Glossary

A database that stores candidates and tracks their progression through hiring stages. CosmoQuick is an AI-native ATS — see recruiter onboarding.

The 0–100 composite CosmoQuick assigns to a candidate for a given role. Composed of Skills (40%), Trajectory (25%), Intent (20%), and Mutual Signal (15%). Deep-

A 1–10 engagement score on every candidate, derived from login recency, reply speed, profile freshness, and interview completion.

The set of stages a candidate moves through for one specific role (Sourced → Screen → Interview → Offer → Hired).

The aggregated conversion view across all roles. Pipeline = per-role; Funnel = per-team.

A role you're actively hiring for. The atomic unit of recruiter work in CosmoQuick.

Recruiter-only market intelligence — median comp, time-to-fill, decline reasons, competitor velocity.

The process of aligning interviewer scores so a '4' means the same thing to everyone.

A structured rubric used to evaluate candidates on agreed competencies, rather than vibes.

Proactively finding candidates who haven't applied. Inbound is applications; outbound is sourcing.

A candidate setting that hides your profile from your current employer and a custom blocklist.

An icon shown on candidates who've passed identity + work-history verification.

A candidate signal that boosts visibility to recruiters. Off by default; toggle per workspace.

The person the new hire ultimately reports to. Always loop them in early.

The written spec of a role. Use AI Draft to skip the blank page.

An async exercise that reflects real on-the-job work. Cap at 2 hours; compensate for senior roles.

A coordinated set of interviews for one candidate, ideally same day or back-to-back.

The post-loop meeting where interviewers compare scorecards before voting hire/no-hire.

A strong runner-up. Always keep warm — they're your fastest pipeline for the next similar req.

An off-platform reference from someone who's worked with the candidate. Use sparingly and ethically.

The formal written offer. Send within 24 hours of decision; ambiguity loses candidates.

A higher offer the candidate's current employer makes to retain them. Predict and pre-empt.

A user's legal right to access or delete their personal data. See GDPR data export.

Logging into many apps through one identity provider. CosmoQuick supports SAML 2.0 — see SSO setup.

A standard for auto-provisioning and deprovisioning users from your IdP.

Database policies that enforce who can read which rows. Powers CosmoQuick's tenant isolation.

A real-time HTTP callback CosmoQuick sends when an event fires. See Webhooks: subscribe to events.

The cap on API requests per minute. Pro: 1000/min, Team: 5000/min, Enterprise: custom.

Days from role opening to offer acceptance. Industry median: 42; CosmoQuick teams: 18.

Days from first candidate contact to offer acceptance — narrower than time-to-fill.

Total recruiting spend ÷ hires made. Track to justify tooling and headcount.

Performance + retention of hires at 6 and 12 months. The metric that actually matters.

% of offers signed. Below 80% indicates a closing or compensation problem.

Where successful hires originated (inbound, referral, sourced, agency). Drives where to invest.

The approved hiring budget by role, quarter, and team. Always reconcile against pipeline.

What the 0-100 candidate-to-role score means.

How CosmoQuick blurs the line between the two.

What an EOR does in the /remote context.

Why every role needs one and what good ones look like.