advancing or rejecting candidates).
Filtering and Prioritization
The updated interface allows recruiters to filter out non-eligible candidates early in the process, such as those who don’t meet specific requirements (e.g., location, willingness to relocate, etc.). Recruiters can then focus on high-priority candidates for further review.
Advanced filtering options, like knockout questions, help recruiters efficiently triage applicants and move the best candidates forward.
Improved User Interface (UI)
The new design features an updated applicant table that clearly indicates when data was last refreshed (e.g., "Last updated 15 minutes ago"), helping recruiters avoid confusion about outdated information.
The applicant scorecard is now more prominent, showing the match against must-have and nice-to-have requirements. This helps recruiters quickly identify the best candidates for a position.
The resume data is displayed clearly in the enriched profile, ensuring recruiters can make more informed decisions based on the candidate’s resume.
ATS Integration and Workflow
V2 includes improved processing stages, such as handling bulk rejections and processing applicants. If any issues arise during the bulk processing, recruiters can view detailed error messages and take action.
The system supports multiple ATS integrations, and the new version will be accessible to all ATSs that support the inbound applicants tab.
How Does the New Inbound Tab Work?
Filtering Non-Negotiable Candidates
Recruiters often begin by filtering out candidates who don’t meet non-negotiable requirements (e.g., location, willingness to relocate). They can reject these candidates in bulk, reducing the applicant pool.
Prioritizing Top Candidates
Once non-eligible candidates are removed, recruiters focus on the top candidates. They can filter by job title, location, or other criteria to narrow down the list and review applications that best match the role’s requirements.
Note:
Findem cannot exclude or hide applicants who have formally applied to a role, even if they do not match qualifications. As a result, the inbound tab is designed to show all applicants in the mapped stage(s), and then each applicant is assigned a match score based on the search criteria, allowing recruiters to assess fit and take action accordingly.
Advancing and Rejecting Candidates
After reviewing applications, recruiters can advance the top candidates to the next stage in the hiring process or bulk reject those who are not a good fit. The system provides clear confirmation when a candidate is advanced, and recruiters can review detailed feedback on any rejections or processing failures.
Error Handling in Bulk Actions
When processing large batches of applicants, the system will display error messages if any issues occur, allowing recruiters to address failures quickly. Recruiters can also filter and view the failed applicants for easier troubleshooting.
Note: Inbound tab data comes only from a candidate's resume and ATS data. The enriched profile is NOT used.
Here's a quick breakdown:
|
Data Point |
Source |
|
Resume content |
Directly from your ATS |
|
LinkedIn URL |
From the resume (if available) |
|
Enriched profile (optional) |
Only seen if you open it manually |
Understanding the Updated Inbound Applicants Tab
Applicant List
The Inbound Applicants tab has been redesigned to improve speed, efficiency, and insight for recruiters working through large volumes of applicants. We'll walk through the new functionality, workflows, and best practices to help your teams make the most of these changes.
In the Inbound Applicants tab, view and navigate your applicants by ATS stage. Browse a list of applicant cards, filter by stage, and take action with bulk select functionality.
Application Overview
Each candidate has an application overview, which displays detailed application data to help recruiters evaluate applicants. Includes information from the resume and application, along with our match score, all in one place.
Context Panel
The context panel provides supplemental information not necessarily included in the application, such as SLA details, application date, referrals, and past interactions with the applicant.
Application Filters
These filters are designed to help users quickly narrow down applicants using commonly used criteria, making it easier to dissect and manage large applicant lists. All dropdown items available for filtering (Location, Job Title, etc.) come from the raw text within the candidate's resume.
What Else is New?
Bulk Actions without Limits
- Bulk Rejection: You can now reject all applicants who meet filter criteria—no more 50-person limit per page.
- This runs as a background process, and rejected applicants are removed from the view.
- Already rejected candidates are automatically excluded from bulk actions.
Bookmarking Applicants
- Bookmark applicants to revisit later—ideal for "on the fence" candidates.
- Bookmarks are project-specific and do not transfer between projects.
- You can bulk bookmark applicants but currently cannot bulk un-bookmark.
Example: Bookmark medium-fit candidates you want to revisit after reviewing your top picks.
SLA Tracking for Candidate Progress
What Are SLAs?
SLAs (Service Level Agreements) are now integrated into the Inbound tab to help teams manage timely candidate actions.
How It Works:
- Stage Mapping: Create your funnel and define time-based SLAs per stage.
-
Status Indicators:
- 🟢 On Track: Candidate is within the SLA period.
- 🟡 At Risk: Candidate is at 80% of the SLA limit.
- 🔴 Breached: SLA time has been exceeded.
This visual guide helps prioritize which candidates require immediate action to maintain a strong candidate experience.
Filters, Sorting, and Match Scoring
The match score provides a quick, visual representation of how well an applicant aligns with the job’s requirements. It helps users easily assess applicant fit by breaking down alignment across two key areas:
- Must Have Categories – critical attributes required for the role
- Nice to Have Categories – additional attributes that strengthen an applicants fit but aren't essential
|
4 |
3 |
🥇 Top (best match) |
|
|
B |
4 |
0 |
🥈 2nd (equal musts, fewer nice-to-haves) |
|
C |
3 |
3 |
🥉 Lower (fewer musts) |
|
D |
3 |
1 |
👇 Lowest in this group |
This makes it easy for users to prioritize applicants at a glance based on how closely they meet the job criteria.
Filters:
- Use filters on the left panel to view only candidates who meet certain criteria (e.g., location, skills).
- Filters applied here are view filters—they do not impact the match score.
Project Filters:
- Must-have/nice-to-have criteria still affect the match score, not visibility.
- Use these to score candidates across tabs (Inbound, Sourced, etc.).
Location Filter Clarification:
- Project Filter: Impacts match score.
- Inbound Tab Filter: Filters out candidates from the view.
Workflow Best Practices
Speed vs. Depth
- Recruiters often prefer speed when triaging large volumes of inbound applicants.
- Most decisions are made using only a few key attributes: job title, current company, and location. Job titles are pulled in from raw text in the resume.
Advanced Candidate Review
- If you want to evaluate deeper context (e.g., AI insights, enriched data), use bookmarks first to shortlist top applicants.
- Then drill down into enriched profiles for your highest-potential candidates.
Additional Functionality
- Highlighter: Use the Highlighter feature on any part of the tab for key term visibility.
- Search Bar: Search within the current view.
- Application Data: Shows original information from your ATS (e.g., Greenhouse).
- Context Panel: Includes application source, date, and full interaction history.
- Greenhouse Links: Always accessible when a resume is missing.
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