Documentation & help

Chasseur de Talents is a recruitment SaaS (Software as a Service — software you access directly online, with nothing to install) platform built for SMBs without a dedicated HR team, independent recruiters, recruiting agencies, and large enterprises alike. It centralizes the entire recruitment cycle, from creating and publishing a job posting through to hiring the selected candidate, including automatic reception of applications, AI-powered resume analysis, and full pipeline tracking. The goal is to make a business owner or manager without HR training fully autonomous, by removing the need to manually read dozens of resumes and by structuring every step of the process. This manual documents the platform as it stands today, with real screenshots at every important step.

Before you begin, here are the essential things to understand about how the platform is built:

•Secure and separate between companies — each client organization is completely separate from the others: your campaigns, candidates, and documents are never visible to another company, even one using the same platform.

•AI-powered resume analysis — every application received (by email or through the job posting’s public page) is automatically read, summarized, scored against the job requirements, and ranked, removing the need for manual initial sorting.

•Multilingual — the interface is available in French and English, and switches instantly between languages without reloading the page or losing your place.

•Fully responsive — the platform is designed to work equally well on desktop, smartphone, and tablet, with two distinct and deliberately different presentations rather than a simple shrunken-down version of the same screen.

•Light and dark theme — available on every page, at all times, even before signing in, and remembered from one session to the next.

Access: sign-in screen, shown automatically when the platform opens, before any sign-in.

The login page is the platform’s entry point and the first thing every new user sees. It offers two sign-in methods that are equally secure: signing in with an existing Google account, which avoids creating yet another password to remember, and classic email-and-password sign-in for organizations that prefer to manage their access independently of Google. The left panel rotates through the platform’s key benefits (AI-powered resume analysis, estimated time savings, etc.), while the sign-in form stays on the right at all times. Language and visual theme can be changed right from this screen, even before signing in.

•1. With Google — click "Sign in with Google" and choose your organization’s account in the window that opens.

•2. With email and password — enter your email and password in the fields provided, then click "Sign in".

Check "Remember me" to stay signed in on this device for future visits, without having to re-enter your credentials.

The "Forgot password?" link starts an email-based reset procedure if you no longer remember your password.

The "Create an account" link opens the sign-up flow for a brand-new organization that doesn’t yet use the platform.

Access: screen shown automatically after signing in (dashboard).

Once signed in, the dashboard becomes your daily reference point: it’s the screen shown by default every time you sign in, and it brings together at a glance everything that deserves your immediate attention along with an overview of current recruitment activity. It’s designed to answer, within a few seconds, the question "what do I need to do today?" without having to navigate through the platform’s various sections. Every block on the dashboard links directly to the corresponding section if you want to dig deeper into a piece of information.

•"Priority actions" — lists qualified candidates with no response for several days, interviews to schedule this week, and recently confirmed hires, ranked by urgency.

•"Overview" — clickable counters for active campaigns, the talent pool, top profiles (best candidates across all campaigns), on-hold or archived campaigns, and CVs with processing errors.

•"Recent campaigns" — quick access to your latest published postings, with their status and candidate count, without opening the full list.

•"Statistics" — a glance at average time-to-hire and the breakdown of application sources (platform, email, web page).

The purple "New recruitment campaign" button, at the top right, immediately starts creating a job posting. The bell icon right next to it opens a two-tab panel: "Alerts" (candidates with no feedback, campaigns closing soon, scheduled interviews, CV errors — the same signals as the "Priority actions" block, but reachable at all times) and "Team activity" (a log of your colleagues’ recent actions: hires, scheduled interviews, completed evaluations), with a combined badge showing the total number of unread items across both tabs.

The left-hand menu, always visible on desktop, is the gateway to every section of the platform and stays identical no matter which screen you’re on, letting you switch sections in a single click at any time without ever losing your bearings. It groups nine main sections, organized from daily work (campaigns, candidates) toward more occasional tasks (administration, organization). At the bottom of the menu, a distinct block shows your profile (avatar, name, role) along with the sign-out button, separated from the rest of the navigation to avoid any confusion with the working sections.

•Recruitment campaigns list — every job posting, active, on hold, or archived.

•Candidates list — a global view of every candidate, across all campaigns.

•Talent pool — quality profiles kept for future hiring.

•Web pages — the public application page of every recruitment campaign, listed in a single place with its unique visitor count, a copyable link, and a direct shortcut to open it — without opening each campaign one by one to find its link.

•Interview preparation — tools to help you prepare interviews with your candidates.

•Statistics, Objectives and Reports — data-driven steering of your recruitment activity.

•Templates — reusable campaign models for recurring positions.

•Organization — your company's information and settings shared by the team.

•Administration — a separate menu item from Organization, where you manage your team members and their access rights.

Access: Main menu → Campaigns.

The campaigns list is where you find every job posting created by your organization, whether currently active, temporarily on hold, or archived after being filled. Click "Recruitment campaigns list" in the left menu to open it. Each row in the list summarizes the essentials of a campaign without opening it: job title, internal reference, status, number of candidates received, and how long ago it was created, letting you quickly prioritize where to focus your attention.

Filter by status using the three clickable counters at the top of the panel: Active, On hold, Archived.

Search for a specific campaign by job title or internal reference using the search bar.

A simple click on a row in the list opens the corresponding campaign’s full detail view.

Access: Main menu → Campaigns → click a campaign in the list.

A campaign’s detail view is the screen a recruiter uses most on a daily basis, since it centralizes both the job’s information and the tracking of candidates received for that specific posting. It’s organized into three distinct tabs, each addressing a different need: the job description shown to candidates, the automatic communication settings, and the operational tracking of applications. The counters shown at the top of the screen give an instant view of the pipeline’s state without having to open each candidate individually.

•Main page — job title, description, required skills, and main responsibilities, exactly as they appear on the posting’s public page.

•Acknowledgement + distribution — settings for the automatic message sent to each candidate as soon as their application is received, and distribution options for the posting.

•All candidates — the full list of people who applied to this specific campaign, with each one’s individual pipeline status.

•Pipeline counters — total applications, to meet, interview scheduled, rejected after interview, hired, and processing errors (resumes that couldn’t be automatically analyzed).

Every content block on the main page can be shown or hidden on the posting’s public page using the "Shown / Hidden" toggle next to its title, letting you precisely control what an external candidate can see.

Access: Main menu → Candidates (or Main menu → Campaigns → a campaign → All candidates tab) → click a candidate's name.

The candidate profile brings together, on a single screen, everything needed to evaluate a person and decide how to move their application forward, without having to open the original resume to find every detail. It opens by clicking a candidate’s name from a campaign’s list or from the global candidates list. The upper part shows the automatic analysis generated by AI from the uploaded resume, while the lower part groups follow-up actions and associated documents.

•AI analysis — a profile summarized in a few sentences, identified strengths, and watch points to validate during an interview, all automatically generated from the resume’s content.

•Work experience and education — automatically extracted from the resume and presented in a structured way, with no manual reformatting on your part.

•Pipeline actions — four possible statuses (To meet, Interview scheduled, Rejected after interview, Hired), each of which can be tied to a specific date to keep a clear history.

•Action buttons — Delete the record, View the original resume, browse Other attached documents (cover letter, portfolio), Download the resume, and Translate the resume into the other language.

Access: Main menu → Candidates.

Unlike a specific campaign’s candidate list, the global list accessible via "Candidates list" in the left menu shows every person who has applied to your organization, across all campaigns, past and present. It’s especially useful for quickly finding a candidate whose exact campaign you no longer remember, or for getting an overall view of your activity volume, with each person’s status and score shown directly in the list without having to open every profile individually.

•Cross-campaign search — find a candidate even if you no longer remember which campaign they applied to.

•Status and score visible directly — no need to open each profile to know where a record stands.

•Volume view — useful for quickly gauging the scale of your recruitment activity over a given period.

•Access: no dedicated screen — this happens automatically and is viewed on the candidate profile (see section 3.1, Main menu → Candidates → click a candidate).

AI-powered resume analysis is the mechanism that makes the platform usable without HR expertise: as soon as a resume is received, whether by email at a campaign’s dedicated address or submitted through the posting’s public page, it is automatically processed with no action required on your part. You never need to manually start an analysis or attach a resume to a candidate — matching it to the right campaign, extracting its content, and scoring it all happen in the background, typically within a few dozen seconds.

•1. Reception — the resume arrives either by email at the unique address generated for the campaign (see section 8.1) or by direct upload on the posting’s public page; both channels lead to exactly the same automatic processing.

•2. Reading and extraction — the document’s content (PDF or Word) is automatically read and structured: contact details, work experience with dates and titles, education, and mentioned skills, without you having to retype a single piece of information.

•Accepted formats — PDF or Word (.docx, .dotx), 5 MB maximum per document. Any other format (image, plain text, legacy Word .doc, or any other file type) is automatically rejected, regardless of the reception channel (see section 3.5).

•3. Scoring against the position — the extracted profile is compared against the required and preferred skills defined for the campaign (see section 2.2), producing a score and a ranking of the candidate relative to others who applied to the same posting.

•4. Summary and watch points — the AI writes a short summary of the profile along with a list of points to confirm during an interview (for example, a mentioned skill with no concrete associated experience), shown in the candidate profile (see section 3.1).

•5. Automatic ranking — the candidate appears in the campaign’s list with their score, allowing immediate sorting by relevance rather than by order of receipt, without having manually opened a single resume.

•Handling processing errors — if a document cannot be automatically analyzed (unrecognized format, corrupted file, scanned resume with no extractable text), the candidate appears in the campaign detail’s "processing errors" counter (see section 2.2), with the ability to view the original document anyway and process it manually.

•Translation on demand — the "Translate the resume" button on the candidate profile (section 3.1) generates a version in the other working language (French or English) of the already-extracted content, useful for sharing a profile with a colleague who doesn’t read the document’s original language.

•Generated interview questions — available from the dedicated "Prepare your interviews" screen (see section 3.7), a list of targeted questions is produced from the analyzed profile and the identified watch points, to prepare a structured interview with no manual prep work.

•Confidentiality — the analysis runs within a pipeline internal to the platform; a resume’s content is never visible to another organization, and its processing follows the same personal-data protection requirements as the rest of the platform.

Access: see the corresponding section above (no dedicated screen) — the score is shown on the candidate profile (section 3.1), in a campaign's list (section 2.2), and in the talent pool (section 4).

The score shown next to each candidate is not a weighted average computed by a fixed formula: it is a judgment produced by the same AI model described in section 3.3, given in a single pass the full content of the resume and the position’s precise context — title, description, required skills and preferred skills, exactly as you entered them when creating or editing the campaign (see section 2.2). The model returns a whole number from 0 to 100 along with, in the same response, the profile summary and watch points shown on the candidate profile. This design has a direct, deliberate consequence: the same resume, submitted to two different campaigns, can receive two different scores, since it is compared each time against different job requirements rather than evaluated in the abstract.

•What the score measures — how relevant the candidate’s profile is to this specific campaign’s requirements: the more the skills, experience, and education extracted from the resume overlap with the required and preferred skills you defined, the higher the score.

•What the score does not do — it never compares a candidate to those of another campaign, it does not factor in actions already taken on the record (interview, status), and it is never automatically recalculated afterward if you edit a campaign’s criteria after applications have already been received.

•Where it is shown — as a percentage next to each candidate’s name in a campaign’s list (section 2.2, sortable from most to least relevant), on the candidate profile itself (section 3.1), in the talent pool to prioritize who to contact first (section 4), and aggregated in the statistics recruitment funnel (section 5.1).

•A score of 0 — a score of 0 does not indicate a profile judged worthless: it almost always signals a technical failure of the analysis (unreadable document, unsupported format), in which case the candidate appears in the "processing errors" counter described in section 3.3, rather than a genuine evaluation of the profile.

•The score remains a decision aid, not a decision — it is designed to save you from manually reading every resume received and to help prioritize your attention, but changing a candidate’s status (to meet, interview, hired) remains entirely in your hands at every step.

•Access: no dedicated screen — the breakdown by reception channel can be viewed under Main menu → Statistics (see section 5.1).

However a resume reaches the platform, it goes through exactly the same automatic processing described in section 3.3 — analysis, scoring, ranking — and its origin remains visible in the statistics (section 5.1, breakdown by source). The same formats are accepted across all three channels: PDF or Word (.docx, .dotx), 5 MB maximum; any other format is automatically rejected, with no exception depending on the channel used. There are three distinct ways for a resume to enter a campaign’s pipeline.

•1. By email — every campaign has a unique, dedicated email address, automatically generated when it is created and prominently displayed on its public page (see section 8.1). A candidate simply sends their resume as an attachment to that address, exactly as they would for any email: no account, no form. The message is automatically intercepted, the attachment is extracted, and the candidate joins the corresponding campaign with no action required on your part.

•2. Through the posting’s public page — on the campaign’s public page (section 8.1), a candidate can upload their resume directly from their browser, computer, or phone, without going through an email client. The result for you is identical to the email channel: the candidate automatically appears in the campaign’s list, analyzed and scored.

•3. By manual upload from the dashboard — for a resume received through a channel outside the platform (professional network, referral, a paper application handed over in person), a recruiter can upload it directly within the relevant campaign’s detail view (section 2.2). The resume then follows the same automatic analysis pipeline as the other two channels — the only difference is who performed the initial upload.

•Breakdown visible in the statistics — the Statistics panel (section 5.1) shows the proportion of your applications received through each of these three channels, letting you see concretely where to focus your outreach efforts (for example, if nearly all your applications arrive by email, your postings’ public pages may not be shared widely enough).

Access: Main menu → Candidates (or Campaigns → a campaign → All candidates tab) → click a candidate → the interview evaluation records section on the candidate profile.

Beyond the AI-generated score, the platform lets any recruiter who has met a candidate record their own structured evaluation after an interview, directly on the candidate profile (section 3.1). Unlike the AI score, these records are written by humans and reflect the judgment of the person who actually conducted the interview; when several recruiters from your organization meet the same candidate, each can submit their own record, building a multi-voice evaluation file rather than a single opinion.

•Five rated criteria — Technical skills, Relevant experience, Communication, Cultural fit, and Motivation, each rated individually by the recruiter filling out the record.

•An overall recommendation — beyond the detailed criteria, each record ends with a four-level recommendation: "Strong yes", "Yes", "No", or "Strong no", summarizing the recruiter’s position in a way immediately readable by colleagues.

•A free-text comment — an open text field lets you add context that no numeric rating can convey (a concrete example raised in the interview, a specific concern to keep an eye on).

•Cumulative history — every record submitted for a candidate stays visible together on their profile, timestamped, letting the whole recruiting team read every opinion before deciding on a hire, rather than relying on a single interview.

Access: Main menu → Prepare your interviews.

"Prepare your interviews" is a dedicated screen, accessible directly from the main menu, that brings together every candidate already retained for an interview, across all campaigns, in a single list — rather than having to open each relevant candidate profile one by one to prepare every upcoming interview.

•One row per candidate — a card shows the name, the position, the campaign reference, and the date and time of the next upcoming interview. A candidate retained for an interview on two different campaigns appears only once, with an « X campaigns — click to choose » indicator: tapping or clicking opens a selector to switch between campaigns without ever mixing the two files.

•Two zones once the card is expanded — on the left, AI-generated interview questions specific to the selected campaign; on the right, the campaign’s full context (who the employer is, required and preferred skills, benefits offered, work arrangement, contract type, experience level, and salary), to recall the role without leaving the screen during the interview.

•Questions always in the right language — if a team member generated the questions in one language and another later opens the same card in the other language, the questions regenerate automatically in the language shown on screen, with no manual action needed. Each language keeps its own result in memory, so switching back and forth never requires a fresh computation once that combination has already been produced.

•Direct access to the full profile — a dedicated icon on each card remains clickable through to the full candidate profile, to review the detailed profile analysis without leaving the interview-preparation screen.

Access: Main menu → Talent pool.

The talent pool is a feature designed to avoid losing touch with promising profiles who ultimately weren’t selected for the position they initially applied to — a strong candidate for one role may well be a great fit for a different need a few months later. Every person marked as a quality profile, regardless of the originating campaign, is automatically gathered here, with no manual step required on your part. A free-text search lets you quickly find a profile by name, previously held job title, or skill keyword, turning what would otherwise be a lost application into a reusable resource for your future hiring. The talent pool becomes increasingly valuable as your recruitment history builds up, since it saves you from starting from scratch with every new campaign.

•Automatic addition — a candidate judged qualified on a campaign (high score, selected for interview) joins the pool with no extra step required.

•Free-text search — by name, previously held job title, or technical skill keyword.

•"Total talents" counter — shown at the top of the panel, giving a direct measure of your reusable profile pool’s size.

•Score shown per profile — carries over the rating from the initial AI analysis, to help prioritize who to reach out to first.

•Re-engagement — a pool profile can be attached to a new campaign without going through the entire application process again.

Access: Main menu → Statistics.

The Statistics panel turns raw recruitment activity into actionable numbers you can use to steer your strategy and identify what’s working, or not, in your process. It’s designed to answer concrete management questions: how long does it typically take to fill a position? Where do my best candidates come from? Which campaigns convert applications into hires most effectively?

Overall conversion rate and average time-to-hire, shown as key indicators at the top of the panel.

•Recruitment funnel — a visualization of the pool → to meet → interview → hired journey, with the conversion percentage at each step.

•Breakdown by CV source — platform, email, or web page (direct application).

Hires over the last 12 months, shown as a monthly chart.

•Campaign comparison — candidate volume, qualified count, and conversion rate, campaign by campaign, to identify your best-performing postings.

Access: Main menu → Objectives and reports (a separate menu item from Statistics, even though it complements the data found there).

This section complements raw statistics with management-oriented tracking, aimed at both the recruiter and company leadership: it lets you set quarterly recruitment objectives (for example, a target number of hires per department) and follow their progress in real time as applications are processed, with no manual calculation required. It also generates executive reports in PDF format, ready to be emailed or exported, to present your recruitment results to leadership without rebuilding a document manually every quarter. The goal is to turn HR reporting into a few clicks rather than a recurring manual compilation in a spreadsheet.

•Quarterly objectives — defined per department or job type, with a visual progress tracker (achieved, on track, off target).

•Executive reports — generated as PDFs, ready to share with no additional formatting needed.

•Email delivery — the report can be sent directly from the platform to a recipient of your choice (e.g. senior leadership).

•Export — the report can be downloaded for archiving or inclusion in an existing presentation.

•Frequency — objectives reset every quarter, with prior periods kept in history for comparison.

Access: Main menu → Organization.

The Organization panel centralizes your company’s identity information on the platform (name, logo, contact details) along with the tools that let several recruiters within the same organization collaborate effectively on the same campaigns, without duplicating work or losing track of who is doing what. This is also where you’ll find information about your subscription (current offer, status, upgrade options) and billing, making it the reference point for any administrative question about your company account rather than your personal one.

•Identity — organization name, logo shown on public job pages, and contact details.

•Subscription — current offer (trial, PRO, etc.), status (active, paused), and upgrade button where applicable.

•Billing — invoice history and access to saved payment methods.

•Collaboration — tools letting several recruiters from the same organization coordinate on the same campaigns without stepping on each other’s toes.

•Usage — tracking of quotas consumed (e.g. number of resumes analyzed) against your offer’s limits.

Access: Main menu → Administration (a separate menu item from Organization, reserved for administrator accounts).

This panel, reserved for accounts with an administrator role, provides access to the organization’s most sensitive management functions: adding and removing team members, assigning roles and their associated permissions, and reviewing the system log — a complete record where absolutely every important action, whether on the team, campaigns, or candidates, is logged and available to the organization’s administrator. This log is useful for internal reviews, or simply to understand exactly who performed a specific action, on what, and when.

•Team management — add a new member by email invitation, change an existing role, or revoke access that’s no longer needed.

•Roles and permissions — each member is assigned a role (e.g. administrator or recruiter) that determines which sections and actions they can access.

•System log — every event is numbered, timestamped (separate date and time, in the time zone of your choice), and categorized, with who performed the action, what it affected, the action itself, and an at-a-glance summary. Clicking an event shows a summary of related actions: for a candidate, their full journey; for a team action, other events by the same member or on the same item.

The log is fully customizable: columns can be reordered by drag and drop, resized, and shown or hidden through a dedicated selector — these preferences are remembered from one visit to the next. Every column can be sorted, a free-text search instantly filters the list, and the whole thing exports in one click to a file you can open in a spreadsheet.

•Retention — log events are kept for 365 days, then automatically removed.

Access: Main menu → Templates.

The "Templates" panel actually groups five separate reusable resources, spread across as many tabs, all designed to avoid re-entering the same information for every new campaign or every new interview. They belong to your organization and are shared among all its members.

6.3.1 Campaign templates

Reusable campaign models, designed for positions you recruit for regularly (for example, a retail sales position opened several times a year, or an intern hired every semester). Rather than re-entering the description, required skills, and distribution settings every time, a template lets you create a new campaign ready to publish in seconds, based on a job already defined previously.

•Creation — any existing campaign can be saved as a reusable template.

•Reuse — a new posting can be created from a template in a few clicks, with the option to adjust details before publishing.

•Editing — a template can be updated over time to reflect how your needs for that type of position evolve.

6.3.2 Email templates

Ready-to-use message templates for the key moments of the recruiting cycle — application acknowledgement, post-interview rejection, job offer — with placeholders such as {{name}} or {{campaign}} automatically filled in at the moment of sending. Each template can be duplicated and adjusted to your organization’s tone, in either working language, instead of writing every email from scratch.

6.3.3 Scorecard templates

Preconfigured interview-record templates (see section 3.6) by job type — for example, a grid focused on technical skills for a technology role, or one focused on sales results for a commercial role — each spreading a set of criteria weighted by percentage. Reusing a template grid ensures every recruiter on the team evaluates a given job type against the same criteria, rather than improvised grids that differ from one interview to the next.

6.3.4 Interview question bank

A library of reusable interview questions, sorted by category (experience, adaptability, problem-solving, sales, etc.) and by job type, in both working languages. It complements the questions automatically generated from a specific candidate’s profile (section 3.1) with a set of generic, proven questions applicable to any interview for the same job type.

6.3.5 Organization defaults

A preferences panel applied by default to every new campaign in your organization: default language, the score threshold above which a candidate is considered qualified, the email template automatically used for acknowledgements, time zone, and the option to enable automatic sending of the acknowledgement as soon as an application is received, instead of sending it manually each time.

•Time savings — together, these five resources eliminate repetitive re-entry of descriptions, messages, evaluation criteria, and questions for similar positions opened at regular intervals.

Access: Main menu → Organization. Both screens are reserved for specific roles within your organization and only appear for the accounts concerned.

•Confidentiality incident register — reserved for the organization's designated privacy officer. Lets you record any incident affecting personal information (unauthorized access, data loss, transmission error, etc.): nature of the incident, individuals affected, measures taken. Each recorded entry is retained for five years and may be disclosed to a privacy authority on request.

•Account closure — reserved for administrator accounts. Lets you request the permanent closure of your organization's account. Once the request is confirmed, a 30-day notice period elapses before all of the organization's data (campaigns, applications, résumés, and user accounts) is permanently deleted; the request can be cancelled at any time during this period.

Access: Main menu → Profile (click your name, at the bottom of the menu).

Your personal profile, distinct from the organization’s profile, groups everything that concerns you individually as a platform user, rather than what applies to your company as a whole. Click your name at the bottom of the left menu to open it: you’ll find your organization, your account type (role), your full name, your email address, and your phone number. This is also the screen where you manage your personal preferences for interface language and visual theme (light or dark), independent of settings that apply to the organization as a whole.

•Organization and role — a reminder of the company you belong to and your access level (administrator, recruiter, etc.).

•Contact details — full name, email address, and phone number tied to your individual account.

•Language — your personal display preference, independent of the language your colleagues have chosen.

•Theme — choice between light and dark mode, remembered from one session to the next on this device.

In addition to the dashboard reserved for members of your organization, the platform offers three public pages accessible without signing in, intended for external candidates. These pages are not part of the dashboard and require no Chasseur de Talents account to view: a candidate who receives a link opens it directly from any browser, computer, or phone. They are designed to be understandable by someone discovering the platform for the very first time, having never seen the recruitment dashboard, and follow the same personal-data privacy requirements as the rest of the platform: no real candidate data is ever exposed to another candidate or another organization.

•Job posting page — the public showcase of an active recruitment campaign, viewable by anyone who has the link.

•"Portal" link — a second address that displays exactly the same content as the job posting page; only the address differs, useful when you want to share a differently worded link (for example on a careers site) without duplicating the information.

•Account activation page — the screen a newly invited member of your organization uses to create a password and activate their access to the platform.

•No sign-in required — all three public pages are deliberately accessible without signing in, since an external candidate or a new employee does not yet have an account at the time they view them.

•Nothing crosses between organizations — each public page shows only information explicitly meant to be public (the job posting content, or a single recipient’s invitation details); no data belonging to another candidate, another campaign, or another organization is ever visible there.

Access: public link automatically generated for each campaign, shared with the candidate (no sign-in required); can be found under Main menu → Web pages (see section 10).

When you publish a recruitment campaign, the platform automatically generates a dedicated public page for that position, reachable through a unique link specific to that posting. This page is the external showcase for your posting: it is what a prospective candidate sees before even considering applying, whether the link was shared with them directly, posted on social media, or embedded on your own company website. It faithfully reproduces the job title, full description, required and preferred skills, and practical details (location, contract type, work mode, experience level, salary range when provided, and the application closing date), all within a clean, professional layout that inspires confidence at first glance.

•Header — your organization’s logo or icon, the job title, your company name, and the offer’s unique reference displayed to make any later communication easier.

•Practical details — compact badges summarizing the contract type, location, work mode (on-site, hybrid, remote), experience level sought, salary range if provided, and the application closing date.

•Skill tags — visual labels reflecting the position’s key skills, letting a candidate check at a glance whether the posting matches their profile.

•Required and preferred skills — two separate lists distinguishing must-have requirements from the additional strengths that will set apart two otherwise equivalent applications.

•Benefits — when provided, the benefits offered for this position (insurance, remote work, retirement plan, and any other element that makes the posting more attractive) appear in their own section on the public page, separate from the general description, to catch the eye of a candidate comparing multiple postings.

•Sending an application — a dedicated email address unique to this campaign is prominently displayed, and a direct upload form is also available on the page; the candidate attaches their resume through either route, with no need to create an account or fill out a complex form, and their resume will be automatically received, analyzed, and ranked by the platform. Accepted formats: PDF or Word (.docx, .dotx), 5 MB maximum — any other format is rejected, with a clear message inviting them to upload the right type of file.

•Language and theme selector — available at the top of the page at all times, letting the candidate view the posting in the language and display mode (light or dark) of their choice, exactly as on the rest of the platform.

Public job posting page (accessible without signing in)

•Note — The "portal" link displays this exact same content — it is not a different page or form, only the visited address changes.

Access: unique link sent by email at invitation time (no sign-in required); the invitation itself is sent from Main menu → Administration → Team management (see section 6.2).

When an administrator invites a new member to join your organization on the platform (see section 6.2 — Administration), the invited person receives, by email, a unique, single-use link to this activation page. This step marks the new user’s very first interaction with the platform: it is here that they turn an invitation received by email into real, working access, by choosing their own password. The email address shown on this page comes exclusively from the invitation sent by your organization and cannot be changed by the invited person at this step, which guarantees that the account created matches the person the original invitation was meant for.

•Invitation context — your organization’s name is prominently displayed in the header, reassuring the new user that the invitation received is legitimate.

•Full name — pre-filled when available from the invitation, but editable by the invited person before activation.

•Locked email address — shown for reference with a "locked" label; it cannot be changed at this step since it matches the exact recipient of the invitation sent.

•Password creation — a password of at least twelve characters must be created and confirmed a second time, with a button to temporarily reveal the typed password to avoid typing mistakes.

•Activation — once the form is complete, the "Activate my account" button creates the account, automatically signs the new user in, and redirects them straight to their organization’s dashboard, ready to use immediately.

Access: floating icon always visible at the bottom right of the screen once signed in (not part of the main menu).

The AI assistant is a floating chat window, available at all times once you're signed in, that has read and understood all of your candidate records and campaigns — so you can ask it a question in plain language ("how many qualified candidates do I have for the sales position?", "what's Jean Tremblay's status?", "which campaigns close this week?") instead of hunting for the information yourself across the various panels. It's designed for a business owner or recruiter with no technical training: no precise commands to memorize, a simple question asked as you would to a colleague is enough.

•Opening — a dedicated icon, always visible at the bottom right of the screen on both desktop and mobile, opens the chat window with a single click or tap; a discreet reminder bubble occasionally appears (at most once every two hours) for anyone who may have forgotten it's there.

•Movable window — on desktop, the chat window can be dragged to another part of the screen so it never covers the information you're consulting at the same time; on mobile, it occupies touch-appropriate space while respecting the device's safe areas.

•Replies in French or English — the assistant always answers in your interface's current display language, and switches instantly if you change language mid-conversation.

•Audio playback of replies — a "Listen" button reads the assistant's reply aloud, useful while on the move; a "Stop" button interrupts playback at any time.

•Proposed actions, never auto-executed — when a question implies a concrete action (for example, putting a campaign on hold), the assistant shows a confirmation card precisely summarizing the proposed change ("change *Retail salesperson* [REF-123] from Active to On hold?"); the action is only carried out after an explicit click on "Confirm", never on its own initiative.

•Rating replies — every assistant reply can be rated with a thumbs up or thumbs down, which helps improve the quality of future replies without ever sending your candidate data outside the platform.

•Clear history — a dedicated button, with an explicit confirmation before deletion, clears the displayed conversation history; this does not delete any candidate or campaign data, only the chat thread with the assistant.

•Usage quota based on your plan — the number of questions you can ask the assistant may be limited per day or per session depending on your subscription plan; once the limit is reached, a distinct message clearly indicates it, with a direct link to the "Usage" panel (see section 6.1) and, where applicable, an invitation to upgrade your plan.

•Confidentiality — the assistant only answers using your own organization's data; it never has access to another client company's candidates, campaigns, or statistics.

Access: Main menu → Web pages.

Every published recruitment campaign automatically generates its own public page (see section 8.1). The "Web pages" panel, reachable from the navigation menu (section 1.3 on desktop, bottom navigation bar on mobile), gathers every one of these pages, active or past, in a single place, without having to open each campaign one by one to find its link — a necessity as soon as you're managing several campaigns at once.

•Complete, always up to date list — every campaign with a public page appears here automatically as soon as it's created, with no manual step required; a campaign created tomorrow will appear in this panel exactly like those that already exist today.

•Unique visitor count — every page displays a badge showing its unique visitor count, giving a direct measure of your posting's reach (shared on social media, sent by email, embedded on your own website) without needing an external analytics tool.

•Sorted by popularity — pages are ranked by descending visitor count, then by title, to immediately spot your most-viewed postings.

•One-click copyable link — a dedicated button copies the page's full address to the clipboard, ready to be pasted into an email, a message, or a social media post.

•Direct opening — a button immediately opens the public page in a new tab, to check its exact appearance as a candidate would see it, without going through the campaign's detail view.

•Status shown — each campaign's status badge (active, on hold, archived) stays visible directly in the list, so you know at a glance whether a still-accessible page corresponds to a posting still open for applications.

The three screens presented in this section already exist in the platform’s code and were built to the same visual standards as the rest of the interface (same colors, same window components, same light/dark behavior), but are not yet wired to a button or menu accessible from the current dashboard. They are documented here as a preview, so you understand what they will do once activated in a future update, rather than for artificial completeness: none of the screenshots in this section come from a menu you can open yourself today by clicking somewhere in the application.

•Talent pool (multi-campaign selection) — a standalone selection window letting you pick candidates already present in other campaigns. Note: the same functionality already exists live, built into campaign creation, under the collapsible "Import from talent pool" section (see section 2 "Create a campaign") — this window is an unwired alternate version.

•Recruiter profile — a personal preference screen letting you choose how the AI assistant addresses you in its written replies (masculine, feminine, or neutral grammatical agreement, relevant in French).

•Team management — a screen tracking your user quota against your subscription offer, with an upgrade message once the quota is reached.

•Note — These three screens will be wired into the dashboard navigation in a future update; this section of the manual will be updated with the exact steps to reach them once activated.

On smartphone and tablet (under 900 pixels wide), Chasseur de Talents doesn’t simply shrink the desktop screen while keeping the same layout: the entire interface is redesigned for thumb use, in the style of major professional apps recognized for their mobile usability (LinkedIn, banking apps). This design requirement is deliberate and documented in the platform’s internal standards, with the explicit goal that no screen should ever look like a desktop site simply squeezed into a narrower frame.

A fixed bottom navigation bar entirely replaces the desktop’s side menu — it stays available at all times, wherever you are in the app, within the zone of the screen naturally reachable by the thumb.

Every section opens in a panel that slides up from the bottom of the screen (a "bottom sheet"), with rounded corners and a grab handle at the top, rather than in a new page that would replace the entire screen.

Every touch target (buttons, icons, links) measures at least 44 × 44 pixels, the minimum size recommended by accessibility standards for an accurate, comfortable finger tap.

The interface strictly respects the device’s safe areas (notch and gesture bar at the top/bottom on iPhone, Android navigation bar): important content is never hidden behind these hardware elements.

Transitions (opening/closing panels, scrolling, theme changes) are deliberately smooth, between 240 and 300 milliseconds, for a premium feel rather than abrupt, mechanical changes.

•Note — On tablet, screen width (typically 768 to 900 pixels in portrait orientation) still triggers this mobile presentation; in landscape orientation on a large tablet, the interface may switch to the desktop presentation described in Part 3 once the available width exceeds that threshold.

The mobile login screen follows exactly the same functional logic as the desktop version — signing in with Google or with email and password — but its visual layout is entirely reorganized into a single vertical column, suited to a narrow screen and to top-to-bottom reading rather than a two-column side-by-side layout. The carousel presenting the platform’s benefits, which occupied a fixed side panel on desktop, becomes a strip that scrolls horizontally above the sign-in form, letting you swipe through the different messages with a finger without taking up extra vertical space. The language selector and theme button remain accessible at the top of the screen, even before signing in, exactly as on desktop.

Once signed in on mobile, the dashboard shows exactly the same informational content as on desktop — priority actions, overview, recent campaigns, statistics — but its layout is entirely rethought for vertical thumb scrolling rather than reading across several side-by-side columns. Each information block is stacked one below the other in priority order, from the most urgent (priority actions) to the most general (overall statistics), so the most important information always stays visible first, without needing to scroll.

The top bar (see section 4) always stays visible at the top of the screen, even while scrolling the page — it retracts slightly, going from 56 to 44 pixels tall, to free up more reading space for the content.

A floating purple "+" button, permanently positioned at the bottom right of the dashboard screen, lets you create a new recruitment campaign in a single tap, without having to look for a button in a menu or toolbar.

Counter rows too wide to fit on a narrow screen (like the "Overview" section) become strips you scroll horizontally with a finger swipe, with a slight fade effect at the edge indicating there’s more content to discover.

Notifications (the bell) remain accessible at the same relative position as on desktop, right next to the personalized welcome message.

The top bar, always visible at the top of the screen on mobile, shows, left to right: the logo and the full name "Chasseur de Talents" (which scrolls gently left and right and loops back if the available space is too narrow to display it in full, rather than being truncated or abbreviated), then a "⋮" (three vertical dots) button grouping secondary settings, and finally the sign-out button, always kept separate and immediately visible.

4.1 The ⋮ menu

This menu was deliberately introduced to group three occasionally used settings, so the top bar isn’t cluttered with many separate icons that would leave less room for the platform’s name. Tapping the button opens a small panel containing:

•Language — instantly switches the entire interface between French and English, with the active language indicator clearly visible.

•Report an issue — opens a simple form to send a message directly to the support team, with the option to attach a screenshot of the issue encountered.

•Dark / light mode — immediately switches the visual theme for the whole app, remembering your choice for future visits.

Tapping outside the menu’s area, or tapping the "⋮" button itself a second time, closes the menu without performing any action.

4.2 The sign-out button

The sign-out button always stays visible, on its own, at the far right of the top bar — it is never hidden inside the ⋮ menu or any other submenu, precisely so a user can sign out in a single tap at any time, without having to search for this essential function. This design choice follows a simple security principle: on a shared device or one used in a mobile professional context, being able to sign out quickly matters just as much as being able to sign in quickly.

•Fixed position — always at the far right of the top bar, never moved depending on the screen shown.

•Distinct icon — a clearly identifiable sign-out icon, in a different color from the other buttons to avoid accidental taps.

•Immediate effect — a tap signs out of the session right away and returns to the login screen, with no extra confirmation step.

The bottom navigation bar is the heart of all mobile navigation and functionally replaces the desktop version’s side menu. Six icons are spread across a horizontally scrollable strip, within the zone naturally reachable by the thumb without having to change your grip on the phone, giving access to the sections used most frequently day to day: Campaigns, Candidates, Web pages, Prepare your interviews, Statistics, and Organization. A small animated chevron appears at the edge of the strip whenever more icons remain hidden on that side, indicating you need to swipe to reach them. This bar stays fixed at the bottom of the screen at all times, regardless of which section you’re in. Your profile (name, preferences) remains accessible from the main menu, not from this bar.

Behavior is identical for each of the six sections, which makes navigation predictable once the pattern is understood:

1. Tapping an icon opens a panel that slides up from the bottom of the screen (a "bottom sheet"), on top of the currently displayed content, without leaving the current page.

•2. A grey handle appears at the top of the panel — you can drag the panel down with your finger to close it, exactly as on most modern native iOS and Android apps.

3. An "X" button at the top right of the panel also closes it with a simple tap, for people who prefer not to use a swipe gesture.

4. The panel always stops just above the bottom navigation bar, which stays visible and fully tappable even while a panel is open — so you can switch sections directly without first closing the current panel.

5.1 Campaigns

This panel opens your organization’s recruitment campaigns list, with content strictly identical to the desktop version but rearranged for touch: the Active / On hold / Archived counters appear at the top, horizontally scrollable if the screen is particularly narrow, followed by a search bar and the campaigns stacked vertically, one per row, rather than presented in a multi-column table. Each row shows the job title, reference, status, candidate count, and how long ago it was created.

Tapping a campaign opens its full detail in full screen, with the same three tabs as the desktop version (Main page, Acknowledgement + distribution, All candidates) and the same pipeline counters, rearranged into a single vertical column. A back button appears at the top left of the screen to easily return to the campaigns list without losing your place.

The mobile version of Chasseur de Talents was designed to respect the touch habits already acquired by users of mainstream consumer mobile apps, in order to minimize the learning curve for someone discovering the platform. Here are the design principles worth knowing to navigate efficiently:

Swiping down on the grey handle at the top of a panel closes it, exactly as on native iOS and Android apps that most users are already used to.

Content strips wider than the screen (counter rows, some menus) scroll horizontally with a simple finger swipe; a slight visual blur at the edge of the strip signals there’s more content to discover in that direction.

No touch gesture is ever strictly mandatory to reach a feature: every gesture-based action always has an equivalent visible button (for example, the "X" button in addition to the simple swipe to close a panel).

The app can be added to your phone’s home screen (iOS and Android) for one-tap access, exactly like an already-installed native app, without going through a browser.

While the vast majority of content and features is strictly identical between the two versions, a few deliberate differences exist between the mobile and desktop versions, primarily to focus the mobile experience on the most frequent day-to-day tasks rather than reproducing the full information density of a desktop screen.

The talent pool, campaign templates, and team administration remain, for now, available only from the desktop version; on mobile, day-to-day essentials (campaigns, candidates, statistics, organization, profile) are surfaced in the bottom navigation bar.

Creating a new campaign is done via the floating (+) button at the bottom right on mobile, whereas it goes through the button at the top right of the dashboard on desktop — the creation form itself is then perfectly identical in both versions.

The platform’s name scrolls in the top bar only when the screen is too narrow to display it in full; on desktop, it is always shown in full, with no scrolling whatsoever, since available space is never a limiting factor.

The three public candidate pages described in section 8 of the desktop version (job posting page, portal alias, account activation) are fully functional on smartphone and tablet, since a candidate or new employee most often views them from their personal phone, by tapping a link received by email or shared on social media. Unlike the internal dashboard, these public pages have no bottom navigation bar or bottom sheets, since they are not a multi-tab navigation space but a single, self-contained page: their mobile layout instead consists of content stacked in a single full-width column, with sections clearly separated by rounded cards, designed to be read with a thumb with no need to zoom or scroll horizontally.

•Single full-width column — every information block (practical details, skills, description, sending an application) takes up the full width of the screen and stacks vertically, never requiring horizontal scrolling or zooming.

•Compact header — the job title, organization name, and offer reference stay visible at the top of the screen, with the language and theme selectors always reachable in one tap, exactly as on the desktop version.

•Prominent application email — the resume-sending block stays near the top of the page, so a candidate in a hurry doesn’t need to scroll far before finding how to apply.

•Touch-adapted activation form — on the enrolment page, the input fields (name, password, confirmation) are sized for comfortable typing on a touch keyboard, with tap targets of at least 44 pixels for every field and button, in line with the platform’s touch accessibility standards.

The three screens described in section 9 of the desktop version follow, on smartphone and tablet, the exact same design patterns as the rest of the mobile dashboard: bottom sheets sliding up from the bottom with a grey handle, rounded corners, and a dimmed backdrop behind the panel. As with the desktop version, these are previews of screens already built in the code but not yet wired to a button in the current menu — the screenshots below show their real mobile rendering, taken directly from the same code that will display once these features are activated.

•Talent pool — the candidate list displays as a full-screen bottom sheet, single column, with the search bar and add button always reachable without excessive scrolling.

•Recruiter profile — the gender-preference form adapts to full width, with touch-sized selection buttons.

•Team management — the usage gauge and member list stay readable in a single column, with no horizontal overflow, regardless of screen width.