Hiring on MarineIdeas: the HR user manual

The hiring flow at a glance:

Every step after "Create job" is optional — you can stop at resume screening, or run the full pipeline through assessments and interviews. Candidates can come from your own uploads, your Talent Pool, or by applying through a public job link.

1Getting set up

Create your organisation once; teammates with the same company email domain join automatically.

1. Sign up with your company email. Free email providers (Gmail, Outlook, etc.) can't create an organisation — a company domain is required for hiring accounts.
2. Choose "I'm hiring resources". On the How will you use MarineIdeas? screen, pick the hiring card. (The other card is for job-seeking candidates.)
3. Create or join your organisation. If your email domain matches an existing organisation, you'll see Join your organisation with a Yes, join … button and be added as a member automatically. Otherwise, name your organisation and press Create organisation — you become its first admin.

Roles: admin vs member

Admins see everything: Jobs, Job Descriptions, Talent Pool, Applications, and Members. Members have a limited view centred on Certifications. Any admin can promote a member with Make admin (or demote with Remove admin) on the Members page.

Your home screen

After onboarding, your home page shows tiles for the main areas: New Job, Jobs, Job Descriptions, Talent Pool, Certifications, Members, My Profile, and Feedback & Suggestions. The top navigation also has Digital Assets, Marine Insights, Explore More, and your credit wallet.

2Credits & billing

MarineIdeas is prepaid: your organisation holds a credit balance, and AI-powered actions consume credits.

Your balance appears as a wallet chip in the top navigation (it turns red when low). Click it to open Add credits — choose a preset amount ($10 / $25 / $50 / $100) and pay by card via Razorpay. Credits appear instantly after payment.

Actions that use credits include: resume analysis (per resume), resume ranking (per run), final insights, AI interviews (per candidate), AI job-description generation, exports, job creation, and template use — some of these may be priced at zero depending on current pricing. The full price list is under View pricing on the Credit Usage page, which also shows your complete transaction history.

3Creating a job

A four-step wizard: Job Title → Pick a Template → Refine → Settings. Start from the New Job tile or from the Jobs page.

1. Job Title. Enter the role you're hiring for (e.g. Senior Marine Engineer) and press Next.
2. Pick a Template. Choose the job description source:
   • Pick existing template — search the library of maritime job profiles, preview the JD on the right, and press Use this template.
   • Create new template — write (or AI-generate) a fresh job description in the editor, then Save template & continue. It's saved to your organisation's JD library for reuse.
3. Refine. Edit everything about the posting: title, descriptions, skills (grouped as Must Have, Good to Have, and Premium — these drive the AI scoring later, so get them right), department, role level, minimum experience, key responsibilities, and required/preferred qualifications.
4. Settings. Four toggles before you press Create Job:
   • Require assessment (on by default) — candidates must complete an online assessment; enables the Assessment tab.
   • Auto-analyse resumes (off by default) — automatically starts screening once N resumes arrive (default 5).
   • Publish immediately (on by default) — makes the public apply link live right away.
   • List on public job board (on by default) — shows the role in the public Explore Jobs section.

The job page

Each job has a header (status badge, resume count, Start Analysis / Re-run Analysis, Job Description, Excel Report) plus a publish strip with the public apply link, Copy Link, Share (LinkedIn), and Publish/Unpublish. Below it, six tabs:

4Adding candidates

Candidates reach a job three ways: you upload their resumes, you attach them from your Talent Pool, or they apply through the public link.

1. Upload files. On the Applicants tab, press Add Resumes → Upload Files. Drag and drop PDF files only (multiple at once). Each file shows its status — duplicates are detected and skipped automatically.
2. Pick from your Talent Pool. In the same dialog, switch to From Resume Library and multi-select candidates your organisation has already collected. Ones already on the job are skipped.
3. Share the public link. Copy the apply link from the job header (or let candidates find it on the public job board). Applicants who apply themselves arrive with their own accounts, ready for assessments and interviews without an invite.

Each applicant tile shows the candidate's name (with an Uploaded badge if you added them), email, an extracted summary and skill pills, and — once assessments run — an Assessment Score pill. Use the search box, the status filter, and the Starred only toggle to narrow the list. Resumes you uploaded (and that no candidate has claimed yet) can be removed.

5Running the AI screening

One click analyses every resume against the job description and produces scored, ranked, explainable results.

1. Press Start Analysis in the job header (it appears once the job has resumes). Use Re-run Analysis later if you add more candidates. If you enabled auto-analyse, this happens by itself once enough resumes arrive.
2. Watch the Screening tab. Progress moves through four phases — Understanding Job → Skill Matching → Deep Evaluation → Results Ready — with a live processing feed on the left (each resume moving from queued to complete) and a live leaderboard on the right.
3. When the green "Analysis Complete!" banner appears, jump straight to View Rankings or View Insights.

Reading a candidate's full report

Click View Full Report → on any applicant (or their name on the Leaderboard). The Candidate Profile page shows:

• A score gauge with the final score, broken into an ATS Score (rule-based resume match) and an LLM Score (AI evaluation) — plus the assessment score and grade once one exists.
• The resume text with relevant passages highlighted, and per-section scores.
• Skill Matches grouped by Must Have / Good to Have / Premium — exactly the skill categories you set when creating the job.
• Strong Points, Weak Points, Red Flags, and an Overall Assessment written in plain language.
• An Assessment Performance section (when applicable) with the scorecard and integrity data — identity check, tab-switch count, and proctoring snapshots.

6Leaderboard & insights

The Leaderboard ranks everyone; Insights compares your best candidates and shows where the whole pool falls short.

The Leaderboard tab lists candidates by rank with their Final score, ATS and LLM components, assessment score, and fraction pills for Must-Have / Good-to-Have / Premium skill coverage. When an assessment exists, the ranking becomes a Composite of resume + assessment scores, weighted by the ranking weight you set on the Assessment tab (default: resume 70% / assessment 30%).

The Insights tab shows the top three candidates on a podium, an AI-written Overall Comparison of the leaders, Skill Gaps (required skills no candidate in the pool covers), and a Skill Coverage heatmap across candidates.

7Inviting candidates

Uploaded resumes have no account behind them. Invites give those candidates a link to create one and take their assessment or interview.

On an uploaded candidate's tile in Applicants, you'll see two invite chips:

• Enable Assessment — invites them to the job's online assessment (the job needs a live assessment first — see the next section).
• Enable Interview — invites them to an AI voice interview.

Enable one or both, then press Copy invite link and send it however you like — email, WhatsApp, LinkedIn. Disabling a step removes it from the invite; removing the last step revokes the link entirely.

What the candidate sees: the link opens a "You've been invited" page where they create a candidate account (or sign in). The invite is claimed automatically, they inherit the resume you uploaded, and they're taken straight to the assessment or interview. Candidates only get access to the steps you actually invited them to.

For candidates who already have accounts (public applicants or claimed invites), the same tile instead shows direct assessment and interview controls — no link needed.

8Assessments

A proctored online exam generated from the job description, drawing on a maritime question bank of ~59,000 questions.

Generate and publish

1. Open the Assessment tab. (Visible when the job requires an assessment.) If none exists yet, press Generate Assessment for the default pattern — 100 questions — or Customize assessment pattern first.
2. Customise (optional). Set total questions and duration, then enable and weight the four sections: Domain Knowledge (default 40%), Aptitude (20%), Language (20%), and Behavioural and Emotional Intelligence (20%). Weights must total 100% before Save Pattern unlocks.
3. Watch generation live. A progress view shows each section being prepared ("X of Y questions prepared") until "Your assessment is ready!".
4. Review, then publish. A newly generated assessment is a draft — expand the Questions preview, edit any question with Edit, or Regenerate entirely. When happy, press Publish Assessment to make it live. You can Close Assessment and Reopen Assessment at any time.

Configuration that affects ranking

In Configure Assessment you can also set the Passing Score and the Ranking Weight slider — how much the assessment counts toward each candidate's composite ranking versus their resume score (default 30% assessment / 70% resume).

Viewing results

The Assessment tab's scores view has an Assessment Scoreboard (ranked results with View Report →), an Assessment Attempts table (status, tab switches, score, and actions: View Full Report, Allow Retake, Delete), and — once two or more candidates have scores — a Performance Comparison: average/highest/lowest, pass rate, score distribution, and subject-wise and skill-wise breakdowns.

9AI voice interviews

A spoken interview conducted by an AI interviewer that already knows the candidate's resume and your job description — scored into a structured report.

1. Enable it per candidate. On the Applicants tab, press Enable Interview on a candidate's tile (this uses credits). For uploaded candidates without accounts, use the interview invite chip instead (section 7) — interviews require the candidate to have an account.
2. The candidate takes the interview in their browser — a live voice conversation. Status on your side moves through Interview ready → in progress → scoring → complete.
3. Read the report. When complete, the tile shows Interview Score: X% and View Interview Report →.

The Assessment tab also aggregates interviews across the job: an Interview Scoreboard and an Interview Attempts table with Allow Retake and Delete actions.

10Decisions & exports

Close the loop: set statuses, shortlist, and take the data with you.

Statuses and shortlisting

Every applicant has a status dropdown on the Applicants tab: Submitted → Under Review → Accepted / Rejected. Combine it with the star (shortlist) and the filters to run your funnel. Candidates see relevant state changes on their side.

Exports

• Excel Report in the job header — the full job report (available once analysis completes; uses credits).
• Export XLSX / Export CSV on the Leaderboard — the ranking table itself.
• A cross-job Applications view lists candidates across all your jobs.

11Quick answers