Plenix 2026.10.58 — Recruitment: a full applicant tracking system with a careers site, interviews, scorecards and offers
HCM recruitment becomes a complete applicant tracking system. Publish roles on your own branded careers site, screen applicants with questions, move them through a pipeline you design, schedule interviews, collect scorecards from the hiring team, send offers people accept online, and turn a hire into an employee with onboarding already started.
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The Plenix Team·21 October 2026·3 min read
Release 2026.10.58 rebuilds Recruitment (HCM → Recruitment in the sidebar) into a full applicant tracking system. Recruitment is part of the HCM module, so it comes with the Business and Enterprise plans. Plans and prices have not changed.
New features
- Careers site. Turn on your careers page and every open role you publish appears at your own careers address, in your logo and colours. Candidates can search, filter by department, read the job and apply with their CV and a cover letter. No login is needed.
- Screening questions. Ask yes/no, multiple-choice or written questions on each job, and mark which ones are required. An answer you mark as a knockout flags the application for a closer look. It never rejects anyone automatically.
- Your own pipeline. Design the hiring stages for each job, or set a default for the whole workspace. Move people across a board, or move and reject several at once.
- Interviews. Schedule phone, video, on-site or technical interviews with a panel of interviewers. Email the candidate an invitation from a template, with a join button for video calls. Interviewers are notified, reminded the day before, and asked for feedback afterwards.
- Scorecards. Each interviewer rates the candidate against the job's criteria and gives a hire or no-hire recommendation. Interviewers see the others' scores only after submitting their own, so nobody is swayed. The team view shows the average, the recommendations and the average score for each criterion.
- Offers. Draft an offer with salary, bonus, benefits, start date and a letter. Send it for approval if you need sign-off, then send it to the candidate as a secure link. They accept by typing their name, or decline with a reason. Unanswered offers expire on the date you set, and you are told when that happens.
- Hire in one step. When a candidate accepts an offer, their employee record is created and the onboarding checklist you chose for the job starts. You can also hire someone directly from their application.
- Hiring team access. Hiring managers and interviewers see the jobs they work on, their interviews and the scorecards waiting for them, without needing access to all of HR.
Improvements
- Candidate profiles. One record per person across every job they apply for. Search, tags and a talent pool of people to consider for future roles.
- Email templates. Reusable invitation, rejection and offer emails with merge fields such as the candidate's name, the job title and the interview time.
- Rejection reasons. Record why applications are turned down, with an optional email to the candidate. You can reopen a rejected application.
- Recruitment analytics. See how many applicants reached each stage, the conversion between stages, the median time to hire, which sources bring the most hires and the most common rejection reasons.
- Activity history. Every stage move, note, email, interview and offer is recorded on the application.
- Automations. Workflow rules can now react to applications, interviews and offers.
Security
- Candidate privacy. Applicants agree to your privacy notice before applying. Candidate data is anonymised automatically once your retention period runs out. Talent-pool members are kept for one retention period from the day they were added. Anonymised applications still count in your hiring statistics.
- Safe CV uploads. CVs must be PDF, Word, RTF, ODT or text files of up to 10 MB. They are stored privately and only open for people who are allowed to see the application.