Founded in 2021 by Alex Epure & Usama Nini, Qureos is a UAE-based startup on a mission to accelerate 100 million careers by bridging the gap between exceptional talent and top companies. We do this through a unique approach of personalized matching, connecting job seekers with companies that are perfectly suited to their career objectives.

For employers, Qureos supercharges their recruitment process through its AI Recruiter, Iris. Iris automates the sourcing, shortlisting, and outreach to candidates - all in the blink of an eye.

Iris is an AI Talent Scout that automatically sources, shortlists, and reaches out to candidates on behalf of employers, reducing the hiring time and enhancing the effectiveness of the recruitment process.

Iris is designed for employers and businesses looking to streamline their recruitment process. It is especially beneficial for HR teams, hiring managers, and talent acquisition professionals who want to save time and improve hiring efficiency by automating candidate sourcing, shortlisting, and outreach. 

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Getting Started

Signing up to Qureos takes seconds. Sign in via business email, create your account, and you’re ready to go.

Create an account

Go to http://app.qureos.com/corporate/signup

Fill out your details

• First Name
• Last Name
• Company
• Email
• Address
• Password
• Contact Number

Accept the terms and conditions

Verify your account

An email will be sent to your account after you sign up, simply use the link to verify your account.

If you have any questions, you can reach out to our Customer Success team at support@qureos.com.

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Effectively manage your account and billing details.

Click on the initials of your account on the bottom left-hand side of the menu.

Update profile picture

The image should be a square (of any size) and preferably have some margin around the photo’s subject. 400x400 px is a good place to start.

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Update the details of your account

• First Name
• Last Name
• Email Address
• Location
• Phone Number

Billing: Under this section, you will find your current billing plan and your payment schedule. some text

• You click on “Cancel Subscription” to cancel the plan. 
• You can click on “Upgrade” to get a new plan. You can click on “Contact Sales” to get in touch with a sales representative who will guide you through the upgrade process. some text
• You can also choose to be billed “Annually” or “Quarter.

History: Under this section, you can view your billing history and buy a plan. ‍

Cards: In this section, your payment details can be viewed. 

If you have any questions, you can reach out to our Customer Success team at customer.success@qureos.com.

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Learn how to use Iris most effectively.

The Sourcing method in Qureos enables you to search for the right candidates using an intuitive search bar. This powerful tool allows you to define your search criteria, helping you discover the best candidates quickly and easily.

Start by entering a prompt like "Product Manager in Sharjah, UAE with 6+ years of experience in the Technology Industry." You can customise the prompt according to your specific needs, giving you flexibility in finding the right candidates. Qureos will provide you with suggestions in a dropdown.

After entering your prompt, Qureos will return a list of profiles that match your search. The screen is divided into two sections: the upper section displays your search prompt along with the "Edit Search" button, and the lower section shows the profiles returned by the smart search. You can refine your results by using the options provided.

Click on the "Edit Search" button to make changes to your search criteria. A popup will appear allowing you to modify your prompt and save it. Once saved, the new search prompt will refine the smart search results accordingly.

If you wish to refine your search, click on the 'Edit Filter' button. This allows you to update your criteria and see the changes in real-time. [Redirect to Edit Filter section]

Once the profiles are displayed, you can add them to different sections to manage them further.

Add to campaign:‍

When you click Campaign, a popup will appear, allowing you to search and select a campaign from the list of campaigns you've already created. If you don’t have any existing campaigns, you'll need to create one first. [Redirect to Create Campaign section for more information on how to set up a campaign.]

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Add to job:

To add a candidate to a job, simply click Job. A popup will appear with a list of active jobs you can search,select and add candidate to this job. If no jobs have been created yet, you’ll need to set up a job first. [Redirect to Create Job section to learn more.]

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Add to talent pool:

Click Talent Pool, and you'll be able to select the appropriate talent pool. If no talent pools have been created, you’ll need to create one first. [Redirect to Create Talent Pool section.]

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Add to video assessment:

If you’d like to assess a candidate through a video interview, use the Add to Video Assessment option. A popup will let you select an assessment for the candidate. If you don’t have a video assessment set up, you’ll need to create one first. [Redirect to Create Video Assessment section.]

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Bulk select candidates:

The Bulk Select feature allows you to select multiple candidates at once and add them in campaigns, jobs, talent pools, or video assessments. After selecting the candidates, you can choose where to add them, making the process more efficient and faster.

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Add to count:‍

It’s useful for monitoring and reviewing the candidates in your system, ensuring you have a clear overview of all active and potential prospects.

• You can also evaluate candidates by giving a thumbs up or thumbs down.‍
• Thumbs up: This means you like the candidate and would like to see them at the top of your list.
• Thumbs down: This means you don't find the candidate suitable, and they will be placed at the bottom of the list

AI Screening helps filter candidates based on the criteria you’ve set, prioritizing the best matches. To explore this feature, you can check out the [Redirect to AI Screening section.]

If you need to refine your search, you can start a new one or edit the current one. This is useful for sourcing candidates for multiple positions, allowing you to create separate, targeted searches for each role. For example, you can create distinct searches for a Product Manager and a Software Engineer, customizing each based on specific requirements like experience, location, or skills. This approach helps you manage multiple sourcing efforts simultaneously, keeping your candidate pool organized and easy to navigate.

Rename your search text:

To rename your search, click the three dots menu next to your search title, select Rename, enter the new name, and hit enter to save. This helps you organize your searches effectively

Delete your search:

To delete a search, click the three dots menu, select Delete, and confirm your action. This allows you to remove unnecessary or outdated searches.

Use Edit Filter to be specific in your source candidate list.

Click the "Edit Filters" button to open the filter section. Review the filters set by Iris AI to ensure they align with your given prompt, and make any necessary adjustments to refine your candidate search.

• Green dot: The filter is actively applied to your search, refining your results.
• Yellow dot: The filter is part of a combination, and at least one criterion within it is applied.
• Gray dot: The filter is not currently applied but can be set up for more accurate search results.

Status

Set the job title status using the dropdown menu:

• Current + Past: Find talent currently holding or who have previously held the selected job titles..
• Current Only: Find talent currently holding the selected job titles.
• Past Only: Find talent who previously held the selected job titles but no longer do so.

Job Titles‍

Enter the desired job titles, and Iris will enrich them by providing suggestions to help refine your search.

Advance Mode‍

Enable the advanced mode to specify mandatory job titles you want candidates to have. Check the option "Only show candidates with the mandatory job titles" to filter results precisely.

Location

Select the locations you want candidates to be sourced from to ensure regional specificity.

Total years of experience

Set the range for total years of experience. Check the option "Only show candidates that fall within the selected range" for stricter filtering.

Select Skills

Add the desired skills for your candidate. Iris will provide AI-suggested skills to improve your results.

Advance mode‍

Switch to advanced mode to make certain skills mandatory. Check the option "Only show candidates with the mandatory skills" for precise matching.

Genders

Choose the candidate’s gender from the options: Both, Male, or Female.

Nationality‍

Specify the candidate's nationality to narrow your results.

Excluded nationality 

Exclude specific nationalities that you do not want to include in your search

Status

Set the company status using the dropdown menu:

• Current + Past: Find talent currently working at or who have previously worked at selected companies.
• Current Only: Find talent currently working at selected companies.
• Past Only: Find talent who worked at selected companies in the past but no longer do so.

Companies

Specify the company industry where candidates have worked.

Excluded Companies

List companies you want to exclude from your search results.

Advance mode

Switch to advanced mode to make certain companies mandatory. Check the option "Only show candidates with the mandatory companies" for refined results.

Status 

Set the industry status

• Current + Past: Find candidates who currently work or have worked in the selected industries.
• Current Only: Find candidates currently working in the selected industries.
• Past Only: Find candidates who worked in the selected industries in the past.

Company Industry

Select specific industries to refine your search. Iris will suggest related industries to help.

Advance mode

Switch to advanced mode to specify mandatory industries and filter results accordingly.

Education degree‍

Select the required degree, such as Bachelor’s or Master’s. Iris will suggest related degrees for better matches.

Education major

Choose specific education majors (e.g., Computer Science). Iris will provide suggestions for refinement.

Language

Specify the language requirements for your candidates.

All

Choose this option to search for candidates available in both your talent pool and the Qureos database. You can also prioritize candidates from your talent pool by checking the option "Prioritize candidates from my talent pool."

My talent pool‍

Select this option to search exclusively within your talent pool. You can also include unlocked candidates for more flexibility. [Redirect to the Talent Pool section for more details.]

Profile Freshness

Set the profile freshness to All, 3 months, or 6 months to find recently updated profiles.

Profile check 

• Filter candidates based on specific data included in their profiles, such as:
• Languages
• Verified Email Address
• LinkedIn
• Experience
• Education
• CV Attachment

Once all changes are made, click the "Save Changes" button to apply them. A candidate counter will update, showing the total profiles that meet your criteria.

Use AI Screening to evaluate your candidates with the help of your criteria.

AI Screening is a powerful tool that evaluates and ranks candidates based on your custom criteria. It works by reviewing search results individually and assigning a match score to each profile. The AI ensures that your candidate pool is aligned with the role's requirements, saving you time and improving decision-making.

Configure criteria

When you switch to the AI Screening tab, you’ll see the option to configure your criteria. This step includes

Preset Suggestions: A default list of four suggested criteria to get you started.

Customization: Add up to five criteria using natural language descriptions. These can range from specific technical skills to soft skills, qualifications, or location preferences.

Prioritization: Criteria are ranked from most to least important. Use the left-hand selector to reorder them.

Once your criteria are configured, click the “Confirm & Start AI Screening” button at the top-right corner. The AI will evaluate profiles, a process that may take between 10 to 60 seconds, depending on the dataset size

After the AI screening completes, the results will display in a table format, with each profile assigned a score for every criterion:

Good match

Indicator: Green thumbs up. The profile explicitly meets the criteria, either through direct mentions or AI inferences based on the information provided.

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Potential fit

Indicator: Yellow thumbs up. There is some evidence suggesting the criteria may be met, but ambiguity or missing information prevents full confirmation.

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Not a match

Indicator: Red stop sign.‍ The profile lacks evidence to fulfill the criteria based on available information

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To gain deeper insights into each profile, click to open the detailed evaluation page, where the AI-generated explanations for each match type are displayed. For example, it might explain that a "Good Match" was assigned due to explicit skills or experience listed on the profile.

Get more details on a profile by using the full profile view

The Profile View opens as a side drawer, displaying all available details about a candidate. This intuitive layout allows you to review profiles without navigating away from your search results.

Add to Campaign

Quickly add the candidate to an existing campaign via the dropdown. If no campaign exists, create one by navigating to the Create Campaign section.

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Add to Job

Associate the candidate with relevant job openings in your system. Use the dropdown to select or manage jobs directly.

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Add to Talent Pool

Assign the candidate to your talent pool to track and engage them for future opportunities.

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Add to Video Assessment

Send the candidate an invitation to complete a video assessment as part of your evaluation process.

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Counter

The "Add to" Dropdown displays an activity counter at the top, showing the total number of jobs, campaigns, talent pools, and video assessments the candidate is part of. Each category also has an individual count visible within the dropdown. Example: If the candidate is added to 2 jobs and 3 talent pools, the counter will show 5.

Indicate your interest in a candidate:

Thumbs Up: Signals that you like the candidate, prioritizing their profile in future searches.

Thumbs Down: Indicates that the candidate doesn’t meet your requirements and moves their profile to the bottom of the list.

Use the Forward and Backward arrows to quickly navigate between profiles in the search results without closing the side drawer. This ensures seamless exploration of multiple profiles.

Locked Profile ‍

View all available profile details except contact information, which remains hidden. Locked fields include

• LinkedIn Profile
• Email Address
• Resume
• Contact Number
• WhatsApp Number
• Website

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Unlock Profile

To access contact details, unlock the candidate using credits. Each unlock deducts from your available credit balance, and the contact details become visible instantly.

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Notes

If additional context is needed, you can attach notes to a profile for reference or collaboration with your team.

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A step-by-step guide to set up a job, covering everything from job details to automation settings for efficient candidate management.

The Job Module allows you to create job postings with detailed information, manage candidate pipelines, and automate communication workflows. With just six simple steps, you can create, customize, and publish your job postings.

Start by clicking on the “Create Job” button and proceed step-by-step through the configuration process. Save your progress at any stage or return later to make edits.

Job Title

Enter the job title to clearly define the role. Use concise and standard titles to improve visibility across job boards.

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Job Location

Specify the job location. If the position is remote, toggle the “This is a remote position” option to remove the location requirement.

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Employment Type 

Select the employment type from the dropdown:

Full-time, part-time, contract, intern, freelance, apprenticeship, or co-op.

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Salary

Enter the salary range, choose a currency, and set the payment frequency (monthly, yearly, weekly, or daily).

If you prefer not to display the salary, enable the “Do not show the salary range” option.

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Job Visibility

Choose the visibility level for your job post:

• Private: Only visible to candidates you shortlist or invite.
• Public: Publish to external job boards, either automatically to relevant boards or specific boards like LinkedIn or Indeed.

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Confidential job

If the job is confidential, toggle the “Confidential Job” switch to hide the company name, logo, and other details.

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Click the “Generate Job Description with AI” button to let Iris draft a job description based on your inputs. You can edit the generated content or paste your own description directly into the editor.

Create Screening Questions

Add questions to evaluate candidates during the application process.

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Question Type

Choose from multiple question types such as checkbox, date, email, multiple-choice, number, free text, or file upload.

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Ideal Answer

Define the ideal answer for each question to streamline evaluation.

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Duplicate Question

Quickly duplicate a question for similar queries to save time.

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Delete Question

Easily delete any question if it is no longer relevant.

Recommended Job

Select recommended job boards or manually choose from a list of platforms like LinkedIn, Indeed, or Glassdoor. Toggle the “Select Recommended Boards” option for convenience.

To understand job pipeline stages please read the Job stage section first

Leads Stage

Manage candidates from campaigns in the Leads stage. Default sub-stages such as New Leads, Reached Out, or Replied to organize outreach efforts.

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Application Stage

All job applications are stored in this default stage with no sub-stages.

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Active Stage 

Manage shortlisted candidates with sub-stages in the Active stage. Customize or rename the default sub-stage and add new sub-stages as needed.

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Pending Offer Stage

Use this default stage to manage candidates awaiting offer decisions. No sub-stages are available.

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Hired Stage

Move candidates to this stage once they are successfully hired. This is a default stage with no sub-stages.

Application Conformation Email

Set up an email to confirm receipt of applications. If no existing campaign is available, create one in the Email Campaign module.

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Auto-Reject Email 

Configure an automatic email to notify candidates who are not selected. Redirect to the Email Campaign module to create one if needed.

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Learn about the different job statuses and their meanings, represented by unique colors.

A pending job is the initial status assigned to a job after it is created. This status means that the job is under review by the admin and has not yet been approved. While in this state, the job cannot be published or viewed on job boards. Pending jobs are represented by a yellow color, signaling that the job is in a review phase

Once the admin approves a job, it transitions to the Active or Approved status. This indicates that the job is live and can now be seen on the selected job boards specified during its creation. Active jobs are displayed with a green color, denoting their readiness for candidates to apply.

When you save a job as a draft during its creation, it is assigned the Draft status. This allows you to pause the job creation process and continue working on it at a later time. Draft jobs are not visible to anyone and are represented by a gray color, signaling that they are still in progress

A job is marked as Closed once you have successfully hired a candidate or decided to end the job's visibility. This status ensures that the job is no longer live or available on any job boards. Closed jobs are indicated by a red color, signifying their completion or deactivation.

Job stages are designed to help you efficiently manage candidates across different phases of the hiring process.

The Leads stage is where you manage candidates sourced from your lead campaigns.

Default Sub-Stages:

• New Leads: Displays all candidates added via job campaigns.
• Reached Out: Tracks candidates you have contacted or attempted to contact.
• Replied: Shows candidates who responded to your outreach.

These default stages cannot be renamed or deleted. However, you can add custom sub-stages to organize your leads further. For example, you might add sub-stages like Follow-Up Needed or Pending Review. Custom sub-stages can be edited, deleted, and rearranged.

The Applications stage automatically collects all candidates who apply to your job posting.

Use AI Screening to evaluate and rank candidates based on custom criteria. This stage simplifies the process of identifying the most suitable candidates from the applicant pool.

The Active stage is for managing candidates who move forward after the application stage.

Default Sub-Stage:

• One default sub-stage is provided, which you can rename.

Custom Sub-Stages:

Add sub-stages to manage different interview rounds, such as:

• First Screening
• HR Interview
• Assessment Interview
• Final Interview

Candidates progress through these stages as they clear interviews or assessments. Customize the process to align with your hiring workflow.

The Pending Offer stage is a default stage where candidates await responses to their job offers.

• No sub-stages can be added.
• Only candidates who have received an offer and are waiting to accept are displayed here.

The Hired stage is a default stage for candidates who have accepted your offer and been officially hired.

• No sub-stages can be added.
• This stage helps you finalize the hiring process and maintain records of successful hires.

The Archived stage is a default stage for managing rejected or uninterested candidates.

• No sub-stages can be added.
• Candidates who are no longer in consideration or who opted out of the process will be shown here

Easily view and manage all your jobs and their candidate stages in one place.

The Job Dashboard displays all your jobs in a comprehensive table format with essential details and quick actions.

Job Counter: At the top of the dashboard, see the total number of jobs.

Job Stages Section:

• Counters display how many candidates are in each stage across all jobs.
• Click on a stage to filter and view jobs with candidates in that specific stage.

+Create Job: Use this CTA to create a new job. For a detailed guide, refer to the Create Job section.

The Job Name column lists all created jobs.

Click on the job name to navigate to detailed information about that job.

Displays a breakdown of candidates in various pipeline stages for each job.

The counter for each stage is clickable and linked to the respective stage’s candidate list.

For more on pipeline stages, refer to the Job Stages section.

Indicates the location of the job.

If it’s a remote position, it will state Remote

Shows the date when the job was created.

Displays the name of the recruiter who created the job.

Edit Job: Opens the job configuration page for updates.

Archive Job: Allows you to archive a job that is no longer active.

Learn how to access and manage a job, including its details, status, and team members.

When you click on a job, you’ll be taken to the job details page. Here, you can view the job status, the job name, and a dropdown menu to change the job's status. For example, if the job is active and you wish to close it, you can use this dropdown to update the status.

In the job details page, there is a three-dots menu offering options to either edit the job or view it live in a browser. This allows you to easily check how the job appears on the job boards or make adjustments

Editing a job provides limited flexibility, ensuring the integrity of the job's information and workflow. When you click 3 dots menu and on the "Edit Job" option, a new screen opens where you can update the following:

Job Details: You can modify details like the job title, description, or salary but cannot make changes to the confidential job setting.

Job Description: Update or refine the job description to better reflect the role.

Pre-Screening Questions: Add, edit, or delete pre-screening questions for candidates.

Job Posting: Manage the job boards where the role is listed and adjust any ongoing promotions.

Pipeline: While you can adjust and edit your pipeline, stages with candidates already assigned cannot be modified.

Automation Emails: Edit confirmation and auto-reject emails to ensure a seamless candidate experience.

After making your edits, you can either save the job or cancel to revert to its original details.

The "Pipeline" tab redirects users to the pipeline module, where you can manage the various stages of candidates for the job.

In the "Job Post" tab, you can view the job boards where your posting is live and track any ongoing promotions.

Add Hiring Manager

To add a hiring manager, navigate to the "Team" tab and click the "Add Hiring Manager" button. A modal will appear where you can input their email addresses. You can add multiple hiring managers at once and send them invites. They will receive an email with instructions to join the job.

All Team Member

The list includes the hiring managers currently added to the job, ensuring transparency and collaboration.

Pipeline & Candidates

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This guide covers the candidate pipeline in Qureos and how it helps manage candidates through various stages of the hiring process.

In Qureos, the candidate pipeline is designed to organize and streamline candidate management for each job. The pipeline is visible for active jobs, displaying the stages set during job creation. The pipeline is divided into five main stages: Leads, Application, Active, Pending Offer, and Hired. Each stage plays a critical role in tracking candidates and ensuring an efficient recruitment process.

1. Leads: This stage features a Kanban board view, displaying candidate cards across three default substages: New Leads, Reached Out, and Replied. While these default substages cannot be renamed or deleted, you can add, edit, delete, and arrange custom substages.some text

• New Leads: All candidates added to campaigns whose outreach is pending appear here with the status "Outreach Pending" (yellow). New candidate cards and their counters are marked with a red dot for updates.
• Reached Out: Candidates who successfully received campaign messages are displayed with the status "Reached Out" (green). Failed outreach attempts are marked as "Unreachable" (red).
• Replied: Candidates who responded to campaigns are shown with the status "Replied" (green). Those marking themselves as not interested appear with the status "Not Interested" (red).

2. Application: This stage uses a table view with columns for "Name," "Status," and "Applied On (date)." Candidates who apply for the job appear here with the status "Needs Review" (yellow) until assessed. Newly applied candidates are marked with a red dot for identification. Use the AI screening feature available at the top right to evaluate candidates and find the best matches. (To learn about AI screening, redirect to the AI Screening module.)

3. Active:

This stage reverts to a Kanban board view, showcasing custom substages created during job setup. Shortlisted candidates from the Leads and Application stages appear in the first substage (e.g., "First Screening").some text

• Default statuses include:
• Application Accepted" (green) for shortlisted candidates.
• "Needs Scheduling" (yellow) for candidates awaiting an interview schedule.
• "Video Assessment Sent" (yellow) when assessments are sent to candidates.
• "Video Assessment Submitted" (green) upon receiving completed assessments.
• "Video Assessment Expired" (red) for overdue assessments.

4. Pending Offer:

This stage uses a table view to track candidates for whom offers have been extended. Columns include "Name," "Status," and "Date." Statuses include:some text

• "Waiting on Offer Acceptance" (yellow) while awaiting candidate responses.
• "Needs Review" (yellow) when the offer has been accepted but requires further action.

5. Hired: The final stage also uses a table view to display hired candidates with columns for "Name," "Status," and "Date." The status for candidates in this stage is "Pending Onboarding" (green).

6. Archive: This stage uses a table view with columns for "Name," "Rejected By (Hiring Manager)," "Status," "Date," "Rejection Reason," and "Stage (at which stage candidate was rejected)." This stage includes candidates rejected by the hiring manager or admin, as well as those marked as not interested in the campaign.

• Candidates marked as "Not Interested" have a status of "Not Interested" (red), with no reason provided, and the stage is listed as "Replied."
• Candidates rejected by the hiring manager or admin have a status of "Rejected" (red), accompanied by the rejection reason and the stage at which they were rejected.

Throughout the pipeline, candidate cards display statuses categorized by colors:

• Green: Indicates success or completion (e.g., "Application Accepted," "Reached Out").
• Yellow: Highlights pending actions or in-progress tasks (e.g., "Needs Review," "Waiting on Offer Acceptance").
• Red: Denotes errors, failures, or expired tasks (e.g., "Unreachable," "Video Assessment Expired").

Each stage is equipped with counters, red-dot notifications, and a detailed overview, ensuring you stay informed about your recruitment progress at every step.

In the Leads stage, candidate profiles are displayed in Kanban board view under substages like "New Leads," "Reached Out," and "Replied." From each profile, you can use the "Move to" dropdown to transfer candidates to other stages in the pipeline, helping you organize their progression efficiently. Additionally, you can use the "Add to" dropdown to add candidates to other campaigns, talent pools, video assessments, or jobs as needed.

Application

In the Application stage, candidates appear in a table view. The "Move to" dropdown is available here as well, enabling you to push promising candidates forward in the pipeline. You can also reject candidates and provide a rejection reason, which is stored for internal use. If needed, enable the rejection email option to inform candidates directly.

AI Screening

Use the AI Screening feature to assess and shortlist candidates based on predefined criteria. This tool helps identify the best-fit candidates for your job efficiently. (Redirect users to the AI Screening module for detailed guidance.)

In the Active stage, candidate profiles are shown within your custom substages, displayed in Kanban board format. Use the "Move to" dropdown to move candidates through different interview stages. The "Add to" dropdown remains available for diversifying candidate opportunities. Rejections can also be handled here, with options to include rejection reasons and enable emails.

In this stage, candidates are shown in a table view. The "Move to" dropdown can still be used to transfer candidates to the Hired stage after they accept offers.

Once candidates reach this stage, their profiles display their hiring status. Use the table view to track and manage newly onboarded team members.

This stage lists candidates who were either rejected or marked as not interested. Here, the rejection reason, rejecting user (hiring manager or admin), and the stage where they were rejected are displayed for better tracking.

Campaign Outreach

A step-by-step guide to set up campaign sequences, reach out to top candidates, and track your success.

The Campaign Outreach feature lets clients use their email and LinkedIn accounts to automate candidate outreach. It enables personalized messaging, follow-ups, and tracking, streamlining recruitment and expanding candidate engagement.

Email Campaigns: You can view all of your email campaigns here. 

LinkedIn Campaigns: You can view all of your LinkedIn campaigns here.

Click on “+ Create Campaign” button to start the process.

Campaign Type:

Currently, there are four types of campaigns to choose from. 

• Application Confirmation (Email only): Sends an email to confirm applications whenever a candidate applies.
• Interview Invite (Email only): Used to schedule interviews with candidates, which can include an AI video assessment or an online interview, depending on the client's preference.
• Outreach: (Email and LinkedIn): Enables clients to reach out to candidates they’re interested in. After adding Iris matches to the pipeline, you can create an outreach campaign to contact candidates via email, LinkedIn, or both. The campaign automates personalized communication, and the email sequence can be customized based on your needs.
• Rejection (Email only): Sends an email to notify a candidate of their rejection.

Campaign Title:‍

The campaign name should reflect the type of job it's associated with to make it easier to identify. For example, if it's an outreach campaign for a UX/UI Designer, the name should clearly indicate that role.

Campaign Channel:

You can select ‘LinkedIn’, ‘Email’ or both, depending on your preferences.

LinkedIn Campaign Configuration

Select a sender account for your LinkedIn campaigns

Connect your LinkedIn if you have not done so already.

Connection Requestion: After you have created your pipeline and wish to connect to the candidates, the first step is to send a connection request, so whenever you add candidates to the campaign you have the options to send a connection request: some text

• Instantly
• In 12 hours
• In 24 hours
• Tomorrow at 9 am. 
• Next Monday at 9 am.

Message Body: after the candidate has accepted the connection request, you will be able to chat with them directly. You can set up a message similar to the one in Email Campaigns. This section has various personalization that you might wish to include in your email: some text

• First Name of Candidate. 
• Last Name of Candidate. 
• Full Name of Candidate. 
• Current Job Title of Candidate. 
• Current Company of Candidate. .
• (Your) My Company Name. 
• Job Application Link. 
• Job Title. 

Sending time: You can choose when to send the messages, given the options below. Under the message box, you can find a section that says “Will be sent in….after Connection Request

• In 12 hours
• In 24 hours
• In 48 hours

Add a new step: The LinkedIn campaigns can have as many steps as you might want to include. For example, in an Outreach campaign, you might wish to send a connection request first, followed by a reminder message 24 hours later. some text

By default, the process would start with “New Step 1”, which you can rename.

Click on “Save Campaign” once you are done inputting the details.

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A centralized hub to monitor, manage, and track the performance of all your campaigns

The dashboard provides a comprehensive overview of all your campaigns. It includes key sections to track campaign status, details, and candidate management:

• Active: Campaigns currently running and engaging candidates.
• ‍Paused: Campaigns temporarily on hold, which can be resumed anytime.
• ‍Inactive: Campaigns that are not running due to issues like disconnected email or LinkedIn accounts, or missing content within the campaign.

• Type: Indicates the type of campaign, such as outreach, application confirm, Rejection and Interview Invite.
• Created By: Displays the name of the person who initiated the campaign.
• Step(s): Shows the number of steps involved in the campaign process.

Easily switch between your email and LinkedIn outreach campaigns, or view archived campaigns.

Effortlessly add candidates to your campaigns from multiple sources for better targeting.

You can add candidates from the following sections:

Add candidates while sourcing directly to your desired campaign.

Quickly move shortlisted candidates from AI Screening to your campaign.

Leverage your talent pool to add suitable candidates to active campaigns.

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For each of the campaigns you have created, you will be able to view the following details:

Total: The total number of candidates selected for the campaign.

To be sent: The number of emails or messages scheduled to be sent to candidates.

In Sequence: The number of candidates who are in the current step of the email sequence.

Opened: The number of candidates who have opened the email or message.

Replied: The number of candidates who have responded to the outreach.

Bounced: The number of emails or messages that failed to be delivered to candidates.

For each of the campaigns you have created, you will be able to view the following details: 

Total: The total number of candidates selected for the LinkedIn campaign.

To be sent: The number of connection requests or messages scheduled to be sent to candidates.

Connection Request: The number of connection requests that have been sent to candidates.

In Sequence: The number of candidates currently in the step-by-step sequence of the campaign.

Replied: The number of candidates who have accepted the connection request or replied to your message.

Failed: The number of connection requests or messages that were not delivered or failed to send.

Campaign details

Candidate status in campaign

• Candidate Name
• Next Step 
• Opened 
• Replied
• Bounced
• Created by (User)
• Added On (Date)

Edit Campaign: you can use this to change any of the details. 

Campaign details 

Candidate status in campaign

• Candidate Name
• Next Step 
• Replied 
• Added By
• Added On

Error 

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Talent Pool

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The Talent Pool feature lets you efficiently manage and organize all your candidates in one place, with the ability to create new pools, rename, or delete as needed.

Time for faster, smarter, and easier recruitment. With our updated Talent Pool feature, navigate through all your candidates in one place. You will already have a default Talent Pool with all your unlocked Iris matches.

Hover over the Side Navbar to reveal the menu and click on “Talent Pool”.

Click on “Create Talent Pool”. 

Click on “Create Talent Pool” at the top right corner and name your new talent pool.

Click on “Add Candidate” and upload or drag and drop the relevant resumes.

Wait for the resumes to finish uploading. They should move from the “Upload in Progress” to “Uploaded Candidates”.

Click on the talent pool box (...) to rename or delete a talent pool. The default unlocked talent pool cannot be deleted.

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You can add different candidates to different talent pools. There are several ways to do it:

Add candidates from sourcing

Add candidates from AI screening

Upload candidate(s) /bulk upload

This pool is created by default and contains all the candidates you’ve unlocked during sourcing or through Iris.

Open the Unlocked talent pool and select any candidate you wish to move to another talent pool.

You can select all of the candidates shown. 

You can select one or bulk select to download the CVs of all the candidates in this section.

Open a candidate’s profile by clicking on their name. You will then have options to:

• Add to Talent Pool: Add the candidate to a specific talent pool for future consideration.
• Add to Job: Assign the candidate to a relevant job.
• Add to Campaign: Include the candidate in an active campaign. [Redirect to types of campaigns] 
• Add to Video Assessment: Add the candidate to a video assessment for further evaluation.

An unlocked candidate’s profile could include any of the following sectionssome text

• Profile picture and headline
• Contact Information
• Languages 
• Experience
• Education

Notes

• You can add a note about the candidate.

A warning label will appear next to the candidate’s name if you have not unlocked the profile or if they do not have a resume.

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Other talent pools are created by you and contain all the candidates you’ve added during sourcing or through Iris for particular jobs.

You can select all of the candidates shown

You can select one or bulk select to download CVs of all the candidates in this section.

You can select one or bulk select to download CVs of all the candidates in this section.

You can delete one or more candidates if you no longer want them in the talent pool.

Open a candidate’s profile by clicking on their name. You will then have options to:

• Add to Talent Pool: Add the candidate to a specific talent pool for future consideration.
• Add to Job: Assign the candidate to a relevant job.
• Add to Campaign: Include the candidate in an active campaign. [Redirect to types of campaigns] 
• Add to Video Assessment: Add the candidate to a video assessment for further evaluation.

An unlocked candidate’s profile could include any of the following sections

• Profile picture and headline
• Contact Information
• Languages 
• Experience
• Education
• Rating: You can give each candidate a thumbs up or thumbs down rating.

Note

• You can add a note about the candidate. 

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A warning label will appear next to the candidate’s name if you have not unlocked the profile or if they do not have a resume.

Automate your initial candidate screening process with AI-powered video assessments.

Video assessments streamline the evaluation process by enabling you to assess candidates’ competencies and personality traits. With AI-driven analysis, you can make more informed hiring decisions efficiently.

To create a video assessment, click + Create New. A popup will appear for you to name the assessment. Once named, you will be redirected to the setup screen, where the following steps will guide you:

Interview Question

Select or create questions aligned with the job’s competencies, such as Adaptability, Leadership, or Analytical Thinking. For custom questions, click Create Question, choose a competency, specify duration (30, 60, or 90 seconds), set retakes (1-3), and save. AI suggestions and editing options are available for refinement.

Example: "Describe a time when you successfully navigated a challenging team dynamic."

Personality Assessment

Choose criteria from the "Big Five" traits: Openness, Conscientiousness, Extraversion, Agreeableness, and Neuroticism. Hover over the info icon for detailed explanations.

Interview Rating

Assign weightage to personality traits and interview responses to generate an overall candidate score.

Interview Invite

Link the video assessment to a campaign. (If no campaign exists, create one first—redirect users to the campaign creation module.)

Preview

Review all setup details, confirm the configuration, and finalize your video assessment.

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Video Assessment

Track and manage all your video assessments in one place.

Video assessments have color-coded status indicators to show their current state:

Active: Represented by a green status ball. Active assessments are live and cannot be edited. You can pause or archive them using the menu options.

Paused: Represented by a gray status ball. Paused assessments can be activated or archived but cannot be edited.

Inactive: Represented by a yellow status ball. These assessments can be edited or archived.

Draft: Represented by a blue status ball. Draft assessments can be edited or archived.

Each row on the dashboard contains key details about a video assessment:

Connect Campaign: Displays the name of the connected interview invite campaign.

Created By: Shows the name of the user who created the assessment and the creation date.

Archived video assessments are listed under the "Archived" tab. You can review or restore assessments as needed.

While sourcing candidates, you can directly add a candidate to a video assessment. Use the "Add to" dropdown menu, and select the video assessment you’ve created from the list. This ensures the candidate is seamlessly added to the desired assessment. Bulk candidates can also be added at once to streamline the process.

Candidates identified as suitable through AI Screening can be added to a video assessment. This helps in evaluating them further with customized interview questions and personality assessments.

If you have candidates stored in your talent pool, you can add them to a video assessment. Simply locate the candidate in the talent pool, and use the "Add to" option to assign them to the assessment.

Video assessment details 

Candidate status in video assessment

Candidates are displayed in a table format with columns:

Name (Candidate's name), Interview Rating, Date (Action date), Job (Associated job), 

Status, which can include:

• Complete (Green): Candidate completed the assessment.
• Invite Sent (Gray): Invite sent but not yet started.
• In Progress (Yellow): Candidate is currently working on the assessment.
• Invite Expired (Red): Assessment link expired after the set duration.

Error

If an error occurs (e.g., technical issues or connection failures), a warning triangle will appear next to the candidate's row.

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Change Status:

Use the dropdown at the top to change the status of the video assessment (e.g., from Active to Paused or vice versa).

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Archive Assessment:

Easily archive any video assessment from the detail view using the archive button. 

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In the Video Assessment tab of the profile, you can:

• Review the candidate's Interview Rating and Details.
• Check the Interview Questions to evaluate their responses.

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Workspace

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Here are all the workspaces to structure your work.

The Workspace feature allows you to structure and organize your recruitment tasks, with each workspace serving as a dedicated area for managing specific projects or candidate pipelines.

Hover over the Side Navbar to reveal the menu and click on “Workspace”.

Click on “+ Create Workspace” to add a new workspace.

Add a Workspace Name based on your recruitment needs

Hover over the Side Navbar to reveal the menu that says “Default Workspace”. 

Click on the arrow to switch between the available workspaces

• Active workspace
• Other workspace

Each workspace will only display the Sourcing and Jobs you’ve created or started within that specific workspace.

Rename workspace

• Hover over the Side Navbar to reveal the menu and click on “Workspace”.
• Click on the workspace box (...) to rename the workspace.

Duplicate workspace

Delete workspace

• Hover over the Side Navbar to reveal the menu and click on “Workspace”.
• Click on the workspace box (...) to delete the workspace. The default workspace cannot be deleted.  

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Configuration

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Simplify and enhance your recruitment process by connecting with essential tools and systems

Qureos offers seamless integrations with various platforms to streamline your recruitment workflows. Access integrations by navigating to Configuration > Integration Card. Integrations include email platforms, job posting services, and ATS/CRM systems, ensuring smooth candidate sourcing and management.

Email & LinkedIn integration allows you to connect your preferred email platform to manage communication directly from Qureos.

Gmail: Connect your Gmail account to enable direct outreach, candidate replies, and campaign activation.

LinkedIn: Connect your Gmail account to enable direct outreach, candidate replies, and campaign activation.

Microsoft Outlook: Link your Outlook account to manage candidate communication and activate campaigns.

List of all ATS:

Qureos integrates with over 50+ ATS and CRM systems, including Google, Outlook, and LinkedIn, enabling efficient data management and workflow automation. To view the full list of supported systems, go to Configuration > Integration Card and scroll down. You can also use the search bar to find specific platforms

Manage and organize candidate statuses across pipeline stages.

Candidate statuses are used to represent the progress or outcome of candidates in the pipeline stages. These statuses are grouped into two categories: default and custom. Default statuses are pre-defined and linked to specific actions, while custom statuses can be tailored to your hiring needs.

Default statuses include the following groups:

Archived: Rejected (red), Not Interested (red).

Application: Application Accepted (green), Needs Review (yellow).

Hired: Hired (green), Pending Offer (yellow).

Offer: Needs Offer (yellow).

Outreach: Outreach Pending (yellow), Unreachable (red), Reached Out (green).

Replied: Replied (green).

Video Assessment: Assessment Sent (yellow), Assessment Expired (red), Assessment Submitted (green).

To create a custom status, click on the "+Create Status" button. A popup will open where you can define the following details:

Status group name: Assign a group for the status (either select an existing group or create a new one).

Status name: Enter the name for the status. If you type a new word, the system will provide an option to create a new status.

Status color: Select a color to visually distinguish the status.

View and manage all status groups, including both default and custom statuses, in the system. Custom statuses allow flexibility and can be edited to match your recruitment workflows.

Modify the name, group, or color of a custom status to keep your system aligned with evolving workflows. Default statuses cannot be edited but remain consistent throughout the system.

If a custom status is no longer needed, you can archive it to keep your system organized. Archived statuses are retained for reference but won’t be available for new assignments.

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Complete and manage your company profile

Your company profile showcases your organization's identity and helps candidates learn more about you. Completing this profile ensures better visibility and professionalism on Qureos.

Update the company cover picture and company logo

Upload your company logo and cover picture to create a visually appealing profile. These elements represent your brand and make your company profile more engaging.

Update company information:

• Your company profile includes details such as the company name, handle (your Qureos profile link), employee count, description, industry, country location, website, and social media links (Facebook, Instagram, LinkedIn, Twitter).
• To update these details, click the pencil icon, and a left drawer will open where you can edit your information. Switch tabs from "About" to "Socials" to update social media links and country location.

Support

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Get personalized assistance and quick resolutions with Qureos Support.

This option lets you connect with a sales agent for personalized assistance and support whenever you need help with Iris.

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