Ask questions, share what works, and compare notes on Eightfold's products and agents with other customers and the Eightfold team.
Recently active
Hi everyone,Our TA team is currently struggling to find available slots on Hiring Managers' calendars to schedule candidate interviews.My question is: is there a feature within the platform to reserve or pre-block future interview time slots for a position—either upon creating the job requisition or later on? If not, what would be the best workaround you'd recommend based on your experience?I’ve searched through existing community threads but couldn't find anything covering this specific scenario.Thanks in advance for your time and wisdom!Best regards,Angel V.
Hi there, We recruit across multiple business entities in Eightfold, and I was wondering if there's a way to view all referrals for a specific business entity, rather than by individual role. It would give us a much better overall view of referral volume instead of having to open each job separately to see the referrals.
We recently launched the employee referral functionality and have continued to encounter issues with referral attribution. Specifically, we are seeing cases where candidates report that they applied through an employee referral link, but the referral is not being captured or reflected correctly in the system on our end.This has created challenges in accurately tracking referral activity, recognizing employee referrals, and ensuring proper reporting. We have reviewed the process with candidates and employees, and in many instances they are confident they used the referral link provided to them, yet the referral relationship is not appearing in Eightfold.Has anyone else experienced similar issues with referral links not attributing candidates correctly? If so, were you able to identify the root cause or implement any solutions or best practices to improve referral capture accuracy? We would appreciate any insights, recommendations, or lessons learned from others who have deployed the ref
How do skill proficiencies influence match scores in the Talent Acquisition module? I read product documentation that you can set proficiencies during calibration, but this does not display for me. https://docs.eightfold.ai/ta-core/calibrate-a-position?from_search=236036900&swifty_search_highlight=calibrate
We are looking to implement mentorship for a specific department. We would like to know what is/is not possible with the integration. Is anyone using it currently? Below is a sample of what the team would like to do:Front load mentors -- size of program depends on # of mentors Mutual selection -- mentors fill out a detailed bio of focus areas where they can provide support (technical vs nontechnical areas), mentees select their choice, mentor reviews mentee bio before we say YES to the match (thinking this through more as it could be too many steps) Structure of program = 5 total touchpoints 3 prescheduled by the program leads 2 are determined by mentee / mentor match (1:1s) Prescheduled ones are topic driven, no prep needed. People just need to show up and we'll help facilitate conversations and knowledge sharing. This also allows for group sharing. 1:1 topics are determined by the match
The idea described below has been implemented is now available in the platform.I scrolled through the release docs from 2026 and didn’t find a changelog for this item. I was wondering if this is something that just shipped and it works now (recurring ingest JOB_CODE will override the associatedRole in the API) or we need to config our instances to opt into this behavior. Please advise.
Problem SummaryThe open requisition count was different across the All Requisitions page, PCS Career Site, and the Data Hub report.Root Cause AnalysisThe difference is caused by Private Postings. The Data Hub query counts all open requisitions posted for external or all, but PCS excludes Private Postings and Archived Positions. These flags are not exposed in the worley_positions table, so the report cannot fully match PCS.ResolutionWe validated the counts and confirmed the gap is expected behavior, not a hidden filter in the report.Data Hub count: 1,166PCS count: 1,149Difference: 17Cause: all 17 are Private Postings
How do I set my calendar to show my whole calendar? People are clicking on my link but it only shows 1 week at a time.
I understand that skills on a profile influence matches with jobs marketplace, but how do proficiencies from skill self-assessments and manager assessments factor into the matching? I may have some beginner skills on my profile; that doesn’t necessarily make me a match for a role.
I lead all of Talent Acquisition and am trying to understand if you can configure the monthly goals dashboard in Overview>Positions to view activity across all recruiters, not just those who report directly to me. Has anyone figured out how to enable full visibility? Is this a permissions issue or does it require a separate profile setup? I’d love to hear how others are managing this across pods or functions.
Hello There.We have a number of User Types in Eightfold Sandbox instance. They are: (1) Employee, (2) Hiring Manager, (3) Talent Acquisition Staff, (4) Talent Design Staff. Does the Eightfold system have a default Home Page (or Landing Page) for each User Type?Currently when an Admin User impersonates as other User Types, the landing pages are not consistent.Is there a configuration screen where we can set specific Landing Pages for each type of user?Please share the best practices on this, along with any System Admin documents for more details.
HelloWe have set up integration between SuccessFactors (ATS) and Eightfold in the Sandbox environment. I would like to monitor any errors in API calls on a regular basis. Please let me know where can I see the log of all API calls / integration flows between Eightfold and SuccessFactors.It will be also helpful to get an email notification to myself and my team members whenever an error occurs - not for each and every API error (that may be hundreds), but a daily summary of errors if that is possible?Thanks in advance
Hi team,In the calibration notes section on each req we have applied standard questions that apply for all requisitions. Formatting in the calibration notes section is quite limited even using HTML. Can formatting options be increased? e.g. indented bullet points Can tables be added?Please let me know if you require any further information.Lisa
We are using SAP SuccessFactors as ATS that connects to Eightfold for Talent Acquisition activities.In Eightfold, we’d like to set up Job Application Questions that are specific to certain type of positions. For positions created from a certain business division (or contains a certain Job Code from ATS), the Eightfold is expected to display Job Application Questions accordingly. Is this possible in Eightfold? If possible, please describe how this can be achieved.
Currently we are in Testing phase using Eightfold Sandbox. We are planning to move the configurations (and codes) from Sandbox to Production. This Production instance of Eightfold will be built newly, as we are a new customer. Please share the details of how the Sandbox configurations (and codes) will be moved to Production.Any documentation on the options and methods of moving configurations (and codes) to Production will be helpful.
I am an Admin User planning to monitor Candidate Sync from SAP SuccessFactors Recruiting to Eightfold Talent Acquisition. This integration is set up using Eightfold APIs for SuccessFactors Recruiting.I have access to Integration, Platform Tools and Security & Compliance menu options in Admin Console. To investigate an issue where user email addresses got overwritten (in bulk) by a process, I need to access the Audit Logs. I tried searching in the Security & Compliance area, but could not find any suitable logs that can indicate the data update.Please advise where I can get such logs that capture the details of data updates triggered by a backend process (or integration). The aim is to have the view of what actions happen on Eightfold data from a process that is not UI based.
As we see more of our hiring managers work in a hybrid environment, we are running into issues where we don’t have a way to identify the days HMs are in the office vs remote. It would be awesome if this was part of the calendar settings within Eightfold. Anyone else running into this issue and finding workarounds? Currently, our coordinators have to message the managers directly to discover this Information for each interview.
In today's competitive talent landscape, missing qualified candidates can cost your organization valuable opportunities. Eightfold's Screening Dashboard empowers recruiters to efficiently manage high application volumes while ensuring no promising candidate falls through the cracks. This guide will walk you through leveraging the dashboard's powerful features to optimize your screening process, prioritize candidates strategically, and take timely actions that lead to better hiring outcomes. See attached for PDF
I am an Admin User, currently looking to document all the workflow automations in our Sandbox instance. Is there a way to view all the workflow automations currently active? In my document describing the automated workflows, I am also planning to add brief notes on each workflow, with details of when they are triggered and what they achieve.Any expert advice will be appreciated.
I am an Administrator in the Eightfold Talent Acquisition platform. I’d like to know if it’s possible to impersonate as another user. There are issues reported by Recruiting users that would require accessing the system as those users. Is such a facility exists in Eightfold platform?I do see an option “Switch Account To” under the User Account area at the top right corner of the Admin Console. However it does not provide ability to switch to an another user account. When I search in that field, it does not bring in any users at all.Please advise.
The following are tips and best practices for calibrating positions & how to leverage filters afterwards. Not every practice may be pertinent to every role that is calibrated, but these principles are meant to be holistic. Guiding Principles ❏ It is important to remember that there is no 100% “correct” calibration. Calibrations may differ from even position to position based on what a hiring manager needs. ❏ Calibrations may not always result in match scores of 5. Some roles may only have match scores of 3 as the highest score based on an employer’s defined criteria and the availability of the skills in the existing talent pool. ❏ A candidate’s match score for a position can change as candidate profiles, including Ideal Candidate profiles, are refreshed. This typically does not result in a significant change in the match score, such as 2 to 4 or 4 to 2. ❏ It is not necessary nor recommended to use all of the available Calibration filter criteria. Using a lot of filters, you will
How do the different kinds of skill assessments in Eightfold influence how the AI behaves throughout the product? For example, today we only have self-assessment turned on. If we turn on peer and manager, how would this influence recommendations?
Hello! I am looking to understand how proficiency assessment influences Succession Planning & Career Navigator. For instance, if we have employees self-assessing their skill proficiency, does this influence Succession Planning and/or Career Navigator recommendations?
Hello! I am trying to understand if the below described functionality exists, and whether anyone can share their experience with using it? Basically I am looking to understand whether Eightfold can suggest a proficiency level benchmark for our required by role skills. Calibrate Using "Market Insights"For each role that has "Required-by-role" skills, you can use the AI to see the market standard: Open a Specific Role: Click into a job profile (e.g., "Senior Financial Analyst"). Click "Calibrate with Market": Look for a button or toggle usually labeled Market Insights or External Benchmarking. Review the Suggested Proficiency: Eightfold will show you a "Market Prevalence" score for each skill. It will suggest a proficiency level (e.g., Level 3) based on how that role is defined across millions of global profiles in their dataset. Apply to All: You can often "Bulk Accept" these market-driven proficiency levels for all required skills in that role.
Issue - Can’t create interview feedback forms the way we would like by creating questions in the question bank, and even if we could, it seems like we will have hundreds of questions in the bank as we have one on one interviews that use unique questions in addition to a standard set of questions that we use for panel interviews. Example - We would like insert an blank space, or add a line of text in between a set of questions to show on the interview form. Question - Does anyone create Interview Feedback Forms perhaps a non Eightfold way and are able to attach the form to an interview or being able to use html or other coding to bypass the limitations of the question types provided by the Eightfold system?
