The Complete Menu & Settings Guide

Every tab in TalentBridge, in plain language: what it is, how to set it up, and what it does once it's running. Written for a brand-new business owner — if a tab isn't listed here, it isn't part of the product you need to learn.

Too many tabs? Use the View menu. Owners (and System Admins) have a View dropdown in the top-right header. Everyday view hides all the setup and settings groups once you're up and running — just the daily hiring tools. Recruiter / Viewer / Marketing view shows you exactly the menu that role sees, so you can check what your team will find before you invite them. Your own permissions never change — it's only your menu, and the amber bar has a one-click "Back to Full view."

Looking for interview times? One place now: Hiring Setup → Interview Scheduling. The Interview Hours card sets the boundary for automatic self-scheduling (days, earliest/latest hours, minimum notice, how far out); the offered slots below it are specific times you put up by hand when you want full control.

The big picture (read this first)

TalentBridge runs your hiring pipeline end to end:

Post a job → it appears on your public job board.
Candidates apply (or join the Talent Network) → they land in Applicants.
You (or the automation) screen, qualify, and invite to interview → candidates pick a time themselves from your real calendar.
You mark the interview Hired or Not Hired.
A hire is handed off automatically to FirstDay for onboarding and orientation — and both apps write to the same company calendar, so your office sees interviews and orientations in one place.

Everything in Settings exists to support one of those five steps.

Main menu

Overview (Dashboard)

What it is: your landing page — pipeline counts, recent activity, and anything waiting on you. Setup: none. Once running: glance here daily; anything urgent (approvals, new applicants, returned jobs) surfaces at the top.

Jobs

What it is: every job you've created, with its status: DRAFT → PENDING REVIEW → PUBLISHED (or RETURNED / ARCHIVED). Setup: Create job → fill title, location, description → publish (or submit for approval if your org requires it — see Org Settings). Once running: each job row has Edit, Applicants, Ranked Candidates (AI-scored, each with a plain-language explanation of why they're ranked where they are), Suggested Candidates (matches from the Talent Network), Automations, and Copy Job Link / Copy Apply Link for posting anywhere. Gotcha: the public links only work once the job is PUBLISHED. A job in PENDING REVIEW returns a 404 to the public until it's approved (Dashboard → Approvals).

Applicants

What it is: every application across your jobs — the pipeline itself. Stages: NEW → SCREENING → QUALIFIED → INTERVIEW → OFFER → HIRED / REJECTED. Setup: none — applications flow in from the job board and Talent Network. Once running: open an applicant and the top of the page answers the two quick questions at a glance: Hiring progress (stoplight list — green complete, yellow in progress, red not started — covering the whole journey: recruiting stages plus, for FirstDay-connected businesses, account created, paperwork submitted, orientation scheduled with its date, attended, paperwork verified, and onboarding complete) and Communications (the complete record of every email and text — sent, received from the candidate, or blocked — each labeled by what it was for, with the exact message text one click away; this is your proof of what was said if a question ever comes up). When adding a note, pick the tab for the part of the process it belongs to — General, Application & Screening, Interview & Offer, or Onboarding — and Internal notes shows them all in one place, grouped under those same headers. The Assessment card gives you the verdict up front — did they pass screening, where they rank for the job, and the suggested next step — with a short plain-language explanation underneath (any disqualifying answer is spelled out, not buried in data). Below that: their résumé, screening answers, and actions: move stages, send a screening questionnaire, invite to self-schedule an interview, record the interview decision (Hired / Not Hired), or send messages. Marking HIRED automatically creates the person in FirstDay to start onboarding — and the applicant's FirstDay onboarding card tracks the whole trail right here: account created, required documents uploaded (staff verify them at orientation), orientation booked (with the date), attended, and onboarding complete. That last milestone is what fills the Onboarded column in Reports.

Talent Pool

What it is: candidates who joined your talent network (not tied to one job) plus everyone who has ever applied. The matching agent continuously suggests them for your open jobs. Setup: none. Candidates join from the public /talent-network page. Once running: browse, search, and pull promising people into a specific job's pipeline.

Messages

What it is: internal team chat — channels for your own staff to coordinate hiring. Candidates never see it. Setup: none. Once running: discuss applicants and jobs with your team without leaving the app.

Conversations

What it is: the candidate texting inbox. Every text a candidate sends to your business number lands here; the AI assistant answers what it can, and anything it can't gets flagged needs a human (the badge on the menu is that count). Setup: none once texting is active — inbound texts appear automatically. Once running: open a thread to see the whole exchange (candidate / assistant / you), reply from your business number, and mark threads handled.

Reports

What it is: hiring analytics — pipeline conversion, time-to-hire, source performance — plus the recruitment-marketing tables: Where your hires come from (per-source funnel: applicants → interviewed → offers → hired → onboarded) and Ad link performance (clicks → applicants → hires → onboarded, with spend, cost-per-hire, and cost-per-onboarded-hire once you enter ad spend). "Onboarded" comes straight from FirstDay: it means the hire actually attended orientation and finished onboarding — the truest measure of what an ad dollar bought. The same columns appear on agency share links, the marketing API, and the Monday digest. Setup: none; it reads your live data. The marketing tables fill in once you use Ad Tracking Links. Hiring advisor (bottom of the page): a real analyst over your own numbers — which ad channel costs the most per hire (with a budget-shift recommendation), which pipeline stage candidates sit in longest (and whether Assisted mode would fix it), and whether screening is filtering too hard or not at all. Color-coded: red = act, amber = watch, green = healthy. The AI summary paragraph refreshes weekly (Managers also get it in the Monday email) or on the "Refresh AI summary" button. When there isn't enough data for a claim, it says so instead of guessing.

Approvals / Returned Items

What it is: the review queue when your org requires job approval before publishing (on for your orgs). Approvals = jobs waiting for a manager's sign-off; Returned Items = jobs sent back with a note. Setup: the requirement itself is toggled in Org Settings. Once running: approve → job goes PUBLISHED and its public links go live. Return → the author sees why and can resubmit.

Settings

Settings are grouped into four small sections: Hiring Setup, Messaging, Company, and Personal. (Business and user accounts themselves are created in the Bizaitec portal — the front door for the whole suite — so there is no account-creation tab here.)

Hiring Setup

Interview Scheduling

What it is: everything about interview timing, on one page. Two parts: Interview Hours — the rules for automatic self-scheduling (which days, earliest start / latest end, minimum notice, how far ahead; candidates can only book inside these AND where your connected calendar is free) — and offered slots, specific times you put up by hand for candidates to pick from. Setup: set Interview Hours once (defaults: Mon–Fri 9–5, 12h notice, 7 days out). Tick "Set different hours for each day" if, say, Tuesdays are only 1–4 PM — each day gets its own start/end. Then either add slots by hand, or use "Create interview slots from these hours": pick a range (7/14/30 days), the interview length, and how many interviews per day, and the slot list fills itself — inside your per-day hours, skipping days that are already full. Delete any generated slot you don't want — the Appointment slots list lives right on the same card, grouped by day (click a day to expand it). Direct Scheduling (manual scheduling) below is for interviews you arrange by hand: open the applicant and use "or pick a time yourself" on their Interview card — they get a confirmation email with a calendar invite (and a text if they opted in) — and it's also where you add a one-off slot outside your normal hours. Once running: interview invites offer candidates times that respect your hours and your real calendar; manual slots appear alongside. The page also holds Interview Plans — the structure of your process (rounds like phone screen → in-person, each with a duration that becomes the slot size candidates book). Create an org default plan, or attach one to specific jobs.

Screening Library

What it is: reusable screening questionnaires (baseline pack + per-job add-ons) candidates answer before you spend interview time. Setup: the baseline pack is seeded automatically; add job-specific questions as needed. You can add a new question right inside the template editor (+ New question) — no need to visit the Questions tab first; that tab remains for advanced editing (scoring and disqualify rules). Once running: new applicants automatically receive the baseline screening; passing scores can auto-advance them to QUALIFIED (see Org Settings automation mode). Each question in the Questions tab also shows an outcome strip once enough candidates have answered: what share of applicants it eliminates and whether the people you actually hired score better on it than everyone else. Amber ⚠ means the question is shrinking your funnel without predicting hires — consider loosening or removing it; green ✓ means it's earning its place. With too little data it says so instead of guessing.

Automation

What it is: every automation decision in one place — the pipeline mode (Manual / Assisted / Full auto) plus an on/off switch for each AI agent, in plain language: AI Recruiter (scoring + movement), Candidate Ranking, Workflow Watchdog, Compliance Reviewer, Hiring Advisor, Text Assistant (answers candidate texts from your own data — application status, interview time, business hours, plus your phone number, website, and address straight from the Business Brain on your Bizaitec portal; anything it doesn't have a fact for goes to your team with a one-line summary instead of a dead-end answer), Support Assistant. Setup: everything ships ON. Each agent's card explains what it does and exactly what you lose if you turn it off — read that line before flipping a switch. Change the pipeline mode to control how far candidates move without you; flip an agent off only if you want that capability fully manual. The Compliance Reviewer is a safety control and stays on (contact support if you believe you need it off). Watchdog escalation (same page): choose which team members get a text message when a candidate at the Interview or Offer stage sits stuck — check their name, enter their mobile, save. At most one text per candidate per week. This card also holds "Send candidate nudges automatically" — leave it off to approve every nudge yourself (it only ever applies in Full-auto mode). Once running: switches take effect immediately and only affect what happens from then on. You're always the one deciding what runs.

Ad Tracking Links

What it is: short links you (or your marketing agency) put in job ads — one per placement (a Facebook ad, an Indeed listing, a flyer QR code). Each link counts its clicks, and every applicant who comes in through it is tagged with it, so Reports can show which ads produce applicants and hires — not just clicks. Setup: create a link (name it after the ad, pick where it will run and optionally a job), copy the URL, and use it as the ad's destination instead of your plain careers-page URL. Once running: the Reports page gains "Where your hires come from" and "Ad link performance" tables. If a job posting is later closed, its ad links keep working — visitors land on your jobs board instead of a dead page. Sharing with your agency: the same page can mint a live, read-only report link for an outside marketing agency (aggregates only — never candidate names or contact details). Turn the link off or delete it at any time to revoke access. Letting your agency run the ads themselves: invite them from Team (the "Marketing partner access" card). They sign in and land directly on this page — they can create and retire tracking links, fix labels, and enter ad spend, but they can never see applicants, jobs, reports, messages, or settings. Remove the user to end access. API access: the same page can mint API keys (tbm_…, shown once) so a reporting tool — yours or the agency's — can pull the aggregate numbers from GET /api/v1/marketing/report. Revoke a key any time; it can only ever return ad math, never candidate information. Weekly report email: once you have tracking links, everyone with the Marketing Partner or Manager role automatically gets a Monday-morning email with the week's applicants by source, hires, finished onboardings, and per-link performance (including cost-per-onboarded-hire when spend is entered). Nothing to set up.

Messaging

Email Templates

What it is: the wording of every automated email (interview invites, offers, rejections, screening requests…). Placeholders like {{candidate.name}} fill in per person. Setup: ~15 sensible templates are seeded for you. Edit wording to match your voice; publish a version to make it live. Once running: all automated sends use your published wording. If a template is missing, a plain default is used — nothing silently fails to send.

Messaging Setup

What it is: your message identity and texting status: the display name and reply-to on outgoing email, the consent line appended to texts, your business's texting number with its approval status, and a test-send button. Setup: the number is provisioned through the Bizaitec portal (a local number per business) and carrier approval is handled at platform level — nothing to fill in. Set your From name and Reply-to once; email itself sends from the mailbox connected on Integrations. Once running: texting to consented candidates (job alerts, interview reminders) sends from your business's own number; STOP/HELP replies are handled automatically and logged. Use "Send test" any time to confirm texting works.

Suppression

What it is: the do-not-contact list — addresses/numbers that bounced, unsubscribed, or you manually blocked. Setup: none; it fills itself from bounces and opt-outs. You can add entries manually. Once running: anything on this list is never emailed or texted, even by automation. This is your compliance backstop.

Company

Brand Kit

What it is: fine-tuning for your look on public job pages — tagline, hero image, footer text, or overriding the logo/colors. Setup: usually none — your logo and colors arrive automatically from the Bizaitec portal (Business Identity), filled in once for the whole suite. Anything you set here stays and is never overwritten by the portal. Once running: every public job page and application form carries your brand instead of the platform default. Note: workflow switches like "require job approval" and the automation mode are set at the platform level for your account — ask support to change them.

Team

What it is: the list of everyone with TalentBridge access, role beside the name. Roles: Manager (everything in the org), Recruiter (work the pipeline), Viewer (read-mostly), Marketing Partner (ad tracking only — for an outside agency). Setup: membership is managed in the Bizaitec portal — this page shows the result. The one thing you do here: the Marketing partner access card invites an outside ad agency (that role exists only in TalentBridge, so the portal can't grant it yet). Everything else — adding team members, roles, removing access — happens in the portal. Once running: every menu item and button silently respects these roles — if someone can't see a tab, their role doesn't include it.

Candidate Moderation

What it is: tools for junk — block a spam applicant, mark spam, delete. Setup: none. Once running: blocked candidates can't reapply; use rarely.

Integrations ⭐ (the one page that makes scheduling work)

What it is: the single scheduling & connectivity page. One connection powers everything — connect your company's Google or Microsoft account once at the top and it handles:

send-as email (messages come from your address),
candidate self-scheduling (free/busy lookup, so candidates are only offered times you're actually free),
automated calendar events (interview invites land on the default calendar — and FirstDay orientations land on the same calendar when FirstDay is connected to the same account).

The rest of the page:

Hiring Automation — how much the AI does on its own, in plain language: Manual (you approve every step), Assisted (passing candidates advance and get ranked automatically; you still choose who gets an interview invite), or Full auto (top-ranked candidates are invited to book an interview for you). Change it any time; it only affects new candidates going forward.
Connected Mailboxes — the accounts you've connected. Set default marks which one sends email; Remove deletes a connection (test accounts, departed staff).
Interview Hours — moved to Hiring Setup → Interview Scheduling so all interview timing lives on one page.
Scheduling Links — optional: if you prefer Calendly, Zoom Scheduler, or Microsoft Bookings, paste your booking-page URL and candidates are sent there instead of native scheduling. Leave blank to use native scheduling — which already auto-creates a Google Meet (or Teams) video link on every booked interview, so video interviews work with no extra product.
Connected Calendars — the calendars found on your connected account; Default calendar marks the one used for availability and automated events. Remove deletes one you no longer want.

(If you see a "Company Calendar (legacy override)" card, that's an older standalone calendar connection from before calendars were unified — disconnect it to let the single connection handle everything.)

Setup order for a new business: Connect Google (or Microsoft) → confirm the right calendar shows "Default calendar" → set Interview Hours (Hiring Setup → Interview Scheduling) → done. Everything else on the page is optional.

Data & Compliance

What it is: your data tooling in one place — Import (bulk-load candidates or jobs from a spreadsheet), exports (EEO/records requests), consent settings, and retention. Setup: none until you need it. Once running: imported people appear in the Talent Pool; exports download on demand.

Personal

My Profile

What it is: your personal bits: an optional personal scheduling link, and My Calendar — your own calendar connection, used for automated interview events only if the company hasn't connected an org-wide one.

Notifications / Support / Send Feedback / Help

Your alerts, contacting us, telling us what's broken or missing, and this guide. Notifications now also holds "Suggested actions" — when the Workflow Watchdog spots a stuck candidate, it drafts the follow-up (a ready-to-send text/email nudging the candidate to finish their screening or book their interview, or a to-do for your team) and parks it there. Nothing is sent until you click Approve & send; Dismiss makes it go away. A still-stuck candidate re-alerts after a week instead of nagging you every day.

Common "how do I…" answers

…post a job and share the link? Jobs → Create job → (approve it under Approvals if required) → Copy Job Link. The link 404s until the job is PUBLISHED.

…let candidates book interviews only when we're open? Hiring Setup → Interview Scheduling → Interview Hours.

…invite an applicant to book an interview? Open the applicant → Interview card → Send interview invite. They get an email with a booking link limited to your Interview Hours and free calendar times (video link included). Available once they've completed screening.

…make passing candidates advance without my clicks? Hiring Setup → Automation → Assisted (or Full auto).

…do a video interview? Nothing to set up — every interview booked through native scheduling gets a Google Meet (or Teams) link automatically, in the invite email and on the calendar event.

…make hires flow into onboarding? Already wired: marking HIRED sends the person to FirstDay automatically, and FirstDay's orientation sessions appear on the same company calendar. The loop closes by itself too — when the hire attends orientation and finishes onboarding in FirstDay, their application here is stamped and shows up in the Onboarded column on Reports.

…get rid of a test mailbox or calendar? Integrations → Remove button on the row.

…change who receives what emails, or the wording? Wording: Email Templates. Sender address: Integrations (default mailbox).

…change my logo or colors? Company → Brand Kit.

…import a spreadsheet of candidates? Company → Data & Compliance → Import.