TeamsOnGo Documentation
Everything you need to be productive on the platform, from sign-up to your first hire.
Getting started
Create your account
Click Get Started and create your workspace using your work email and password. After creating your account, you will enter your company workspace where all hiring activity, recruiter collaboration, and role management will happen.
Verify your email
Verify your email address to secure your workspace and activate access. This helps ensure that recruitment communication, candidate updates, and billing notifications reach the correct people.
Set up your company
Provide basic company information: company name, industry, company size, website, headquarters, hiring priorities, and current team size. This helps us understand your hiring context and assign the right recruiter.
Choose a subscription
Choose a plan depending on your expected hiring volume. Your plan determines active roles available, recruiter allocation, hiring bandwidth, and support level. Plans can be upgraded as your hiring needs evolve.
Recruiter onboarding begins
After subscription activation, your assigned recruiter reviews hiring goals, role requirements, candidate expectations, compensation benchmarks, and hiring timelines. A kickoff session aligns both teams before hiring starts.
Workspace & team
Invite teammates
Invite team members who participate in hiring. Supported roles: Owner (full workspace control), Admin (manage workspace settings and hiring activity), Hiring Manager (manage assigned hiring requirements), Interviewer (participate in interviews and provide feedback), and Viewer (read-only access).
Team collaboration
Keep everyone aligned in one place. Your team can review candidates, track progress, add comments, monitor status updates, and share interview feedback.
Visibility controls
Role-based permissions ensure team members only see information relevant to them.
Posting & managing roles
Create a role
Add hiring requirements: job title, experience range, location, work mode, compensation range, and number of openings.
Define candidate requirements
Specify must-have skills (skills candidates must possess), good-to-have skills (skills that improve candidate fit), responsibilities (primary responsibilities for the role), and hiring priorities (critical attributes and preferences).
Recruiter review
Before activation, your assigned recruiter reviews requirements for clarity. Review includes requirement completeness, hiring feasibility, market availability, and timeline expectations. This prevents hiring delays caused by incomplete information.
Activate hiring
After approval, recruitment activity begins: candidate sourcing, candidate outreach, screening, follow-ups, and pipeline management.
Pipeline (kanban)
Candidate stages
Track candidates through hiring stages: Sourced (candidates identified), Screened (initial recruiter evaluation completed), Shortlisted (candidates recommended for review), Interview (interview process active), Offer (offer discussion stage), and Hired / Rejected (final outcome recorded).
Candidate cards
Each candidate profile can contain resume, skills, experience, notes, recruiter comments, current stage, and interview status.
Notes & collaboration
Add internal comments visible to your team. Examples: "Strong technical fit but compensation expectations are higher." or "Hiring manager requested another discussion."
Progress visibility
See hiring activity in real time: candidate movement, role progress, bottlenecks, and pending actions.
Interviews
Interview scheduling
Your recruiter coordinates candidate availability, interview panel schedules, rescheduling requests, and candidate communication.
Candidate communication
The recruiter acts as the coordination layer between candidates, hiring managers, and internal teams.
Interview tracking
Monitor upcoming interviews, completed interviews, candidate status, and feedback collection.
Feedback collection
Hiring stakeholders can add comments after interviews. Examples include technical assessment, communication feedback, and culture fit observations.
Offers & onboarding
Offer coordination
Recruiters coordinate compensation discussions, candidate expectations, notice periods, and offer communication.
Offer tracking
Track offer sent, offer accepted, pending response, and declined statuses.
Joining management
Recruiters continue coordination after acceptance. Activities include follow-ups, joining confirmation, candidate engagement, and drop-off reduction.
Handover support
Ensure smooth transition from hiring completion to onboarding.
Billing & subscription
Manage plans
Upgrade or adjust plans as hiring requirements change.
Track active roles
Monitor roles being worked on, available hiring capacity, and subscription usage.
Payment history
View invoice history, subscription charges, and payment records.
Subscription status
See your current plan, renewal date, and billing cycle.
Support
Dedicated recruiter support
Your assigned recruiter remains your primary point of contact.
Platform assistance
info@teamsongo.com, Get help for workspace issues, billing questions, hiring concerns, and role setup.
Escalations
For urgent issues, our internal team can assist in resolving blockers quickly.
Need something we haven't covered?
Our team is one click away, usually responds within an hour.