Find answers for every hiring workflow

Start with your company profile, invite the people who will manage hiring, assign the right access, and create your first job. Following that order gives assessments, interviews, approvals, and reporting the correct ownership from the beginning.

Candidates can arrive through public or branded job boards, employee referrals, recruiting vendors, campus partners, and direct recruiter activity. Ovii keeps the source attached to the candidate so teams can understand where applicants came from as they move through the pipeline.

Recruiters attach role-relevant MCQs, comprehension questions, coding tasks, or custom assessment content to a job, invite candidates, monitor completion, and review the resulting evidence inside the hiring workflow.

Yes. Teams can configure asynchronous video interviews as a repeatable screening stage before live conversations. Candidate responses stay connected to the job and can be reviewed alongside the other hiring signals.

Yes. Ovii supports controlled, forward-moving rules such as threshold-based assessment invitations, qualified-stage movement, and rejection workflows. Automations should be used for clear operating rules while recruiters retain oversight of hiring decisions.

Semantic search lets recruiters describe the talent they need in natural language and find relevant people already in their candidate database. Match scores add job-specific context by estimating how closely a candidate aligns with the role requirements.

Use the narrowest internal role that lets each person do their work, create vendor records before inviting external vendor users, and use departments to reflect ownership across business units or hiring teams.