01
Vacancies from approved needs
A vacancy starts from an approved hiring request, so role requirements, screening questions and the privacy notice travel with it. Publishing stores an immutable version of all four.
← Workforce platform
Applicants & ATS for HR teams
Hire against the skills the role actually needs.
A full applicant tracking system inside Workforce: publish approved hiring needs, receive applications and review candidates against role requirements you have already defined.
LearnLayer WorkforceApplicants & ATS
Business outcomeRun hiring end to end without buying, integrating or reconciling a separate ATS.
The capability
Recruiting that starts from the workforce decision, not a job board.
02
One pipeline, every source
Applications arrive from your careers site, referrals, staff entries or a CSV import, then move through screening, interview and decision with owners, tasks and messages attached.
03
Evidence proposals, human decisions
AI can propose job-related evidence from a document and cite the page it came from. Every proposal needs human review, and the approved provider, model and policy version are recorded before analysis can run.
Inside LearnLayer
Carry an approved hiring need from vacancy to mapped employee.
01 / 04
Approved need
A vacancy can only be published once the hire itself has been approved.
02 / 04
Hiring business case
Cost, timing and internal coverage stay attached to the role you are recruiting for.
03 / 04
Role requirements
The vacancy inherits the skills and target proficiency the role profile already defines.
04 / 04
AI evidence policy
The approved provider, model and policy version are recorded before any analysis can run.
How it works
Publish the need. Review the evidence. Hand over the hire.
- 01Publish
Open the vacancy the plan justified
Publish an approved hiring need to your careers site or an embedded jobs directory, in the languages you have reviewed.
→ - 02Review
Move candidates with evidence in view
Screen, interview and decide in one pipeline, with documents, cited evidence proposals and candidate messages on the record.
→ - 03Hand over
Turn the hire into a mapped employee
A hired candidate becomes an employee whose skills, evidence and role expectations are already in the matrix.
→
For HR leaders
Answer the hiring questions auditors and candidates both ask.
Confirm the decision behind the vacancy, what it asks for, where AI stops and what happens to applicant data.01Should this role be hired at all?+
Gap analysis and workforce planning settle build, redeploy or hire first. A vacancy can only be published once that hiring decision is approved, so recruiting starts from a workforce decision rather than a job board.
02What should the vacancy ask for?+
The vacancy inherits the role profile: required skills, target proficiency, screening questions and the privacy notice applicants see. Publishing freezes an immutable copy of all four, and a change goes out as a new published version.
03Where does AI stop and a person decide?+
AI proposes job-related evidence and cites the page it came from. A person reviews every proposal and makes the decision, and the workspace must approve the provider, model and policy version first, then re-approve whenever that configuration changes.
04What happens to applicant data afterwards?+
Applicants can request access, correction or deletion. Requests are reviewed and answered without rewriting the original submission history, and a retention period governs what is kept.
Workforce clarity starts here