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# Manage applications

Once your job is live, applications flow into the dashboard. This is where your team spends most of its time.

## The kanban board

**Hiring → Applications** shows your pipeline as a kanban board — one column per stage. Drag an application to the next stage as the candidate progresses, or use the application's actions to advance, reject (with a [disqualification reason](/get-started/set-up-your-pipeline#define-rejection-reasons)), or move it to another job.

## The candidate profile

Click any candidate to open their full profile — one place for everything your team knows:

* **Applications** — every job they've applied to, current and past, with full history
* **Notes** — team discussion with **@mentions** to pull in a colleague; mentioned members get notified
* **Scorecards** — interview evaluations, aggregated in an evaluation matrix
* **Activity** — a timeline of every action, email, and stage change
* **Offers** — offer status and history

Qosel detects duplicate candidates (for instance, the same person applying twice with the same email) and lets you merge profiles so history stays intact.

## AI resume parsing

When a candidate applies with a resume, Qosel parses it automatically — extracting structured experience, education, and skills, and generating a **fit score** against the job. Parsed data lands on the profile within moments of the application arriving, so screening starts with substance rather than PDF-skimming.

## Know your sources

Under **Hiring → Settings → Sources** and **Tracking links**, set up your channels (job boards, LinkedIn, referrals, events…) and generate per-channel links. Every application is attributed, and **Hiring → Analytics** shows which channels actually produce hires — not just clicks.

## Build a talent pool

The candidate database (**Hiring → Candidates**) spans all jobs, past and present:

* **Talent pools** — group promising people (for example *Design — future openings*) and revisit them when a role opens
* **CSV import** — bring in candidates from a previous system or a sourcing list
* **Campaigns** — send targeted email campaigns to segments of your pool to reactivate interest
* **Consent tracking** — request and record candidate consent for keeping their data, with self-service links candidates can manage

A re-apply policy (**Hiring → Settings → Reapply**) controls whether and when previously rejected candidates can apply again.

## Next step

#### [Interviews and scorecards](/get-started/interviews-and-scorecards)

Schedule interviews and collect structured feedback