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PRIMIS

Recruitment management for Philippine HR teams.

The PRIMIS recruitment management system helps Philippine HR teams manage job postings, applications, interviews, offers, and employee conversion with the hiring context together.

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PRIMIS Job Postings with role, pipeline, publication status, application count, and application links

Example monthly time savings

Example active-hiring month for a 500-employee company: assumed minutes saved across the company on 360 pipeline updates, 480 application reviews, 120 interview follow-ups, and 24 employee-record handoffs.

Candidate pipeline updates
30 hrsper hiring month5 min saved × 360 updates
Application reviews
40 hrsper hiring month5 min saved × 480 reviews
Interview follow-ups
20 hrsper hiring month10 min saved × 120 follow-ups
Employee-record handoffs
12 hrsper hiring month30 min saved × 24 handoffs

Know the candidate. Prepare the conversation.

Before an interview, bring the resume, role requirements, and application stage into view. PRIMIS helps HR review that context, coordinate the interview, and return to recorded feedback.

Illustrative interview preparation: an interviewer opens a candidate folder beside a notebook, facing an empty chair

Keep the role in view. Give every application context.

Start with the opening, its requirements, and the hiring path. Applicants and HR reviewers can return to the same role details throughout the decision.

  • Define the opening

    Set the department, position, location, employment type, and headcount. Add required and preferred skills, experience, education, and optional public salary information.

  • Receive applications for the role

    A published posting provides a direct application link. Authorized HR staff can also add an application and its resume from the workspace.

  • Choose the review path

    Reusable pipelines define stage names, types, and order. The posting's pipeline is fixed after applications have been received.

What a role brief carries

Opening 1Opening 2
Customer support associate

Customer support · Regular employment

Minimum experience
1 year
  • Required skillCustomer service
  • Required skillDocumentation
  • Preferred skillSpreadsheet reporting
Hiring capacity: 2 openings
Illustrative role brief. Role, capacity, and requirements are fictional.

Review the evidence. Decide the candidate's next step.

Open an application to see the resume, role requirements, current stage, and activity history before deciding what happens next.

  • Application review

    Find applications by job, year, stage, and conversion status. Where assistive screening is enabled, review the score with its criteria snapshot, matched and missing requirements, and evidence. The score is advisory; HR makes the hiring or rejection decision.

  • Interview coordination

    Set the candidate, interviewers, host, location, and schedule. Optional candidate time slots support shared interview sessions. Review submitted ratings, recommendations, and comments from the application.

  • Offer response

    Record the proposed start date and compensation terms, then the candidate's response. Moving a stage alone does not create an accepted offer.

Google Calendar and Meet features require configured credentials, an account connection, and enabled company settings. Scheduling and feedback actions also depend on permissions and the current interview state.

Make the handoff explicit. From candidate to employee.

Conversion Requests gives HR a separate place to follow the signed contract, approval flow, and resulting employee record.

  • Check the prerequisites

    An accepted offer and signed contract are required before a conversion request can proceed. The role needs its required employment fields, available headcount, and a configured conversion approval rule.

  • Create the employee record after approval

    Approved conversion creates the employee record and copies the signed contract into its documents. The request retains its link to the source application.

    Explore the employee record after conversion

All Requests and My Requests, approval actions, and watcher views depend on access. Recruitment requires Core and may be included in a configured plan or enabled as an add-on; confirm your organization's entitlement with PRIMIS.

Questions about Recruitment

Application intake, assistive screening, conversion prerequisites, and access.

Yes. Publishing a job posting provides a direct application link. Applicants can review its role requirements and submit their details and resume. HR can also add an application from the workspace, subject to permissions.

No. Assistive screening is advisory and depends on the posting configuration. HR must review the criteria snapshot, matched and missing requirements, and evidence before making a hiring or rejection decision.

Conversion requires an accepted offer, a signed contract, required job-role fields, available headcount, and a configured conversion approval rule. Approved conversion creates the employee record and copies the signed contract into its documents.

Recruitment requires Core and may be included in a configured plan or enabled as an add-on. Actions depend on permissions. Google Calendar and Meet features also require configured credentials, an account connection, and enabled company settings. Confirm your organization's entitlement with PRIMIS.

Build a recruitment workflow your team can follow.

Discuss your job-posting, pipeline, screening, interview, offer, and employee-conversion process with PRIMIS.

Discuss the Recruitment add-on Explore complete HRMS