The guides

Configuration reference

A job has up to five configuration tabs. Resume Screening appears only when enabled, and Settings is available only while editing. Create and Edit share the other core configuration areas, although the order differs.

Running the workspace

Before you scale up

Create and Edit use the same configuration

Both paths use the same core configuration. The main difference is how you enter and leave the flow.

The tabs shown in the configuration flow are:

• Resume Screening, when resume screening is enabled
• Interview Screening
• Job Description
• Application Form
• Settings, when editing an existing job

The order differs slightly between Create and Edit. During creation, Fabric starts with screening and interview setup before moving to the full job description and application form. During editing, Job Description appears first and Settings is also available.

Open Create New Job

From the Jobs page, select Create New Job. The window asks you to add a job description. Choose one of the available methods.

Choose whether to allow resume screening

Use Allow Resume Screening to decide whether Fabric should shortlist candidates based on their resumes.

• When selected, the job configuration includes the Resume Screening tab.
• When not selected, the creation flow starts with Interview Screening instead.

Select Continue. Fabric processes the job description and prepares the configuration for review.

Work through the configuration tabs

Fabric now opens the configuration it prepared from your job description. Each tab has its own reference page. Review every section rather than accepting the generated setup as-is.

Complete and publish the job

Use Back and Next to move between the creation tabs. Review every section before completing the Application Form.

When you continue from the final creation step, Fabric saves the configuration, publishes the job, and opens the new job page.

Open the Edit flow

1. Open the job from the Jobs page.
2. Open the job's actions menu and select Edit.
3. Select the tab you want to update: Job Description, Resume Screening (when enabled), Interview Screening, Application Form, or Settings.
4. Make the required changes.
5. Select Save.

Where to make each change

What changes affect

When editing a published job, review changes carefully.

• Changes to Job Description affect the information candidates see and the role context Fabric uses.
• Changes to Competencies, Work Experience, Education, Red Flags, screening instructions, or the Resume Skill Score Cutoff affect resume-screening decisions.
• Changes to interview formats, personas, questions, weightage, instructions, or the Interview Cutoff affect future interview experiences and evaluations.
• Changes to the Application Form affect the information requested from future applicants and may affect eligibility rules.
• Changes to Settings can pause applications or interviews, change candidate communications, or change who can access the job.

Open the Job Dashboard

1. Open the Jobs page.
2. Find the job you want to manage.
3. Click the job card.

The breadcrumb at the top shows Jobs followed by the current job name, helping you confirm that you are working in the right candidate pool. The dashboard is organized into four working areas:

Understand the candidate funnel

The tiles near the top summarize the job's candidate funnel. Each shows the number of candidates who have reached or cleared a particular point. The exact set can vary with the job's screening and interview configuration.

Read them in order: comparing adjacent tiles shows how many candidates made it through each configured step. Open the Candidate Report and review the supporting evidence before acting on any count.

Use the job-level actions

The controls at the top-right of the dashboard apply to the job or its candidate pool.

The last three sit in the three-dot More options menu. Available items depend on your permissions.

Upload candidates in bulk

Bulk Upload gives you two ways to add candidates: upload PDF, DOC, or DOCX resume files (or a ZIP containing them), or upload a CSV file containing candidate details.

Find the right candidates

The candidate-list columns

The visible set depends on your Columns selection and product configuration.

Select candidates and apply bulk actions

The Bulk Options button appears only after you select at least one candidate.

1. Use filters, search, sorting, and the date range to create the intended candidate group.
2. Select the checkbox beside each intended candidate. If you use the header checkbox, confirm its displayed selection scope and count before continuing.
3. Confirm the selected count.
4. Click Bulk Options.
5. Choose an action, complete any required field, and review the confirmation before applying it.

Recommended dashboard workflows

Good practices

• Check the job name before uploading or updating candidates.
• Use quick filters for common queues and Filters for precise criteria.
• Build a focused column view for each task rather than trying to show every field at once.
• Open the Candidate Report before making a hiring decision based on a score or status.
• Treat cheating indicators and automated evaluations as review signals, not standalone decisions.
• Verify the selected count before every bulk action.
• Use extra care with manual overrides, candidate emails, and deletion.
• Export and share candidate data only through approved systems.

Frequently asked questions

Open a Candidate Report

1. Open the relevant job in Fabric.
2. Find the candidate in the job's candidate list or pipeline.
3. Select the candidate to open their report.

The report opens with a header containing the candidate's identity, summary information, scores, and actions; a navigation panel for Candidate Details, Resume, Interview, and Communication History; and the selected page's detailed evidence.

The report header

The header remains your quick-reference area while reviewing the report.

Header actions menu

Open the three-dot menu for additional report and application actions. The options shown vary with your permissions, the job configuration, and the candidate's current state.

Candidate Details

Select Candidate Details for the application-level facts that frame the rest of the evaluation.

Use Employment Details to assess practical alignment with the role's compensation, experience, location, and joining requirements. Separate a genuine constraint from a preference, and avoid treating missing information as a negative signal without clarification.

Resume

Select Resume to review both the screening analysis and the resume's parsed content. When the resume did not clear the configured threshold, a Resume didn't pass Screening Criteria banner appears; authorized recruiters can select Mark Resume as Cleared to make a deliberate exception. Before overriding, inspect the score, analysis, work history, and the job's screening criteria.

Interview

Select Interview to review the candidate's AI interview. The page can contain three tabs (Interview Recording, Interview Report, and Transcript Insights), depending on the interview's status and the job's configuration.

Communication History

A timeline of candidate communications sent through Fabric. Each event can show the communication or template name, whether it was sent by email or WhatsApp, the date and time, whether sending succeeded, and an error message when it failed.

Use the timeline to confirm whether a message was sent, avoid duplicate reminders, investigate why a candidate may not have progressed, and identify failed messages that need another approved contact method. This is the place to look when a candidate says they did not receive something; Analytics → Notifications covers the same records across many candidates for reporting.

A recommended evaluation workflow

The report is most useful when reviewers follow a consistent evidence order.

1. Confirm the candidate and application context. In the header and Candidate Details, confirm identity, review experience, notice period, expected compensation, and location, inspect eligibility status and custom-question answers, and note missing or inconsistent information.
2. Review the resume evidence. Read Resume Analysis, inspect Resume Skills Analysis and its reasoning, and verify the analysis against Work Experience, Projects, and the resume itself.
3. Review the interview summary. Note the overall Interview Score, inspect the pattern in Skills Analysis, read the strengths and weaknesses, review communication analysis in the context of the role, and check whether the report is incomplete.
4. Validate with primary evidence. Inspect low, high, or surprising question scores, use timestamps to watch the relevant answer, compare the recording with the transcript and feedback, and investigate any cheating or proctoring signal.
5. Resolve operational questions. Use Communication History to confirm outreach. Send reminders when a step is incomplete, request re-evaluation when analysis is incomplete, allow a retake only when a new attempt is justified, and apply overrides only after documented review.
6. Record and communicate the decision. Add concise evidence-based notes, update the hiring stage, share the view-only report or PDF only with authorized reviewers, and keep the rationale tied to the role's documented requirements.

How to interpret scores responsibly

Apply the same role-relevant evidence, escalation rules, and override process to every candidate. Document exceptions so the hiring team can audit the decision.

Sharing and privacy

Candidate Reports contain personal and potentially sensitive hiring information.

• Use Share Report only for authorized reviewers.
• Confirm who can open the link and whether it expires or can be revoked before sharing it.
• A shared report is view-only, but recipients can still read its contents.
• Use PDF options to exclude recording links or cheating indications when they are not required.
• Do not forward resume links, interview links, application links, recordings, transcripts, or downloaded files beyond the approved hiring team.
• Follow your organization's access, retention, and deletion policies.

Frequently asked questions

In short

A strong Candidate Report review combines four layers:

1. Application context from Candidate Details;
2. Resume evidence from Resume Analysis and the candidate's history;
3. Interview analysis from scores, skills, strengths, weaknesses, and communication signals;
4. Primary evidence from individual answers, the transcript, and the recording.

Workspace roles

Job-level access

When inviting a non-Admin team member, you can assign one or more jobs and choose an access level for each job.

The available access levels change with the selected workspace role. Fabric shows only valid choices in the invitation flow. Workspace-level restrictions, including compensation visibility, still apply when a job-level label appears broader.

Owner is an assignment available only to supported roles during applicable invitation flows. The existing-job collaborator control lists the access levels that can be granted there, which may not include Owner.

Access can also be granted per job after the fact, from Settings → Access on the job itself.

Add one team member

You need access to the Team page to invite members.

1. Open Team from the Fabric sidebar.
2. Select Invite Member.
3. Enter the person's Full Name and Email Address.
4. Choose a role: Admin, Manager, Recruiter, or Panel, and review the description displayed for it.
5. Select Next.
6. For a non-Admin invite, choose the jobs the person should access and set the required access level for each.
7. Send the invitation.

Invite several members together

Use Bulk Invite when several people need to be added at once.

1. Open Team and select Bulk Invite.
2. Add each person's Name, Email, and Role.
3. Continue to job assignment.
4. Choose jobs and access levels for eligible non-Admin members.
5. Review the batch and send the invitations.

Invited members receive an email with instructions to join. Invitations expire after 7 days.

Manage active members and pending invitations

The Team page separates active members from invitations that have not yet been accepted.

Recommended permission checks

Before sending an invitation, confirm:

• The email address belongs to the intended person.
• The workspace role matches their responsibilities.
• They are assigned only to the jobs they need.
• The job-access level is sufficient but not broader than necessary.
• Panel users should not need access to compensation information.

Review workspace access when responsibilities change or when someone leaves the hiring team.

Configure candidate notifications for a job

1. Open the job and select Edit Job.
2. Open Settings, then Candidate communication.
3. Under Candidate Notifications, configure Email Invites for Scheduled Interviews and Interview Reminders.
4. Select Save.

Review both settings before publishing or updating the job. When a notification setting is off, Fabric suppresses the corresponding automatic communication flow. These settings do not replace a recruiter's responsibility to review candidate communication and follow up when appropriate.

Both toggles live in Settings → Candidate communication, alongside the job variables used in email templates.

What gets sent, and when

These timings summarize the standard automation reviewed above. Messages are rechecked before delivery, so a reminder may be skipped when it is no longer relevant.

Application and interview-start reminders

When a recruiter adds a candidate through a resume upload or CSV and the candidate clears the required screening checks, Fabric can send an email explaining that the candidate should continue, plus a WhatsApp message with the relevant Fabric link, normally about 5 minutes after they become eligible. A candidate who applies directly and clears the checks but has not continued to the AI interview receives the same pair about 15 minutes later.

If an eligible candidate still has not completed the AI interview, Fabric continues the sequence: email at 10:30 AM and WhatsApp at 7:00 PM on days 1, 2, 3, and 7.

Incomplete-application reminders

For a bulk-added candidate whose resume is cleared but whose application is incomplete, Fabric can send completion reminders on days 1, 2, 3, and 7: email at 10:30 AM and WhatsApp at 7:00 PM.

These messages ask the candidate to finish the application rather than claiming that an interview is ready before the required application details have been completed. A direct applicant who starts but leaves before completing the application can receive a follow-up email on day 1 at 10:30 AM.

As soon as the candidate completes the application, the remaining completion reminders stop. If the candidate is then eligible for the interview, the interview-reminder flow can take over.

Scheduled-interview communications

When a candidate schedules an AI interview, Fabric can send several time-sensitive communications.

Missed-interview communications

If the candidate has reached the rescheduling limit, the email explains the next available route rather than promising another reschedule.

Failed attempts and stage emails

If Fabric records a web interview attempt as failed and the candidate needs a recovery route, it can send an immediate email and WhatsApp message. These messages guide the candidate back to the interview rather than treating the failed attempt as a completed evaluation.

A workspace can also connect a custom email template to a Panel Interview Stage. When a recruiter changes a candidate to that stage, Fabric sends the linked email if the candidate is still on that stage when the send is processed. The subject, body, links, and reply address come from the saved template. This automation is email-only.

When Fabric skips a message

An automatic message can be suppressed when:

• the candidate has already completed the required application or interview step;
• the candidate has been screened out of that flow;
• the candidate rescheduled after a missed interview;
• the interview link is no longer available;
• the job or workspace is no longer accepting applications;
• the job is inactive or incomplete;
• the relevant Interview Reminders or Email Invites for Scheduled Interviews setting is off; or
• the planned send time is no longer useful, such as a day-of reminder time that has already passed.

This prevents candidates from receiving reminders for steps they have already completed or can no longer take.

Review communication activity

There are two places to look, and they answer different questions.

Create an email template

Open Email Templates from the Fabric sidebar. Use the template list on the left to search for or select an existing template, or select New Template to create one. Your workspace access determines whether this page and its controls are available.

1. Select New Template.
2. Enter a clear Template Name. This name helps your team find the template; candidates see the email subject and body.
3. Enter the candidate-facing Subject.
4. Add CC addresses if other recipients should receive a copy, separated by commas.
5. Set Reply To to the address that should receive candidate replies.
6. Write the Email Body and add variables where information should change for each candidate or job.
7. Choose whether to enable Send once.
8. If the email should be automated, select an Interview Stage.
9. Select Preview, review the rendered email, then return and select Save Template.

Add variables

Variables personalize a template using the candidate and job information available in Fabric. Click a variable to insert it into the field you most recently selected: Subject or Email Body.

Job metadata variables insert the matching value from the job: Assignment Link, R1 Calendar Link, R2 Calendar Link, R3 Calendar Link, Custom Link, and Custom Text.

Use the variable chips in the editor rather than typing placeholders from memory.

Preview and save

Select Preview to check how the template reads with example values. Review:

• candidate and company naming;
• the subject line;
• spacing and paragraph breaks;
• every application or interview link;
• CC and Reply To addresses; and
• whether the message still makes sense if a candidate sees it only once.

Select Back to Editor to make changes, then Save Template.

Link a template to a stage

Use the Interview Stage field when an email should be sent as a candidate moves through the panel workflow.

1. Open or create the template.
2. Choose the required Interview Stage.
3. Confirm the subject, body, variables, and reply address.
4. Enable Send once if the candidate should not receive the same stage email more than once.
5. Preview the email and select Save Template.

Available values depend on the workspace configuration and can include scheduled rounds, Shortlisted, On Hold, Rejected, Offered, Joined, and assignment stages. Choose No Stage when the template should not send automatically from a stage change.

How stage automation works

The automation starts when a team member changes the candidate's Panel Interview Stage to the stage connected to the template. The template editor does not provide a custom timing or delay field for this automation; treat it as a stage-triggered send.

If Send once is enabled, repeated movement into the same stage does not send the same template to that candidate again.

Use a template without stage automation

A template with No Stage remains available for supported manual email flows, such as selecting candidates and using Send Template Email. In the email window, select the required template, review the selected candidate group, confirm the message is appropriate for every recipient, and send.

Use stage automation for a predictable one-to-one stage transition. Use manual bulk email when the communication should go to a deliberately selected group instead.

Before activating a stage-linked template

Confirm that:

• the chosen stage matches the action described in the email;
• one template is not already connected to that stage;
• the candidate-facing subject and body are complete;
• all inserted job metadata values exist;
• application, interview, assignment, and calendar links are the right type;
• Send once matches the intended behavior; and
• candidate replies go to a monitored address.

Filter the Analytics page

The filters at the top apply across the metric cards, charts, job breakdown, and Notifications section.

Understand the metric cards

Use the cards to compare period activity. Do not calculate funnel conversion directly from cards whose events use different cohorts.

The charts

Job breakdown

When the view contains multiple jobs, Analytics displays a job-level table. The table is hidden when the view is already limited to one job.

Columns cover Job (shown as Profile Name in some interfaces), Total Applications, Resume Uploaded, Resume Cleared, Eligibility Cleared, Resume & Eligibility Cleared, AI Interviews Conducted, AI Interviews Cleared, Interview Credits, Resume Credits, and Avg Interview Duration: the same measures as the metric cards, but one row per job.

The table supports column sorting and column menus. It displays 10 rows per page when more rows are available.

Notifications

The Notifications section shows candidate email and WhatsApp activity for the selected page filters.

Use the column filters to narrow records by Candidate (text contains), Job (text contains), Channel, and Status. You can sort by Candidate, Job, Channel, Date & time, or Status. The table shows 25 rows by default, with options for 50 or 100.

Use Notifications to investigate failed communication, identify the template used, compare email and WhatsApp activity across a job or period, and understand which hiring team members are associated with the job. To check what was sent to one candidate, open Communication History on their report instead.

Export Analytics to CSV

There are two separate Export CSV controls.

Use the Notifications export when you need a communication-delivery audit or a list of failed messages for follow-up.

Recommended workflows

Analytics describes activity in the selected period; it does not explain every hiring outcome by itself.

Competencies

Competencies are the capabilities candidates need for the role.

At least one competency is required. Add each competency separately, then classify it:

Use the Required and Preferred classification deliberately. It tells Fabric how strongly each competency should influence resume screening.

Work Experience

Use Work Experience to describe the professional experience an ideal candidate should have. For each item, choose:

• Required: Candidates missing this experience may not clear automated screening and should be reviewed before any hiring-stage decision.
• Preferred: The experience is beneficial, but candidates are not rejected solely because they do not have it.

Education

Use Education to record education-related expectations. The section contains:

Each item can be classified as Required or Preferred. Avoid making education Required unless it is genuinely necessary for the role.

Red Flags

Red Flags are narrow, job-related conditions that can affect automated screening and must be reviewed before a hiring-stage decision.

Use only objective requirements that are necessary for the role and have been reviewed under your organization's hiring policy, such as:

• A legally required license is missing or expired
• A required safety or compliance certification is absent
• The resume explicitly states the candidate is unavailable for a mandatory schedule or location requirement

Additional Resume Screening Instructions

Turn on Additional Resume Screening Instructions when the standard sections do not fully express how resumes should be evaluated.

Use this area for role-specific instructions, exceptions, or context. These instructions supplement Competencies, Work Experience, Education, and Red Flags rather than replacing them.

Resume Skill Score Cutoff

Use Resume Skill Score Cutoff to set the minimum competency score a resume must achieve for automated screening.

• The scale runs from 1 to 10.
• Candidates below the selected cutoff do not clear automated resume screening.
• The cutoff applies to the configured competency score, not the candidate's overall fit or final hiring stage.

A higher cutoff creates a stricter filter. Before increasing it, confirm that the Required and Preferred Competencies accurately represent the role and that candidates below it receive appropriate human review.

Interview Format and Recruiter Persona

When creating the interview for the first time, start in Interview Format and Recruiter Persona.

Section Weightage

Section Weightage controls how much each enabled interview section contributes to the overall interview score.

Drag the section boundaries to adjust their relative weight. Use Reset if you want to return to the default distribution.

Give higher weight to the sections that best predict success in the role. The combined weightage represents the full interview score.

Resume Based Questions

Turn on Resume Based Questions to ask questions personalized to each candidate's resume. Configure:

The time badge updates to show the estimated duration contributed by this section.

Skill Based Questions

The Skill Based Questions section lets you customize the interview questions used to assess candidates' competencies. You can:

• Review questions generated for the role
• Add questions
• Edit or delete questions
• Drag questions to change their order
• Regenerate the full question set
• Adjust Evaluation Strictness
• Group or filter questions by competency
• Randomize questions so candidates receive different questions from a prepared pool

Guesstimates

Turn on Guesstimates to add estimation questions.

Use these questions to assess structured thinking, assumptions, numerical reasoning, and the candidate's ability to break an ambiguous problem into manageable parts. The interface shows the estimated time added by this section.

Puzzles

Turn on Puzzles to include questions that assess logical reasoning and aptitude.

Add, edit, or remove the puzzles that are appropriate for the role. Use this section selectively; a puzzle should measure something relevant to the job rather than simply making the interview harder.

Logistic Questions

Turn on Logistic Questions to ask miscellaneous or practical questions during the interview. For each question, you can configure:

You can add multiple questions and drag them into the desired order.

Custom Instructions

Turn on Custom Instructions to change how the AI interviewer conducts the interview. The section is divided into:

• Instructions for Starting the Interview: Guidance for how the interviewer should open the conversation.
• Instructions for Ending the Interview: Guidance for how the interviewer should close the conversation.

Interview Cutoff

Use Interview Cutoff to set the minimum score required to clear automated interview screening. This result is separate from the recruiter-owned hiring stage.

• The scale runs from 1 to 10.
• A higher value creates a stricter passing threshold.
• The cutoff should reflect the question difficulty and the Section Weightage used for the interview.

Transcript Insights

Turn on Transcript Insights to add a custom analysis that Fabric should run on interview transcripts.

Use this when you need an additional structured insight that is not already covered by standard interview scoring, such as evidence of ownership, collaboration, adaptability, or another role-specific signal.

Write the instruction as a clear analysis request. Transcript Insights does not add another question to the candidate's interview.

Job Details

Key Responsibilities

Key Responsibilities describes what the successful candidate will do in the role.

The section is required. Add each responsibility separately so it can be reviewed and edited clearly. Fabric uses these responsibilities to prepare relevant interview questions and evaluate each candidate's experience against the role.

Use AI Generate Again if you want Fabric to regenerate responsibility suggestions, then review the result before continuing.

Company Details

Experience

Set the minimum and maximum years of experience expected for the role.

Location

Set the role's:

• Country
• City, with support for more than one city

Both are required. Location should align with the selected Work Mode.

Salary

Set the annual compensation or CTC using Currency, Minimum, and Maximum.

Perks & Benefits

Add the benefits that make the opportunity attractive, such as flexible working, learning support, insurance, or a performance bonus. You can add your own items or use the suggestions shown in the interface.

Job Tags

Use Job Tags to categorize the job for your recruiting team. Tags can represent a function, working model, priority, or another internal grouping.

Pre-Interview Form

Use Show Section to display or hide the application fields as a group. The available fields are preconfigured for consistency, but you can choose which are visible for the job:

• Relevant Experience
• Current Salary (Yearly)
• Expected Salary (Yearly)
• Notice Period Fields
• Preferred Work Location
• Application Source

The eye control on each field indicates whether candidates will see it. These fields connect to other controls in the job:

• Relevant Experience must be visible before Experience Eligibility can be used.
• Expected Salary (Yearly) must be visible before Salary Eligibility can be used.
• Notice Period Fields display the related notice-period questions together.

Custom Questions

Use Custom Questions to collect role-specific information before the interview. You can add, remove, and reorder questions. The available application-form question types are:

For supported question types, select Consider for eligibility only when the answer tests an objective, job-related requirement. Verify the response before making a rejection decision.

Question Library

The Application Form also includes a Question Library with ready-to-use questions.

Search the library, review a question's type, and select the add control to include it in the form. You can edit the added copy afterward without changing the library's original question.

General

Cheating

Candidate communication

Access

Use Access to control who can work with the job.

Taxonomy and competencies

• Use the labels shown in Fabric when discussing the setup with your team: Competencies, Required, and Preferred.
• Keep Required Competencies focused on capabilities that are genuinely essential.
• Use Preferred Competencies for useful differentiators rather than hidden requirements.

Rejection rules

• Make screening rules, Red Flags, and cutoffs explicit, objective, and job-relevant.
• Require documented human review before moving a candidate to Rejected.

Interview design

• Use the selected Interview Format as a starting point, then review every generated question.
• Match question type to the capability being assessed. Do not use Coding or System Design questions unless practical technical assessment is relevant to the role.

Candidate experience

• Check Job Title and Company Name Pronunciation before inviting candidates.
• Keep application forms short. Collect information only when it supports screening, logistics, or the hiring decision.
• Save after editing each area, and verify candidate-facing messages and links before sharing the job.