How easy is it to set up vacancies and posts in Easylim?

You can quickly create vacancies using the Kanban board.

Can I evaluate candidates directly in the system?

Yes, simply move candidates through the appropriate columns on the board.

Where can I view candidate information?

View candidate details by opening their profile.

Is analytics available for candidates?

Yes, you can quickly review all candidate analytics on the dashboard.

All industries

Manage Vacancies and Candidates

Easylim helps efficiently manage vacancies, candidates, interviews, onboarding, and feedback collection, providing analytics for better recruitment decisions.

Built for

HR departments
Recruiting agencies
People teams
Talent acquisition

Try for free See pricing

By the numbers

+40%

hiring speed

customer data

100%

pipeline visibility

Easylim CRM

lost candidates

2025 survey

Capabilities

Everything your team needs — already inside

Candidate pipeline, interviews, onboarding — from job post to first days at work.

Feature 01

Candidate Data

Store candidate information and add custom fields.

Feature 02

Assignment Tags

Create tags for relevant roles and specializations.

Feature 03

Distribute Work

Use the teamboard to assign tasks among colleagues and balance workloads.

Feature 04

Documentation

Keep documentation related to each position in one place for quick access and functional processing.

How it works

HR Department

Manage recruitment and employee onboarding efficiently without heavy resources.

Training Companies
Retail Company

How it works

Fast-Growing Startup

Hire key employees to support rapid business growth.

Marketing Agency
IT Company

Deep dive

HR ops in Easylim: candidate pipeline, onboarding and reviews without 4 separate SaaS subscriptions

5 chapters

HR in a 30-person company usually runs on one recruiter with Trello, one Google Form for onboarding, one Notion for reviews and one overflowing email inbox. By 80 people it starts creaking; by 150 candidates drop through the cracks, new hires get lost on day one, and performance reviews get written the night before the meeting. Here's how to fold all of that into a single workspace so HR doesn't burn out by the end of the quarter.

Розділ

The candidate pipeline — when Trello isn't enough and Greenhouse is overkill

The classic HR funnel has five stages: applied → screened → interview → offer → hired. In Trello that's five lists; in Easylim it's five Kanban columns with custom fields per card — role, source, recruiter, last contact, screening score.

The win isn't the columns themselves — it's that each candidate card holds the entire history: the email thread, notes after every conversation, scores from three interviewers, the take-home, attached files. Four months later, when the same candidate writes "I'd like to revisit this," you open the card and in 30 seconds you remember exactly why it didn't land the first time.

The other practical payoff: funnel analytics. 1,000 applications and only 24 reach the offer stage? It's not the interview — it's the job description. 24 offers and only 6 accepted? It's salary or brand. Without a funnel you simply don't see this; you just feel that "hiring is hard right now."

Five stages is the universal skeleton — customise the fields per role.
Candidate card = full history, not a "resumes_2024_final" folder.
Stage-to-stage conversion reveals the real bottleneck, not the imagined one.

role · senior PM

Applied42

OROlena R.

MTMarko T.

Screened14

IBIryna B.

YSYurii S.

Interview5

AVAnna V.

DKDaria K.

Offer2

PMPavlo M.

Hired1

NONina O.

applied → hired2.4% applied → hired

Розділ

Onboarding that doesn't fall apart because the laptop didn't arrive

Bad onboarding looks like this: the new hire shows up on Monday, Slack access lands "by lunch," the laptop is "with the courier," the manager is in calls until 4pm. The result: a full day of sitting still and questioning the resignation from the previous job.

In Easylim, onboarding is a 3-stage template project: Day 1 (welcome, access, hardware), Week 1 (paperwork, training, first tickets), Month 1 (30-day check-in, first feature end-to-end). One click copies the template onto the new hire, and HR, IT, the manager and the buddy each get their tasks automatically.

The critical part is visibility across all three sides: HR can see IT hasn't provisioned access yet, IT can see HR hasn't filed paperwork, the manager can see the laptop is tomorrow not today. Nobody is waiting on anyone in silence because they're all looking at the same checklist.

Day 1 / Week 1 / Month 1 is the simplest split that actually holds.
Template gets copied with one click — never re-typed.
HR + IT + manager work from one checklist, not three different ones.

onboarding · Nina · senior PM

Nina O. · joined 04.05

9 tasks · template · senior PM

56%

Day 1

✓Welcome call · HR

✓Laptop + accounts

✓Meet team · lunch

Week 1

✓Codebase walkthrough

✓Shadow standups

First PR / ticket

Month 1

30-day check-in

Own a feature end-to-end

Feedback to manager

Розділ

Performance reviews without 4 Google Forms and 12 Slack reminders

The classic six-monthly review is four forms (self, peer, manager, calibration), 12 Slack reminders, three Excel exports and one frazzled HRBP stitching it all together a week before the readout. Half the people write their review on the last day; another third miss the deadline entirely.

In Easylim the review cycle is a 5-stage project (self → peer → manager → calibration → 1:1 results), where each stage is a task with its own form and deadline. Reminders fire automatically, and HR sees live progress on a dashboard: 78% of self-reviews in, 34% of peer reviews, manager reviews start Monday.

Calibration is its own story. Instead of a 3-hour meeting with five Excel exports, you get a single pivot view: rows are people, columns are competencies, filter by team. High performers stand out instantly, stragglers stand out instantly, the "average with an asterisk" cases stand out instantly. The calibration meeting compresses to 45 minutes and produces different decisions than the long one — because decisions get made looking at data, not relying on the manager's most recent memory.

5 stages = clear structure for both employees and HR.
Progress dashboard means HR isn't DMing "can you finish your review" eight times.
Calibration is a table, not a contest of who remembers their reports best.

review cycle · H1 2026

Self

employee

Peer

3 reviewers

Manager

direct lead

Calibration

leadership

1:1 results

employee + lead

5 weeks · 1 form · all in-app

Розділ

An org chart built from the people DB, not from a 2-version-stale Google Slide

Almost every company has its org chart in two formats: the correct one (in the CEO's head) and the existing one (in Google Slides, last touched two months ago, already wrong). That's not a slide-design problem; it's a source-of-truth problem.

In Easylim the org chart is a projection of the people database: each employee profile has a "manager" field, and the tree builds itself from those relationships. Someone leaves — the tree updates. Someone joins — a new branch appears. Span of control (average reports per manager) gets calculated automatically, and it's the most useful HR metric most teams never look at.

Span 1.5 means too many managers (flat org with inflated titles). Span 9+ means managers are overstretched and people aren't getting attention. 4–7 is the healthy band for most functions, and when the number drifts, an HRBP can step in before the wave of resignations hits.

Org chart = projection of the people DB, not a separate PDF.
Span of control 4–7 is healthy for most functions.
Tree updates are instant — not "I'll refresh the slide in two months."

org chart · 14 people

OLCEO · Olha

AKEng lead · Alex

6 reports

MSProduct lead · Maya

4 reports

BOOps lead · Bohdan

3 reports

live from people DBspan of control · 4.3

Розділ

When Easylim isn't enough and you need a real ATS

Easylim covers HR ops in a single system: pipeline, onboarding, reviews, org chart, documents. That fully serves companies from startup up to ~150 employees, with a 1–3 person HR team and under ~50 hires a year.

But when you're hiring 200+ a year, running 30+ active funnels with agencies, sourcing from LinkedIn Recruiter / Indeed, producing EEOC reports for the US, handling GDPR right-to-be-forgotten flows after rejection, or running candidate-scoring logic — that's the job of a real ATS: Greenhouse, Lever, Workday, Recruitee.

The usual answer is splitting the functions: ATS owns recruiting (sourcing through offer), Easylim owns everything else (onboarding, reviews, org chart, HR-team projects). The integration is a Zapier hop or webhook: ATS marks a candidate "hired" → Easylim spins up an onboarding project from the template.

20–50 hires/yr → Easylim is plenty.
100+ hires/yr plus EEOC/GDPR → ATS.
Large companies = ATS for recruiting + Easylim for the rest of HR.

easylim vs full ATS

easylim

< 20 hires/yr

+ live in an afternoon
+ pipeline + onboarding in one
+ no per-seat ATS cost

Greenhouse / Lever

+ EEOC + GDPR reports
+ job-board sourcing
− $8–15k/yr + setup

switch to ATS at ~50 hires/yr

Quick takeaways

1Candidate pipeline = 5 stages and the full history per candidate.
2Onboarding = Day 1 / Week 1 / Month 1 template shared by HR, IT and the manager.
3Reviews = 5 stages with auto-reminders and a single calibration table.
4Past ~100 hires/yr you need an ATS. Below that, Easylim covers it.

Integrations