From settings, open the Company Knowledge Base — the shared documents Zeli draws on to answer candidate questions across every job.

Upload company-wide documents (policies, benefits, culture, FAQs). Zeli grounds its answers only in the material you provide.

Whenever a candidate asks a question, Zeli answers from the Company Knowledge Base plus any job-specific knowledge, and never invents information beyond them.

In the workspace sidebar, click Jobs. The Jobs list card opens showing your roles, filters, and the actions at the bottom of the card.

At the bottom of the Jobs list card, click Create new job. The Create Job card opens as a separate card on the workspace.

Requires: You're signed in as a Hiring Manager.; You've opened the Create Job card to start a new job.

On the Create Job card, choose how to begin — Upload job description to start from a file, or Create new job to build the role from scratch with Zeli.

You can review and edit any field of the role. Zeli's drafted content is only a suggestion — nothing is finalized without your confirmation.

Requires: No candidate has started interviewing yet

Default screening questions are pre-loaded (working rights, expected salary, notice period). You can edit, remove, or add questions up to a maximum of 10.

Click Next Step to save the role details and move on to interview setup.

Requires: No candidate has started interviewing yet

Choose how candidates are assessed — Video only, Phone call only, or Apply only (no AI interview). One format applies to all candidates for the job. (Video + phone is coming soon.)

Optional job-specific documents Zeli answers candidate questions from — grounded only in these. Job KB is scoped to this job; company-wide info lives in the Company KB.

Requires: Required fields are filled in (title, location, employment type, and a job description)

Required fields must be present before publishing. Publishing puts the job live on the Zeli job board and generates the share link and QR code; alternatively you can choose Maybe later to save it as a draft.

On publish, the Share job modal opens with a shareable link + QR code for distribution.

On the Job Status Card, open the Scoring Matrix tab to shape how Zeli scores and ranks applicants for this role.

Tune the criteria and weightings Zeli uses to score resumes against the role's requirements.

Zeli scores each applicant's resume against the matrix and surfaces an overall score (shown out of 10) to rank candidates. Scores are a guide — no one is auto-rejected.

From the job's candidate list you can add a candidate directly — useful for sourced or referred people who didn't come through the public link.

Provide the candidate's name and contact details (at minimum an email) so Zeli can invite and track them.

The candidate is added to the job and appears in the candidate list, ready to be invited or moved through the stages.

The candidate opens the shared job link or scans the QR code and views the role.

The candidate answers the application questions (working rights, expected salary, notice period, plus any custom questions) and submits.

If the candidate is new, Zeli creates their account so they can return to their application and any interview.

The application is recorded against the job and Zeli scores the resume, so the candidate appears — ranked — in your candidate list.

Before the real thing, the candidate can run a practice interview to get comfortable with the conversational format.

The candidate opens the secure interview link from their invitation.

The candidate completes the conversational Zeli interview — by video or phone — answering in their own time.

Zeli records and scores the responses, updating the candidate's profile so you can review the result.

You open the job's candidate list in the Job Details view. Applicants are listed with their overall resume score, highest first.

You sort and filter the list — for example by stage, eligibility, or a minimum score — to focus on the strongest applicants. Scores are a guide, not a verdict.

Optionally, you open two candidates side by side and ask Zeli to compare their strengths and gaps before deciding.

You move the chosen candidates to the Shortlisted stage, ready for a screening interview, panel interview, or references.

On an apply-only job, you unpublish it so new applicants can't reach the public link, then add the question set with Set up screening interview.

You select the shortlisted candidates, open the Actions menu, and choose Send video interview invitation. The email card opens with the screening invite template ready to edit and send.

Zeli sends the invitation and the secure interview link (delivered separately). No SMS alert accompanies the screening email.

The candidate completes the screening interview in their own time; their responses are recorded and scored on their profile for you to review.

From the candidate's profile you start a reference check. References run only with the candidate's consent — the candidate provides their referees' details.

Zeli's phone-first AI agent contacts each referee to conduct the reference conversation.

Zeli compiles the responses into a reference report on the candidate's profile for you to review.

When a candidate won't progress, you mark them as not suitable, recording the outcome on their profile. No automated step rejects a candidate for you.

Optionally opt in to send a polite regret email. Nothing is sent unless you choose to — the decision and the wording are yours.

From the candidate's Actions menu you choose Schedule in-person interview or Schedule video interview to set up the panel meeting. The email card opens with the matching invitation template.

The candidate replies with availability or books into your shared availability. Scheduling only goes public if you've turned on Share my availability and Allow public booking.

Zeli re-checks the slot is still free, books it on your real calendar, and sends confirmations to both sides. If a mailbox is connected, messages send from you; otherwise Zeli sends from its own address.

The booked panel interview is stamped on the candidate's profile and your calendar, and Zeli nudges or reschedules if needed.

When you decide to proceed, you mark the candidate as the chosen hire, recording the offer outcome on their profile.

You prepare the offer for the candidate and send it. The decision is always yours — Zeli never makes a hiring decision.

The offer is recorded on the candidate's profile, closing out the pipeline for that role.