USE CASE · REPLACE SPREADSHEETS
A hiring spreadsheet records what someone typed into it. Join also collects applications, keeps messages and feedback on the candidate record, and shows the team the current stage. Import an existing CSV or start fresh, then add structure as your hiring volume grows.
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SPREADSHEET OR ATS
A spreadsheet can remain enough for occasional, single-owner hiring. A shared applicant tracking system becomes useful when applications, reviewers, and follow-ups multiply.
| Hiring task | Spreadsheet | Join |
|---|---|---|
| Daily coordination | ||
| Application intake | Copied or entered manually | Added to the job pipeline |
| Current candidate stage | Depends on the last edit | Visible on the shared board |
| Messages and interview notes | Split across files and inboxes | Kept on the candidate record |
| Follow-up work | Remembered or tracked in extra columns | Supported by reminders and automations |
| Data handling | ||
| Access | Controlled through file sharing | Managed through team permissions |
| Candidate requests | Records found and handled manually | Consent status, export, redaction, and erasure tools |
| Source reporting | Maintained by hand | Attached to incoming applications |
MIGRATION PLAN
Clean the data before importing it. A smaller, current pipeline is more useful than carrying every old row into a new system.
Identify the open jobs and candidates still in a live process. Set aside duplicates and records you no longer have a reason to retain.
Define a short pipeline that matches how your team actually decides: new, screening, interview, offer, hired, and rejected may be enough.
Standardise names, email addresses, job names, and current stages. Join includes CSV import, so you can bring the useful records across instead of retyping them.
Invite the people who need to review candidates, decide who owns each vacancy, and check that access is no broader than the work requires.
Use the new pipeline for one active vacancy first. Check application intake, messages, feedback, and reporting before moving the remaining work.
01 · ONE CURRENT VIEW
Move a candidate to the next stage and the shared board reflects it immediately. The profile carries the application, source, notes, evaluations, and activity, so another reviewer can understand the decision without asking for a newer file.
02 · CONTEXT WITH THE CANDIDATE
Candidate messages, templates, interview details, and internal feedback stay connected to the candidate profile. The team can see what was sent and what still needs a response without forwarding an inbox thread.
EXPLORE THE WORKFLOW
Organise candidates by stage and give the team one current view of every vacancy.
Keep the application, activity, notes, and data-handling controls on one record.
Send updates and keep the communication history connected to the candidate.
Use rules and reminders for repeatable administrative steps.
Compare the complete ATS workflow, from application intake to reporting.
