Connect candidate information, interview scheduling and placement readiness
Coordinate the administrative work around recruiting and placement, with selection and suitability decisions kept with the responsible recruiter or client.
For Recruitment owner, resourcing manager or placement coordinator
Agree who can change rules, approve exceptions and authorise each write. Keep a history of source records, rule versions and action results. Detect partial failures, reconcile before retrying and assign unresolved cases to a named owner.
AI can extract, classify and prepare information. Validated rules and agreed permissions govern consequential actions; missing evidence triggers review. Test normal cases, exceptions and recovery against acceptance criteria before launch.
Related operating experience
See the foundations running at G3.
G3 is our founder’s retail and venue business in Melbourne. Explore relevant capabilities and their boundaries; your industry’s rules still need their own design and validation.
Start with a sanitised example, the result you need and one awkward case. We will map a bounded first implementation.
Can the system reject candidates automatically?
The proposed scope supports information collection and coordination. Selection decisions and any screening criteria need an explicitly reviewed process with accountable people.
Can qualification expiry block a placement?
A configured readiness rule can hold an assignment for review. Which credentials are required and whether evidence is acceptable remain defined by your authorised team.
How can onboarding reflect different requirements for each client site?
Attach the required evidence, category and validity dates to the specific assignment rather than a single candidate-ready flag. A moved start date or site change should recheck those requirements. Recruiters or the designated compliance owner confirm evidence acceptance; the workflow keeps missing items and ownership visible.
Can interview changes stay consistent across the ATS and calendars?
Check supported appointment identifiers and update permissions, then choose the authoritative interview record. A panel change should update the affected invitations and retain the candidate’s latest confirmed arrangement. Unacknowledged changes or failed calendar writes need a coordinator task instead of assuming everyone received the new time.
Do we need an ongoing Canvo subscription?
No mandatory Canvo subscription. An agreed implementation includes 12 months of support for the delivered workflows, defects and minor compatibility changes to existing integrations. Optional proactive care and further development are scoped separately. Software, hosting and API costs remain separate.
Your operation, your rules
Bring the handoff that keeps going wrong.
Free workflow review. A$950 ex GST diagnostic. A bounded first deployment from A$4,900 ex GST, with 12 months of included support for the agreed implementation.
