Run hiring as one platform, from opening a role to extending the offer with Phenom Hire. Core systems stay where they are. What changes is the process itself, which adapts to the role being filled instead of putting every job through the same steps.
A role opens, and the work it was meant to cover gets absorbed, deferred, or handed to contractors at short notice. That cost sits with the team that needed the person, not with HR. The tools bought to close the gap faster arrived one at a time, so the process is visible only in pieces and nobody can say where the delay actually is.
Phenom Hire takes a role from opening to offer without handing it off between systems. The manager who needs the person opens the role from a template instead of waiting for a meeting. In a single flow, the candidate applies, gets screened, and books an interview. The recruiter sees which candidates are ready and moves the offer. Reporting is a by-product of the work, not a monthly reconciliation.
The usual answer to a fragmented stack is another integration project. Phenom Hire was built to cover hiring end to end, with a single candidate profile and automation engine beneath every stage. That is what enables the process to differ by job type and location without the need to maintain a second system.
Configurable to the job level A seasonal role and a corporate hire never share one process.
One candidate profile from first visit to offer Nothing is re-entered between stages.
Reporting built into the work No quarterly reconciliation required
For multi-location retail, hospitality, healthcare, and franchise operators
In a multi-location operation, the store or facility manager knows when a role is short, not a recruiter. Phenom Hire lets them open a requisition from a template, watch approvals move in real time, review candidates, and leave feedback from a phone between shifts. The recruiter keeps the standard and the manager stops waiting for a meeting in order to start hiring.
Templates, not blank forms A role opens from one already filled at that site.
Approvals in view Managers see where a requisition sits without asking.
Decisions from a phone Review, feedback and next steps between shifts.
Most drop-off happens between applying and hearing anything back. Phenom Hire runs screening, assessment, and scheduling as one sequence: a candidate answers on the channel they already use, clears the requirements, and books their own interview slot. Recruiters see who is ready instead of working through a queue, and nobody is left guessing.
One sequence Screening, assessment, and scheduling in a single flow.
Their channel SMS, WhatsApp, or a conversational assistant, not just email.
Self-scheduling Candidates book against real interviewer availability.
From the moment a req opens, Sourcing Agent builds and refreshes the pipeline, whether a recruiter is working from chat inside the CRM or straight from the req. It surfaces best-fit candidates, explains why each one qualifies, drafts personalized outreach, and flags when a person needs to review.
Same workflows, more volume Peaks run on the process your team is trained on.
Alumni and past applicants Re-engaged from the system, not sourced again.
One licence, one training path Consolidation instead of another vendor.
The candidate profile that Phenom Hire builds carries into onboarding, internal mobility, and the manager's view of their own team. Skills captured while someone was a candidate are not collected again later. Applied AI, ontologies, and agents are shared infrastructure rather than features bought per module.
Add Career Site and Talent CRM and the pipeline starts at first visit rather than at apply. Phenom Onboarding then picks the person up at the offer, so the record that got them hired is the record they start with.
Ontologies read a job the way a recruiter does, so a role posted in one market matches talent described differently in another. Agents move the routine steps along and surface the ones that need a person to decide.
Access is scoped by location and role, which matters when a store manager should only ever see their own pipeline. Every action against a candidate record is logged, and reporting is built for audit and IT review.
< 90s
New requisition time vs. days of email exchanges
34%
Decreased time to fill from 50 to 33 days
80%
Hiring manager adoption rate
We had a high-powered HRIS, but it didn’t connect to or talk to anything. Talent acquisition processes were happening outside the system.
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