Recruiting Software That Keeps Work Moving

Short answer: recruiting software keeps work moving when every stage has a visible status, a responsible person, and a defined next action. Speed comes from removing ambiguity and duplicate entry—not from describing a manual workflow as automatic.

Digital Arrow product information reviewed July 26, 2026.

Define “moving” in operational terms

A busy pipeline can still be stalled. Candidate cards may change columns while no one owns the next message or review. Before choosing software, define a small set of operational events: application received, screening assigned, screening submitted, candidate moved, document sent, onboarding completed, time recorded, and invoice prepared.

For each event, identify the stored status and the human decision required. A platform should make those facts easy to inspect. It should not hide a missing state behind a broad lifecycle graphic.

Make application status visible

At the recruiting stage, a configurable pipeline is often more useful than a complicated automation builder. Teams need job-specific stages, clear card movement, access to the submitted CV, and a way to find an existing applicant.

Digital Arrow supports detailed job listings, registered and guest applications, company applicant search, and configurable job-level stages with drag-and-drop movement. It does not currently claim AI matching, automatic ownership, email-sequence history, or automated decisions.

Use screening assignments with explicit status

A reusable questionnaire keeps the initial prompt set in one place. Digital Arrow supports text, single-choice, multiple-choice, and timed video-answer questions. Questions can be required or optional and placed in order.

An assignment goes to an existing applicant or through an external link. Pending and submitted states tell the team whether the candidate has completed it. A reviewer then opens the answers. This is not an interview scorecard: there is no shared rating rubric, interviewer score, side-by-side ranking, transcript, or AI video score.

Keep access rules simple and explicit

Work slows down when people cannot access the task they own—or when every request requires a shared administrator account. It also creates risk when marketing suggests scopes that the product does not enforce.

Digital Arrow currently offers two company member roles. Manager means full company access. Employee means access to the member's own timesheet and time-off tools. Membership can be activated or deactivated. Teams needing recruiter-only, finance-only, client, job-scoped, or custom permissions should plan for that gap.

Treat contracts and onboarding as their own workflows

Contracts can start in a rich-text editor or from an uploaded PDF. A company adds parties and places signature, initials, text, date, checkbox, or name fields. The system tracks Pending, Signed, or Declined and supports completed PDF download.

Onboarding separately supports PDF or video material, manual questions or AI-assisted question generation from a PDF, a passing threshold, and assignment results. Internal members or external recipients can complete the material. These workflows live under the company account but are not automatically created from the applicant pipeline.

Record time without inventing an approval state

Digital Arrow time tracking supports manual entry or a running timer, projects, task notes, preset and custom date ranges, PDF summaries, and a read-only share view. Managers can inspect the record. Ordinary time entries do not have approve, reject, or comment states.

Time-off is separate. Employees can request leave, and managers can approve or reject that request. Keeping these states distinct matters when operations or finance decide what evidence they require.

Prepare invoices through a controlled import

The invoice generator supports branded PDFs, client and issuer information, taxes, currency, bank and payment details, multilingual labels, editable line items, and manual status.

When time data should be reused, the user chooses an applicant, date range, and entries, then enters the hourly rate. Those entries become editable invoice line items. The user remains responsible for reviewing the invoice. There is no automatic conversion from approved timesheets because standard time entries do not have an approval state.

Measure workflow health

Good measures are specific and observable. Track the time from application to first review, screening-assignment completion, days in each pipeline stage, percentage of incomplete required information, time-entry corrections, and invoice-draft corrections. Avoid attributing every improvement to the software without a baseline.

Review the workflow monthly. Remove unused stages, rewrite unclear screening prompts, archive inactive time projects, and document who updates invoice status. Small governance habits often improve flow more than adding another automation rule.

Implementation checklist

• Name the owner and exit condition for each hiring stage.
• Use only screening questions that support a real decision.
• State which product role each teammate receives.
• Document whether a post-hire record is separate or linked.
• Distinguish review from approval.
• Record who chooses billable entries and supplies the hourly rate.
• Link internal guidance to the exact product feature page.
• Recheck plan and add-on availability before rollout.

What Digital Arrow does today

Reviewed 2026-09-03. Every row below is a shipped module in the product, described specifically enough to check in a demo. Where a step is done by a person rather than automatically, the row says so.

Capability	What it does
Applicant tracking	Native: Structured public job postings, applications from registered users or guests with a CV file or LinkedIn URL, and per-job pipeline stages a team creates, renames, colours, reorders and moves cards between. Stage changes are recorded as events with the stage name stored alongside the id, so renaming a stage later does not rewrite past history.
Interview scorecards	Native: Scorecard templates per job, filled in from the pipeline board. Other interviewers' scores stay hidden until you submit your own, so the first score posted does not anchor the rest. The summary reports the spread and flags a split panel rather than averaging disagreement away.
Interview scheduling	Native: Google Calendar and Microsoft Outlook connections. Busy time is merged across both providers, so a meeting in either blocks the slot, and the database refuses two overlapping interviews for one host rather than relying on the application to check. Invitations go out as iCalendar attachments, which is how the invite reaches Apple Calendar without an Apple API.
Screening questionnaires	Native: Reusable questionnaires with text, single-choice, multiple-choice and timed video-answer questions. Candidates record in the browser; reviewers open the response from the assignment.
Candidate email and replies	Native: Each company connects its own SMTP and IMAP, so candidate mail is sent from that company's domain and never from ours. Replies are polled and threaded back to the candidate using the RFC 5322 header chain rather than the From address, so a candidate replying from a second address still lands in the right thread.
E-signature contracts	Native: Rich-text or PDF contracts with multiple signing parties and configurable fields.
Onboarding	Native: PDF or video onboarding material with manual or AI-generated quiz questions, tracking completion, score and pass status.
Timesheets and time off	Native: Manual or timer entry organised by project, date-range totals, PDF export, and time-off requests with approval. Approval applies to time off; time entries are edited rather than approved.
Client invoicing	Native with a manual step: Branded PDF invoices with client, issuer, bank, tax and line-item detail. Lines can be built from a contractor's tracked time over a date range at an hourly rate, but the entries are selected by a person rather than pulled automatically, and invoice status is set by hand.
Placements and margin	Native: A placement records the bill rate charged to the client and the pay rate paid to the contractor, both snapshotted so a later rate change does not rewrite last quarter's margin. Margin and markup are reported by client and by contractor, weighted by the hours actually logged rather than by averaging each placement's percentage — which would give a four-hour engagement the same weight as a four-hundred-hour one.
Careers page and job feed	Native: A branded careers page per company on its own address, server-rendered so the roles are in the HTML a crawler receives. Each company also gets an Indeed-format XML feed to submit to Indeed, Adzuna and Jooble, with closed and expired postings excluded automatically.
Public API and webhooks	Native: Company-scoped API keys with per-key scopes and rate limits, so another system can post jobs in and read applications back. Outbound webhooks are signed and retried, and an endpoint that stops answering disables itself instead of retrying forever.
Recruiting analytics	Native: Funnel counts and time-in-stage from recorded pipeline events, reporting the median next to the mean because a handful of very old candidates pull an average far away from the typical case.
Consent and retention	Native: Consent captured on the application form, retention policies measured from last activity rather than creation date, and erasure records that let you answer whether a named person's data was removed without keeping the data to prove it.
Roles and permissions	Native, narrow claim: Preset roles rather than custom permission sets. A Manager has full company access; an Employee sees their own timesheet and time-off tools only.

What Digital Arrow does not do

Listed because an evaluation surfaces them anyway, and reading them here costs less than discovering them later.

• No LinkedIn Recruiter integration and no LinkedIn job posting API. Both require LinkedIn Talent Solutions partner approval, which Digital Arrow does not hold.
• No sourcing browser extension for capturing profiles from LinkedIn or GitHub.
• No contact database or outbound sequence automation.
• No SSO or SAML.
• No built-in candidate SMS.
• Custom permission sets beyond the Manager and Employee presets.

FAQ

What makes recruiting software keep work moving?

Visible status, clear ownership, consistent inputs, and an explicit next action reduce waiting and duplicate work.

Does Digital Arrow automatically move candidates?

No automatic candidate decision is claimed. Recruiters move applicant cards through configured job stages.

Are screening responses automatically scored?

No. Reviewers open candidate questionnaire responses. The separate onboarding quiz does calculate a score and pass result.

Can a Manager have limited job-only access?

Not in the current preset role model. Manager means full company access, while Employee has personal time and time-off access.

Can managers approve time?

They can approve or reject time-off requests. Ordinary project time entries have no approval state.

Can selected time entries be reused in an invoice?

Yes. The user selects the entries and enters the hourly rate during invoice creation; the imported lines remain editable.