➱ Flow 2: Talent Management – From Application to Assignment
This flow focuses on building and maintaining the agency's most valuable asset: its talent pool.
➱ Stage 1: Candidate Entry (Website —-> Recruitment)
The process of building the talent pipeline is simple and automated.
• Website: Candidates visit the dedicated "Career Page," find the right job, and use the "Apply Now" page.
• Submission: They can submit their resume or a simple LinkedIn profile link.
• Result: This form instantly creates an Applicant record within the Odoo Recruitment application.
➱ Stage 2: Qualification and Interview (Recruitment)
The Recruiter takes control of the new application.
• Automated Activity: An activity for an initial qualification call is automatically created and assigned to the Recruiter.
• Confirmation: The applicant receives an automatic confirmation email.
• First Interview: After qualification, the applicant moves to the "First Interview" stage, receiving a mail template with an Appointment link. This allows the candidate to select an interview slot at their convenience, streamlining scheduling.
➱ Stage 3: Assessment and Readiness (Recruitment)
Building the reserve pool is crucial for quick placements.
• Skill Assessment: During the interview, the candidate's skills are assessed and added directly to their Odoo record.
• The Reserve: The candidate is moved to the "Reserve" stage, or can be tagged as "Reserve" at any point, making them immediately available for future opportunities.
➱ Stage 4: Linking and Assignment
This is where the two flows merge, maximizing placement efficiency.
• The Match: Using a custom Many-to-Many link (via Studio), the recruiter can connect the candidate's Applicant record directly to relevant CRM Opportunities (Flow 1). This is a game-changer for data filtering and consistent workflow management.
• Assignment: Once linked, the Applicant can move through the final stages: Second Interview, and ultimately, Contract Signed.
• Post-Assignment: Odoo’s flexible design means that after a mission is complete, the placed talent can simply revert back to the "Reserve" stage, ready to be matched with the next incoming Opportunity.
➱ Where the Two Flows Finally Meet
The real strength of this model is where sales and recruitment intersect.
Clients, opportunities, applicants, interviews, agreements, and invoices all live in the same ecosystem. There’s no need to reconcile data across tools. Everyone works from the same source of truth.
For agencies supporting GCCs, this matters more than ever. Hiring volumes fluctuate. Roles evolve. Global expectations don’t slow down. A unified system makes it possible to scale without losing control.
➱ Final Thoughts
In a fast-moving talent market, agencies don’t fail because they lack effort. They fail because systems don’t scale with them.
Odoo 19 gives Talent Acquisition agencies a practical advantage—not by adding complexity, but by removing friction. CRM, Recruitment, Website, and Invoicing work together the way agencies already think. Automated actions reduce follow-ups. Clear stages improve visibility. Teams collaborate instead of chasing updates.
For agencies working with enterprises and Global Capability Centers, this isn’t just operational efficiency. It’s how you move from being a vendor to becoming a long-term hiring partner.
And in today’s market, that difference matters.
📩 Get in touch with us today at contact@serpentcs.com to explore how we can help digitize your operations.
