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This is the spine of Spott: how a role goes from intake to placement, and which page covers each step.
1

Create the job

Add the job and link it to the client company. Fill the Overview tab with sourcing criteria, attach the client’s job description, and link your intake call notes. This context powers everything that follows.
2

Source candidates

Work three channels in parallel:
  • Matching: AI ranks your whole database against the role.
  • Search: find candidates with filters, Boolean queries, and AI search, then add them to the job.
  • Advertising: publish the vacancy to your job board, LinkedIn, or multiposters, and review applicants on the Inbound tab.
New people enter the database via CV upload, email forwarding, or the extension, deduplicated automatically.
3

Qualify and move through the pipeline

Track everyone on the Candidates tab of the job. Log conversations with notes, let the Note Taker capture your meetings, and reach out at scale with campaigns. Each application carries its scorecards and interviews.
4

Present to the client

Present candidates directly from the pipeline, or publish a shortlist to the Company Portal where the client reviews candidates and gives feedback in real time. Schedule interviews with the calendar or your booking links.
5

Place the candidate

Mark the winning candidate as placed and record the placement: fees, dates, and your custom placement form. Placements feed your revenue reporting automatically.
6

Learn and report

Follow your numbers on the Dashboard and in Reports: pipeline funnels, time in stage, fees, and activity.
Much of this can run itself: automations open the placement dialog when you move someone to Placed, send consent emails on stage changes, or close the job when the role is filled.
Working deals before there is a role? Start on the CRM side with opportunities and convert to a job when the deal closes.