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Elevator for hiring managers

A clearer view of your next hire.

Stay close to the people who could join your team. Elevator by Superset brings relevant candidate evidence, interview feedback and approvals together, helping you make informed decisions alongside your recruiter.

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What hiring managers need

Stay involved where your judgement matters.

Review candidate evidence, collaborate with your recruiter and keep decisions moving from one workspace.

  • Your next decision, in context

    See the roles, scorecards and approvals that need your attention, with the relevant candidate information close by.

  • A shared basis for discussion

    Compare independent feedback against the same criteria and explore differences with the interview panel.

  • An easier way to collaborate

    Work with your recruiter and finance partner through a connected process, from the hiring brief to the offer.

Decisions

Know where your team needs you.

See scorecards to complete, debriefs to attend and offers awaiting approval in one queue. Access is scoped to your own requisitions, with reminders that help keep candidates moving.

What’s included
  • Role-based access across seven roles and 43 capabilities, each full, scoped or none
  • Time-in-stage and feedback turnaround per loop, with a 48-hour escalation as the example
  • My Approvals: requisitions and offers in one queue with a badge count
Explore applicant tracking

Interviews and debriefs

Make the discussion about the evidence.

Agree the interview plan and scoring criteria for the role. Review independent scorecards side by side in the debrief, discuss differences and record the decision with the team.

What’s included
  • Panel words go to the debrief unedited; the decision log is the record
  • Gate 2: no committee decision on the record, no offer
  • Interview co-pilot question sets from the résumé and the role, live in the room
Explore interviews and scheduling

Offers

Review offers with the full context.

Share an approval inbox with recruiting and finance. Compare the six compensation components with the approved band, see total and recurring costs, and review the history of each offer.

What’s included
  • Offer states from draft to accepted, with issued, viewed and signed tracked per offer
  • Gate 3: compensation band approval before anything is signed
  • Joining stays blocked until background verification clears, visible on the offer itself
Explore offers and verified hire

Requisitions

Get a new role off to a clear start.

Create a requisition with the headcount, hiring reason and target date. The role follows its approval chain and pipeline template, keeping you informed as the search gets underway.

What’s included
  • Cost centre, legal entity and grade band carried for finance, without the hiring manager filling them
  • Evergreen flag for roles that never close; new or backfill as the reason
  • When Workday owns requisition creation, it arrives from there and Elevator writes status back
Explore requisitions and headcount

What you get

Elevator for the hiring manager

  • Needs-attention queue: scorecards due, debriefs waiting, offers to approve
  • Scoped visibility: own requisitions in full, including compensation, nothing else
  • Five-step requisition wizard: headcount, backfill or new, hiring manager, target date, evergreen
  • Interview loops defined once per role: rounds, panel roles, competencies, feedback SLA
  • Rubric-anchored scorecards with four-level behavioural anchors
  • Blind feedback: nobody sees another interviewer’s scorecard until their own is submitted
  • Debrief view with a competency heat-map and divergence surfaced, not averaged away
  • Feedback SLA per loop with escalation within the agreed response time
  • Offer approval inbox shared with the recruiter and finance
  • Band check on every offer, with a compensation approver added automatically on breach
  • Interview co-pilot: question sets from the résumé and the role, live in the room
  • Video via Teams, Zoom or Meet, with recording and transcript linked to the scorecard

Other solutions and the platform behind them

Elevator for hiring managers, answered

What is a hiring manager’s role in an ATS?
A hiring manager in an applicant tracking system opens the requisition, interviews or reviews candidates, decides at the debrief and approves the offer, while the recruiter runs the process around them. Elevator by Superset gives the hiring manager exactly that surface: one queue of decisions, scoped visibility of their own requisitions, rubric scorecards and debriefs, and an offer approval inbox shared with finance.
What does a hiring manager see in Elevator?
Their own requisitions in full, including compensation, and nothing on anyone else’s. Access is role-based across seven roles and 43 capabilities, and the scoping is enforced at the query level rather than hidden in the interface. The home page shows what needs their attention: scorecards due, debriefs waiting, offers to approve.
How do scorecards work?
Every round has a scorecard anchored to a rubric with four-level behavioural anchors per competency, so a 3 from one interviewer means what a 3 from another means. Interviewers cannot see each other’s feedback until their own is submitted. The debrief puts every scorecard side by side on a competency heat-map and surfaces where the panel disagrees.
How long does opening a requisition take?
Five steps: headcount, backfill or new, hiring manager, target hire date and the evergreen flag. The requisition then adopts a pipeline template from its department and seniority, complete with the interview loop and scorecards, and goes into the approval chain. When the HRIS owns requisition creation, it arrives from there instead.
How does offer approval work for a hiring manager?
Offers sit in an approval inbox visible to the recruiter, the hiring manager and finance at once, with the band check already applied. An offer outside the requisition’s band adds a compensation-committee approver automatically before final signature. Each approval, version and counter-offer is logged on the record with the actor.
What is the interview co-pilot?
The interview co-pilot generates question sets from the candidate’s résumé and the role, available live in the room. It drafts; the interviewer decides what to ask and scores against the rubric. AI drafts, rules route, people decide, and candidate data is never used to train a model.

Your next team starts here

Your hiring.
All together.

A walkthrough of Elevator, shaped around your roles, your people and your process.

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