Rich candidate profiles with location tracking, browsing history, communication logs, and evaluation scores. Everything you need to make informed hiring decisions.
Everything about a candidate in one place. Contact info, timeline, notes, scores, and more.
Find the right candidates instantly. Filter by stage, source, location, score, and more.
Senior Product Designer
UX Research Lead
Senior Product Designer
See which jobs candidates viewed before they applied. Understand their interests and reach out about other opportunities they might be a fit for.
See which jobs candidates viewed before applying
Senior Product DesignerApplied
Viewed 1 week ago • 3 min on page
UX Research Lead
Viewed 5 days ago • 1 min on page
Design Manager
Viewed 3 days ago • 5 min on page
Insight: Sarah Chen viewed 3 jobs before applying. Consider reaching out about other open positions they showed interest in.
All the data you need to evaluate candidates effectively.
Email, phone, LinkedIn, and resume all in one place.
Know where candidates are located and their timezone.
Full history of interactions, stage changes, and communications.
Team ratings and feedback aggregated in one view.
Internal notes from all team members in one thread.
Know where each candidate came from (LinkedIn, Indeed, etc.).
All candidate information in one place. No more searching through emails or spreadsheets.
Powerful filters let you find exactly the candidates you're looking for in seconds.
With complete information at your fingertips, you can evaluate candidates more effectively.
Most hiring failures aren't about attracting the wrong candidates—they're about losing track of the right ones. When you're managing dozens or hundreds of applicants across multiple roles, information gets fragmented. Resumes live in email attachments. Notes exist in random documents. Interview feedback disappears into Slack threads. And the candidate who would have been perfect? They slipped through the cracks because nobody remembered to follow up.
This is the hidden cost of poor candidate management. It's not just inefficiency—it's lost hires. Studies consistently show that top candidates are off the market within 10 days. If your team takes two weeks to compile feedback and make a decision because information is scattered, you've already lost them to a faster-moving competitor.
Consider what you actually need to know about a candidate to make a good hiring decision: their experience, skills, and qualifications (from their resume). Their answers to screening questions. Their performance in interviews. Feedback from everyone who spoke with them. Their salary expectations and availability. Their enthusiasm level and culture fit. Now multiply this by fifty applications, and you begin to see the scale of the information management challenge.
Spreadsheets can't handle this complexity. They become unwieldy, outdated, and impossible to search effectively. You can't click a cell to see a candidate's full timeline. You can't filter by both location AND interview score AND source. You can't see at a glance who's been waiting for feedback for too long.
Effective candidate management means every piece of information about a candidate lives in one place, accessible to everyone who needs it. When a hiring manager asks “what did Sarah think of the technical interview?”, the answer is one click away. When someone wonders “have we talked to any candidates from Atlanta?”, you can find out in seconds. When a candidate follows up asking about their status, you can immediately see exactly where they are in your process.
This isn't just about organization—it's about speed and quality. Teams with proper candidate management systems move faster because they're not hunting for information. They make better decisions because they have complete context. They provide better candidate experiences because they actually know what's going on.
See how proper candidate management handles the situations you face every day.
Without proper tools, you'd have to remember who had React experience, then manually check each person's location. With Draft, you filter by skills and location in seconds, seeing only candidates who match both criteria.
Result: Find qualified candidates in 10 seconds instead of 10 minutes of digging through applications.
Their resume shows 8 years of experience, so why apply for an entry-level position? Browsing history reveals they also viewed your Senior Engineer and Tech Lead positions. Maybe they're open to the right opportunity at any level—or they clicked the wrong job. Either way, now you know to ask.
Result: Context that helps you have better conversations and identify hidden opportunities.
Instead of chasing down three interviewers for their feedback via Slack and email, check the candidate's profile. All notes, scores, and comments are in one thread. You can see consensus—or disagreement—at a glance.
Result: Make decisions in hours instead of days by having all feedback in one place.
The activity timeline shows exactly when each interaction happened. You can see that someone moved them to “Interview” stage five days ago, but no interview was scheduled. The ball was dropped—now you know and can fix it.
Result: Prevent candidates from ghosting you because you ghosted them first.
When candidates visit your public career page, we track which job listings they view (using an anonymous visitor ID until they apply). Once they submit an application, this browsing history is linked to their profile, showing you which positions interested them before they applied. This is done via a small tracking script on your career page—completely GDPR compliant and disclosed in your privacy policy.
Both. The candidate database lets you search across your entire talent pool—everyone who has ever applied to any position. This is especially useful when you open a new role and want to see if any previous applicants might be a fit. You can also filter to see only candidates for a specific job when you need to focus.
Everything they provided (resume, contact info, questionnaire answers) plus everything your team adds (notes, scores, interview feedback, stage history). You also get metadata like application source (LinkedIn, Indeed, direct), location, and timezone. The activity timeline shows every interaction chronologically so you can see the full history at a glance.
Yes. Beyond the standard filters (stage, source, location, score), you can search by any text in their application—including questionnaire answers. Looking for candidates who mentioned they're open to relocation? Search for “relocation”. Want to find everyone who has experience with a specific technology? Search for it. The search is full-text and fast.
Candidate data is retained as long as you need it. You have full control to delete individual candidate records for GDPR compliance. We also support bulk deletion for candidates who haven't been active in your pipeline for a specified period. Many companies retain candidate data for 1-2 years to build a talent pool for future openings.
Absolutely. When a candidate applies to multiple positions, all applications are linked under their single profile. You can see which positions they've applied to, their stage in each pipeline, and how they're progressing across roles. This prevents duplicate outreach and helps you understand which opportunity is the best fit for them.
Get complete candidate profiles with browsing history, evaluation scores, and smart filtering—all in one place.