Changelog
Follow up on the latest improvements and updates.
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improved
Recruit
Custom Opening Fields: Confidential and Required Fields
You can now mark custom fields as confidential or required, giving you tighter control over how opening-level data is handled.
How It Works
- Confidential fields: Restrict access to sensitive data like salary or budget so only teammates with permission or those requested to approve the opening can view them.
- Required fields:Mark key fields as mandatory so essential data is always included when new openings are created.
The confidential and required field options make it easier to manage approval flows and protect internal details.
Getting Started
From your avatar at the top right, head to Settings > Data > Opening Fields
See our help article for more details
improved
Recruit
Flexible Recruiting Roles
Previously, assigning a recruiter or recruiting coordinator roles at the position level required that they also had the same role at the company level. This restriction led, at times, to broader access than necessary.
With this update, you can now assign recruiter and recruiting coordinator roles directly at the position level, giving you precise control over access and helping eliminate unnecessary permissions.
How It Works
- Assign recruiter access by position – No need to give users company-wide recruiter access.
- Improved flexibility & security – Ensure only appropriate team members, and they alone, can view and manage specific roles.
This update is invaluable for companies with multiple hiring locations or complex team structures. It enables distributed hiring without compromising control.
See our help article for more details
Want a quick snapshot of where a candidate naturally shines? The top behavioral competencies highlight the behaviors a candidate is most likely to excel at, whether or not they directly align with the role they’re applying for. It’s a great way to uncover strengths and help candidates find unique ways to succeed within your organization.
Getting Started
Top behavioral competencies are automatically included in candidates' profiles for the Predictive Talent Assessment
See our help article for more details
new
Recruit
Retrain.ai Integration
Use Spark Hire Recruit's integration with Retrain.ai to find, hire, and retain top talent faster through AI-powered candidate matching, automated data synchronization, and automation of your key recruitment workflows.
See our help article for more details
new
Recruit
New Candidate Profile
A faster, smarter way to hire is here. Our redesigned Candidate Profiles are rolling out. It's purpose-built to cut down bottlenecks and streamline every step of your screening and collaboration process.
How It Works
- Faster Screening– Review resumes, make Go/No-Go calls, and move forward—all in one place.
- Easier to Use– Key insights like salary expectations, feedback, and interview notes are front and center.
- Better Collaboration– Seamlessly share feedback across your team, even on mobile.
- No Interruptions– Customize the layout to fit your workflow, no disruptions, just smooth hiring
See our help article for more details
new
Meet
Audio-only review
Prefer that some people on the hiring team only review the audio of one-way video interviews? Now, you have that option!
This new feature offers an alternative way to review candidate responses by focusing only on audio. It gives hiring teams more flexibility in how they evaluate responses by listening instead of watching.
Getting Started
You can enable this setting per job or as a default across all jobs.
We're excited to deliver 15 new Standardized Predictive Profiles for the Predictive Talent Assessment!
Standardized Predictive Profiles are out-of-the-box combinations of 6-9 behavioral competencies for a particular job. When a candidate takes a Predictive Talent Assessment, they are scored against the Predictive Profile you've selected for that job.
- High School Teacher
- Middle School Teacher
- Elementary School Teacher
- Teaching Assistant
- Patient Representative (Case Management)
- Data Analyst/Scientist
- Financial Analyst
- Graphic Designer
- Accountant
- Senior Accountant
- General and Operations Manager
- Communications Specialist
- Instructional Designer
- Software Developer
- Buyer
View all Standardized Predictive Profiles in this help article.
new
Recruit
Opening Reassignments
With the Opening Reassignment feature, you can now move openings between positions without closing, recreating, or losing any progress, making your hiring process smoother and faster.
How It Works
- Move Open or Pending Approval Openings- Shift openings to a different position in just a few clicks.
- Keep Your Data Intact- All associated details and history move with the opening
- Full Transparency- Activity logs in both positions track the move automatically.
Getting Started
Hover over the opening, click the three-dot menu, and select 'Move to another position'. Choose the new position and confirm.
See our help article for more details.
Keep all candidate-related conversations organized with the new Candidate Discussions feature in Spark Hire Meet. Say goodbye to the headaches and back-and-forth of emails or other tools, your team can share now feedback, mention teammates, and align on hiring decisions—all within the candidate profile.
How It Works
- Centralized Conversations– Keep all discussions in one place under the Assessments tab.
- Seamless Collaboration– Tag teammates with @mentions to notify them instantly.
- Faster Decision-Making– Reduce back-and-forth by keeping feedback easily accessible.
- Full Control– Edit or delete your comments anytime.
Getting Started
Go to a candidate profile in Spark Hire Meet and start a discussion in the Discussion section.
See our help article for more details
new
Recruit
Watercooler Integration
Make smarter hiring decisions with the power of AI. The Watercooler integration brings people analytics into Spark Hire Recruit, helping you predict talent risk, spot burnout early, and align hiring with your company culture and goals.
How It Works
- AI-Driven Insights– Combine hiring and employee data to assess fit, engagement, and potential risks.
- Burnout Detection– Spot early signs of disengagement and improve retention.
- Smart Hiring Decisions– Use predictive analytics to find candidates who align with your team and values.
See our help article for more details
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