Release Notes 07/08/2026

Group Companies

What Group Companies is

Some of our clients run several separate companies under one parent. Until now each of those companies was its own separate space in Recruit, and there was no way to look across them.

Group Companies links a parent company to its subsidiary companies. Nominated people at the parent can then see jobs, candidates and reports covering every company in the group, from a single login. Everything else stays as it was. Each company keeps its own jobs, candidates, settings, pipelines and branding, and people working in a subsidiary only ever see their own company.

A few rules worth knowing:

There are two levels only. A parent cannot also be a subsidiary of someone else, and a company belongs to at most one group.
Nobody sees across companies by default. Group access is granted to named individuals at the parent company, and it can be limited to a chosen set of subsidiaries rather than the whole group.
There are two levels of group access. Group reporting can view group jobs, group candidates and group reports. Group admin can do all of that, and can also grant or withdraw group access for colleagues and manage the group's sign-on settings.
Everyday work is unaffected. Group screens are read-only, so jobs and candidates are still worked on inside the company that owns them.

Setting up a group and linking subsidiaries to it is done by Hireroad. Speak to your account manager to have your group configured.

Group jobs and Group candidates

Two new items appear in the left navigation for anyone with group access: Group jobs and Group candidates. Both are lists that span the companies you have access to, and both are read-only.

A Company dropdown sits at the top of each list. It defaults to All group, and you can narrow it to Parent only or to a single subsidiary. Your choice stays in place as you move between screens.

Group jobs shows the job title, the company that owns it, status, location, department, application count and creation date. Group candidates shows name, company, source, location and creation date. Candidate email addresses and phone numbers are deliberately left out of the group view.

Both lists are now paged, with Previous and Next controls and a footer telling you which rows you are looking at and how many there are in total. Previously both views quietly showed only the first twenty rows with nothing to say more existed. Changing the Company filter takes you back to the first page.

Group reports

Every report now works at group level. Go to Reports and open any report as you normally would. If you have group access, the figures cover the whole group and a Company filter appears so you can narrow it down.

The eight reports available across a group are Adverts, Sourcing, Pipeline, Offers, Time & Cost, Candidates, Diversity & Inclusion and Article 55 (Fair Employment).

Group figures are recalculated from the underlying data rather than averaged from each company's report, so time to hire, for example, is weighted by how many people each company actually hired. One deliberate exception: the Pipeline report shows stage counts and overall conversion at group level, but not stage to stage conversion rates, because subsidiaries run their own pipelines and the stages do not line up.

A careers page across the whole group

You can publish one careers page that lists open roles from the parent company and its subsidiaries together, with each job badged with the company it belongs to. Clicking a job takes the candidate to that role on the owning company's careers page, so branding and the application form stay correct.

This is set up in Settings, then Careers Page, in the Group Careers Aggregation section. Choose between Show only this company's jobs and Show jobs from this company and included subsidiaries, then use the toggles under Included subsidiaries to choose which companies appear. New subsidiaries are included automatically.

New this week, a View Grouped Careers Page button opens the live group careers page in a new tab so you can check it before you publish the embed code. It sits next to Copy Group Embed Code.

Sign-on across a group

Group admins can route sign-in by email domain. Go to Settings, then Security, and use Group SSO domain routing to map a domain such as your subsidiary's own to one of the group's identity providers. Someone from that subsidiary entering their work email is then sent to the right provider automatically. Mappings can be removed at any time, and a domain can only be mapped to one provider.

What's new

Single sign-on

You can now connect your own identity provider, including Microsoft Entra ID, so your team signs in with the same account they use everywhere else. Set it up in Settings, then Security, under Single sign-on. You supply a display name, the issuer URL and your client credentials, and the client secret is stored encrypted.

Require single sign-on for all users turns off password sign-in for your organisation once you are ready.

The sign-in page has changed to match. It now asks for your email address first and shows Continue. Depending on how your organisation is set up you then get either a password field or a button taking you to your identity provider. If sign-on is not configured for your email domain, nothing changes and you sign in with a password as before.

Single sign-on covers identity only. Roles and permissions are still managed inside Recruit.

Setting this up involves configuration on your identity provider as well as in Recruit. We have setup guides covering both sides, so contact your account manager and they will send them over and help you work through it.

More control over two-factor authentication

Administrators can now choose which two-factor methods their organisation permits, and email has been added alongside the existing options. That covers first-time enrolment, the sign-in challenge and step-up prompts.

Everyone can now manage their own methods from settings, adding or removing a method without asking an administrator.

Two-factor authentication is now mandatory for Administrator and HR accounts.

Forced password change on expiry

Where a password expiry policy applies, anyone signing in with an expired password is taken straight to a change password screen rather than being turned away.

Internal careers page

You can now advertise a role to your own staff without putting it on the public careers site. Internal careers page is available as a posting type when you publish a job, and internal roles appear only on your internal page.

The internal page has its own settings and its own embed code, both under Settings, then Careers Page, so you can drop it into an intranet or staff portal. Jobs can be posted internally, externally, or both.

Events tab redesign

The Events tab on a job has been rebuilt. Events are now a single flat list under a shared header rather than being split by type, creating an event happens in a dialog instead of taking over the page, and event format and cancellation are handled with toggle controls.

Candidate numbers on the tab are now grouped into a funnel so you can see how many people are at each point of an event at a glance. You can also pick attendees directly when setting up a static event.

Send an email or text message to several candidates at once

The pipeline view on a job now has a bulk send action for both email and text message. Select the candidates you want, choose a template, and send. Recipients are deduplicated and anyone without a usable address or number is skipped rather than silently failing the whole send.

Text messaging is an optional extra. To add it, speak to your account manager.

Requesting references

The request references email is now composed from a template in the rich text editor, so you can word it the way your organisation words things. The link in that email takes the candidate to a proper nomination form where they enter their referees' details.

Configurable system emails

System emails, the automatic messages Recruit sends on your behalf, can now be edited. There is a new System tab under Settings, then Templates, alongside the existing email and text message templates.

Text blocks on application forms

The form builder now includes a text content block. Use it to put instructions, guidance or a policy note in front of a candidate mid-form without asking them for an answer. It is written in the rich text editor, so you can format it and add links.

Links are added through a dialog that takes both the address and the wording you want the candidate to see, rather than dropping a raw URL into the text.

Pre-built fields in the Settings form editor

The catalogue of pre-built application form fields, previously only offered while creating a job, is now available in the form editor under Settings, then Application Forms. Pick a standard field such as cover letter from the list rather than building it by hand.

A default confidential shortlisting setting

Go to Settings, then Shortlisting, to set your organisation's default for confidential shortlisting. New jobs pick it up automatically from both routes to job creation. A confidential job now has to name the stage at which candidate identities are revealed, and you are warned if no reveal stage is set.

Control who can move candidates between stages

A new setting governs which roles can move a candidate through the pipeline. Once set, it is applied everywhere a stage move can happen rather than only on the pipeline board.

Automatically advance completed applications

A job can be set to move an application out of the first stage automatically once it is complete, so your team is not clearing a queue of applications that need no decision. This is set per job.

Edit a job's expiry date after it is published

You can change the expiry date on a live job, and the new date is pushed out to every channel the job is posted to rather than only being updated in Recruit.

View a CV without leaving the candidate

A candidate's CV now opens inline on their profile instead of in a new browser tab, so you can read it while looking at the rest of their record.

See a candidate's notes across every job

The job selector on the Notes tab now has an All Jobs option. Choose it to read every note left on a candidate across all of their applications in one list, newest first, with each note labelled with the job it belongs to. Previously you had to work through the jobs one at a time with no indication of which ones had notes on them.

To write a note you still pick a specific job, because a note belongs to one application.

A clearer candidate timeline

Timeline entries now say which job they relate to, so a candidate who has applied for several roles no longer produces a run of events you cannot tell apart.

Where a candidate has more than one application, the timeline also opens with a short summary listing each job and the stage the candidate has reached on it. You can see how far someone got on each role without opening every pipeline in turn. Candidates with a single application see the timeline exactly as before.

Everything sent to a candidate on one tab

The Communications tab on a candidate now records every email Recruit sends them, including interview scheduling and event emails, video interview invitations from Hireflix, offer and onboarding emails, and reminders. Each entry records what was actually sent rather than a generic description, and you can preview the body of a message from the tab.

Job board applications are attributed automatically

Applications arriving from a job board are now credited to that board without anyone tagging them by hand, so your sourcing report reflects where candidates really came from.

Smaller additions

Unreviewed applications on the jobs list: each job on the jobs list now shows how many applications are waiting to be looked at.
Search candidates by phone number: candidate search now matches phone numbers, and ignores spaces, brackets and dialling code differences.
Attach a cover letter when adding a candidate by hand: manually created candidates can have a cover letter attached at the point of creation.
A "None" option for HR location access: HR users can be given no location restriction at all as an explicit choice, rather than it being implied.
Active administrators are added to new jobs: administrators are now added automatically to newly created and duplicated jobs.
Criminal convictions as its own compliance pack: criminal conviction questions have been split out into a separate compliance pack so they can be applied independently of the rest.
Approval request emails name the approver: the Approval Requested email is now personalised for each approver rather than being identical to everyone on the chain.
Manual identity reveal is back for Administrators and HR: the control to reveal a candidate's identity manually on a confidential job has been restored.
One LinkedIn feed URL: the LinkedIn Limited Listings feed is served from a single public address rather than a token in the link.

Improvements

Clearer job board posting errors

When a job fails to post to a board, the message now names the field in words you recognise rather than an internal identifier, explains the problem in plain English, and links you to where you can fix it. Errors about credentials point you at Integrations rather than at the job.

Retrying a failed job board posting

Where a posting failed because of something in your board configuration, such as a missing poster email, retrying now works once you have corrected the configuration. Previously the retry stayed blocked until someone made an unrelated edit to the job itself.

The Retry button is also now switched off, with a tooltip explaining why, in the cases where a retry would be refused. If a retry does fail, the reason is shown rather than nothing happening.

Multi-page application forms open on their own page

An application form with multiple pages now opens on a full page rather than in a dialog, and candidates can save and come back later.

Job creation wizard scrolls back to the top

Moving between steps in the job wizard now returns you to the top of the form instead of leaving you halfway down the previous step.

Bug fixes

Scorecards and feedback

Editing a feedback form changed old scorecards: a submitted scorecard now keeps the exact questions that were asked at the time. Previously, editing the feedback form afterwards changed the wording shown against answers already given, and could leave answers attached to the wrong question.
Free text answers were visible in blind mode: written answers on a scorecard are now masked where blind shortlisting applies.
Yes/No answers displayed oddly: yes and no answers now read as Yes and No.

Jobs and job setup

Duplicating a job lost form settings: duplicating a job now carries over its application form field settings, including which fields are marked as personal details. These were previously dropped.
Job templates lost form field properties: saving a job template and reapplying it no longer strips properties from its form fields.
Board selections were lost on save and exit: job board choices made on a draft are kept when you save and exit, and you are returned to the same place on the page.
Board specific options were ignored during validation: options set for an individual job are now taken into account when the job is validated for a board.
The template picker ran off the screen: the job description template picker now stays inside the visible area.
Line breaks disappeared from template adverts: advert text created from a template keeps its paragraph breaks.
Continuing a draft job: the prompt to continue a draft job now behaves correctly, and you are warned properly before leaving unsaved changes.
Attachments failed silently: a job attachment that fails to attach now reports the failure rather than appearing to have worked.

Application forms and applying

Removing an answered field had no effect: deleting a field from an application form now takes effect even when candidates have already answered it.
Forms lost their standard field links: saving a form on an individual job now repairs the links between its fields and the matching fields on the candidate record.
Email addresses were not normalised: email addresses entered on a public application are now normalised, so the same person applying twice is recognised as the same person.
The apply footer overlapped on mobile: buttons at the bottom of the careers application now stack on small screens.

Candidates and lists

Active Candidates included people who were not active: the Active Candidates count and list now exclude hired, disqualified and incomplete candidates.
The tag picker did not filter: typing in the candidate tag picker now narrows the list.
CV redaction failures were invisible: where a CV could not be redacted for blind shortlisting, the record now says so rather than showing nothing.

Dates and figures

Dates shifted by a day: offer start dates, and employment and education dates on a candidate's history, now display in the month and day they were saved rather than shifting for people in some time zones.
Hourly salaries lost their pence: hourly rates now show pence, and a range with the same figure at both ends is shown as a single rate.

Careers site and feeds

CV previews, logos and form images would not load: CV previews, uploaded logos and images placed in an application form content block now display correctly.
Job board feed addresses: job board feeds are served from their proper public address.

Templates and communications

Stored templates lost formatting when opened: existing templates now load into the rich text editor with their formatting intact.
Template tabs became unreachable: the text message and system template tabs are reachable again.
Reference actions appeared to roles that could not use them: reference request actions are no longer offered to people whose role does not permit them.