Gestion des utilisateurs

Add and manage people from your Team / Company team area. Inviting and managing team members is available to Admin, HR, and Manager roles (Employees cannot invite).

Roles Careersome uses four roles:

• Admin: full company administration, including Organization settings. Company-wide access to entitled modules (jobs, onboarding, performance, engagement, time off, activities, compensation, succession, offboarding, reports, stories, and so on).
• HR: the same HR operations and reporting as Admin for entitled modules, without Organization settings.
• Manager: dashboard plus team tools for their direct reports (team time off, team performance, team development, team compensation, team activities), and their own personal "My..." pages. Managers can also invite team members.
• Employee: dashboard and personal "My..." pages only.

Every capability above also depends on the module being entitled for your organization.

Inviting a team member

1. Open your Team area
2. Start an invitation
3. Provide:
   • First name and Last name (required)
   • Email (required)
   • Role (required): Admin, HR, Manager, or Employee
   • Job title (required)
   • Department (optional)
   • Reporting manager (optional): sets their place in the org chart and who approves their requests
   • Message (optional): included in the invitation
4. Send the invitation

The invitee receives an email invitation. You can view pending invitations and resend as needed.

Seat and headcount limits Invitations are checked against your plan limits:

• Recruiter seats: the Admin, HR, and Manager roles consume recruiter seats. If you are at your package's recruiter-seat limit, inviting another Admin/HR/Manager is blocked until you free a seat or upgrade.
• Careersome Light headcount cap: Light tenants have an overall team-member limit; inviting past it is blocked.

If an email is already registered, the invite is rejected as a duplicate.

Ongoing management

• Edit a member's role, department, reporting manager, or job title
• View an individual team member's record
• Remove a member who has left

Good practice

• Assign the smallest role that fits the person's real duties
• Keep reporting managers accurate so manager features and the org chart work
• Remove leavers promptly to free seats