Job Management
Made Simple
With PyHire

Most delays in opening a role are not approval delays — they are clarification delays. A request arrives without a budget band, or without the seniority settled, and it bounces back and forth before anyone can act on it.

PyHire captures the requisition as a structured record: required skills, budget, location, seniority and the reason for the hire. Because the fields are part of the form rather than the covering email, an incomplete request is visible as incomplete at the moment it is raised, not three days later.

AI assistance drafts the job description from those inputs, so the recruiter is editing a draft rather than starting from an empty page — and the description stays anchored to the requirements that were actually approved.

Approval chains in PyHire are configured, not improvised. You can set them to run sequentially, where each approver sees the role only after the previous one has signed off, or in parallel, where everyone is asked at once and the role proceeds when all have responded.

Which chain applies can depend on the department raising the request or the budget attached to it, so a routine backfill and a new headcount request do not have to travel the same path.

The state of the chain is visible throughout. A role waiting on a specific approver shows that it is waiting, and on whom — which is usually enough to unstick it without a status meeting.

Once a description is approved, publishing is a single action rather than a series of logins. PyHire distributes to LinkedIn and other premium job boards, to social channels, and to your own careers page at the same time.

The value is not only the time saved on posting. It is that every applicant arrives tagged with the channel they came from, which is what makes source effectiveness measurable later. A role posted manually across five sites produces five separate streams of candidates and no reliable way to compare them.

That channel tag follows the candidate through the pipeline, so the question "which board actually produced hires, not just applications" has an answer.

Hiring stages in PyHire belong to the job opening, not to the organisation. Each role defines its own sequence — screening, technical assessment, panel interview, client submittal, offer — and candidates move through that sequence.

This matters most for agencies and staffing firms, where one client's process genuinely differs from another's, and forcing both into a shared set of global stages means the stage names stop describing anything real.

Because each stage transition is recorded against the requisition, stage-by-stage velocity becomes visible: not just how long a role took to fill, but where in the process the time actually went.