HiPeople

Open Jobs and create a new job, adding the candidate-facing title and, if useful, a different internal name. Add the job description to guide test suggestions and screening criteria. Select the modules needed for that vacancy, then give colleagues management or view-only access. Organization administrators retain broader access regardless of those job settings.

For an assessment, open Assessment within the job and choose a template or build a set from the test library. Preview questions, add role-specific text, video or file-upload tasks, arrange the order and set the language. Choose whether completed results should reach candidates automatically before finishing setup.

Use Invite candidates in the job to send individual email invitations or obtain a link for your own messages. If results are shared manually, open the candidate profile, preview the report and send it when ready. This is useful when a recruiter wants to review a response before the candidate receives feedback.

HiPeople uses an agreed commercial order. Its terms specify annual fees, paid in advance, unless the agreement says otherwise; implementation or training services need their own written scope. Team members join through an invitation and set a password.