LunaPromptsThe assessment is finished. The report is available. The candidate has heard nothing because the recruiter thought the hiring manager was reviewing it, and the hiring manager thought the recruiter was arranging the next call.
A useful CRM makes that gap visible. A stage should explain the candidate’s position in the process and the action a person owns next.
LunaPrompts Talent CRM helps hiring teams organize candidate information, track progress through hiring stages, and retain the context needed for the next action. It brings candidate management close to the assessment and interview work happening in the platform.
Make a completed assessment actionable
Recruiting teamIllustrative scenario01 / 03The candidate submits the task
The work is ready, but nobody has recorded the review owner.
Define a stage called “Assessment ready for review” only if your team agrees what enters and leaves it. Entry might mean the candidate has submitted the required work. Exit might mean an assigned reviewer has recorded a recommendation and the evidence behind it.
Now attach an owner and the next action. If the candidate needs an interview, the record should make the purpose clear enough that a recruiter can arrange the right conversation. If the assessment is incomplete, the action might be a candidate update or a review of a technical issue. These states should not all collapse into “in progress.”
Decide where each record belongs when an ATS is also in use. The ATS may remain the authoritative application record while LunaPrompts holds detailed assessment evidence. Agree which system owns stage changes and which information the integration returns. Otherwise, two useful systems can tell two different stories.
Review pipeline hygiene with the candidate’s experience in mind. A completed internal task does not mean the person has received an update. Keep contact and data-handling practices aligned with the organization’s requirements, and review access and retention through the available controls and service documentation.
Track progress through a defined hiring process
Your team needs to know where a candidate is in the process and what that stage means. Establish a consistent workflow for profile review, assessment, interview, and decision-making, using the stage-management capabilities available in your workspace.
When a candidate progresses, keep the supporting context accessible to the people responsible for the next step. This reduces the need to ask candidates or colleagues to repeat information the team already has.
Keep candidate data connected to evaluation
Basic profile information helps identify the person and their experience. Assessment results show the work they demonstrated. Interview evidence adds context and clarifies unresolved questions.
Managing those elements within the hiring workflow helps recruiters prepare a handoff and helps hiring managers understand how the team reached a recommendation. The value comes from the connection between the records, rather than simply storing more data.
Make the next action understandable
A pipeline is useful when the team can distinguish a candidate waiting for an invitation from one waiting for a review or an interview. Clear stage definitions help recruiters prioritize their work and reduce avoidable uncertainty.
Use the workflow to support candidate communication as well. A person waiting for an update should not be invisible merely because the team has completed its own assessment task.
Decide how Talent CRM fits with your ATS
Some teams need a focused workspace for candidate progress and assessment context. Others already use an ATS as the main system of record and need LunaPrompts to work with it.
Choose the arrangement based on your required workflow. Talent CRM can reduce the need for a separate tracking tool where its capabilities meet your needs. It should not be described as a universal replacement for every ATS or recruitment CRM function.
For enterprise deployments, establish where each record belongs and how the integration should move relevant information.
Handle candidate information deliberately
LunaPrompts stores candidate information as part of the service. During deployment, establish your organization's requirements for access, retention, deletion, exports, hosting, and candidate notices, and review the applicable service documentation.
Your procurement and security teams can review the relevant documentation against those requirements before rollout.
A review framework your team can use
The following is an editorial checklist for this workflow. Adapt it to the role, the candidate journey, and your configured environment.
| Review area | What to establish |
|---|---|
| Stage | A state with a clear entry and exit |
| Owner | The person responsible for the next action |
| Evidence | The work supporting the recommendation |
| Communication | What the candidate needs to hear next |
A more detailed pipeline is not automatically a clearer one. Remove stages that do not change ownership, action, or the candidate’s next step.
Put the guide to work
Pick three stalled candidate records. For each, write the current stage, next action, owner, and missing piece of evidence.
Download the editable worksheet to record the decisions and open questions with your team. The examples in this guide are illustrative, not customer results or validated selection rules. Product availability and setup depend on the workflow agreed for your account.
A focused checklist, a worked scenario, and questions to resolve together.
Frequently asked questions
Can we track candidate progress in LunaPrompts?
Yes. Talent CRM is intended to organize candidate data and progress alongside assessment and interview workflows.
Do we still need our current ATS?
That depends on the workflows it provides and your system-of-record requirements. Evaluate the actual feature fit, and use an integration where keeping the ATS is the right arrangement.
Can we reuse candidate context for another role?
Existing context can inform a later review, but the team should check its current relevance and follow its candidate-contact and data-handling practices.
Keep building your hiring workflow
- Candidate discovery: The right title is not enough. Find a reason to invite them.
- ATS integrations: The logo is connected. Is the hiring workflow?
- Unlimited seats: The right reviewer is busy. Do not make access another hurdle.
Explore talent crm with LunaPrompts or browse all 19 hiring field guides.
