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Careersome is easiest to understand when you read it in two ways at the same time: by lifecycle workflow and by role.

Lifecycle view

1. Hire Recruitment handles jobs, applications, candidate scoring where AI is enabled, evaluations, pipeline movement, interviews, and offers.

2. Join Pre onboarding and onboarding handle document collection, checklists, template assignment, tasks, knowledge resources, and readiness before and after day one.

3. Work and coordinate Employees use personal pages for leave, reviews, development, activities, and tasks. Managers coordinate approvals and team actions. HR runs company workflows where the module is enabled.

4. Review and develop Performance, development, and probation workflows help teams set goals, run feedback cycles, track progress, and follow up with structured next steps.

5. Reward and plan Compensation and succession planning help the organization connect pay, readiness, bench strength, and future critical roles.

6. Understand Dashboards, reports, and Stories turn the live data from the modules into trends, summaries, exports, and narrative insights.

7. Exit cleanly Offboarding closes the loop with handovers, access revocation, return tasks, exit interviews, and document collection.

Role view

• Admin owns company configuration and broad organization wide control.
• HR owns people operations across the enabled modules.
• Manager works across team approvals, team visibility, and personal tasks.
• Employee works mostly through personal pages and assigned actions.

Module map

• Recruitment: company wide hiring workflows and candidate pipeline.
• Performance management: review cycles, 360 feedback, probation, PIPs, and analytics.
• Development: personal goals, team development, and growth plans.
• Employee onboarding: templates, task assignment, resource hubs, and completion tracking.
• Employee engagement: surveys, templates, sentiment, and action planning.
• Time off: requests, balances, approvals, and policy administration.
• Activities and timesheet: work logging, attendance style tracking, approvals, and reporting.
• Compensation: cycles, salary bands, proposals, budgets, and employee pay context.
• Succession planning: plans, successor candidates, readiness, risk, and insights.
• Offboarding: exit workflows, templates, access revocation, handovers, and interviews.
• Analytics and reporting: exports, dashboards, trend views, and leadership level summaries.
• Stories and AI chat: narrative workforce insights and assistant style answers where entitled.
• Organization chart and organization settings: company structure for everyone who has access, and organization level configuration for Admin.

Navigation The sidebar usually groups work into Personal, Team, HR operations, Analytics, and Admin. If a menu item is missing, check both the role and the plan scope before assuming something is broken.