A customer-friendly step-by-step playbook for role setup, candidate launch, review, and live interviews.
1. Set the hiring baseline
Start with the role before you touch candidate workflows. Klevian works best when the role outcome, interview stages, and decision owners are defined first.
- Define role outcomes and required competencies.
- Configure Initial Screening Interview for baseline qualification.
- Configure Comprehensive Interview only where the role needs deeper evidence.
- Set realistic candidate windows and internal turnaround targets.
2. Launch candidates cleanly
Keep the first candidate touchpoint simple. Link the candidate to the correct role, launch once, and avoid duplicate session creation.
- Attach the candidate to the correct role and stage defaults.
- Confirm the invite route and interview window before sending.
- Use the original workflow path for re-entry instead of generating duplicate sessions.
- Log ambiguity early so later reviewers know what to validate.
3. Review evidence before progressing
Klevian is strongest when scores, summaries, transcripts, and role criteria are used together rather than in isolation.
- Compare candidate outcomes against the configured role baseline.
- Separate strengths, risks, and unresolved questions in review notes.
- Advance only after a recruiter has reviewed available evidence and noted unresolved gaps.
- Use recruiter review to record rationale and the next human-owned action.
4. Use live interviews selectively
Live interviews should resolve remaining uncertainty, not re-run earlier stages.
- Confirm that prior stage evidence is complete before scheduling live time.
- Share unresolved questions with interviewers before the meeting starts.
- Use Interview Operations as the operational source of truth for live workflow actions.
- Capture decisions immediately after the session while context is fresh.