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Recruitment

Odoo Recruitment

Careers page, applicant pipeline and interview scoring in Arabic and English, with hires converted straight into the Saudi employee record.

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Recruitment
Capabilities

What this module handles

Saudi companies opening a new branch or a fulfilment shift need twenty hires in weeks, while CVs sit in email and WhatsApp groups, the Nitaqat band is at risk and nobody can say how many Saudi applicants reached the interview stage. Odoo Recruitment publishes jobs, captures applications and moves candidates through stages the hiring team shares, and Naqlah, Odoo partner in Saudi Arabia, configures stages, forms and data rules for Saudi hiring.

  • Job positions published on a bilingual careers page built on your Odoo website in Arabic and English
  • Applications captured from web forms and email aliases with the CV attached and the source recorded
  • Kanban stages per job with automated activities, interview invitations and rejection templates
  • Interview forms and scoring through Survey, including Arabic typing or product knowledge tests
  • Skills on each applicant matched against the requirements of the job position
  • Saudi and non Saudi applicant tagging for Nitaqat planning per position and branch
  • Offer letters generated with salary, allowances and probation terms and sent for e-signature
  • One click conversion of the accepted candidate into the employee record for Qiwa and GOSI onboarding
Saudi ready

Built for how business runs in Saudi Arabia

Applicant data is collected with a privacy notice on the form, access is limited to the hiring team for each position and retention rules remove data once the purpose ends, which is what the PDPL expects from employers. Offer letters capture basic salary, housing, transport and the probation period once, and those values carry into the contract that is documented on Qiwa, so what the candidate signed and what the system holds match. Saudi applicant and hire ratios are visible per role and branch for Nitaqat planning, and the hire flows into Odoo Employees for the document and contract setup, with Jisr or ZenHR connected where onboarding continues there, as listed on the integrations page.

PDPL ready from the first application
The application form carries the privacy notice, hiring managers see only candidates for their positions and a retention policy clears old applications. Candidate data no longer lives on personal laptops.

Saudization planning per position
Applicants and hires are tagged by nationality and reported per job and branch. HR sees whether a branch opening is on track for its Saudi headcount before the Nitaqat band moves.

Qiwa aligned offers
Salary, allowances and the probation period, up to the 180 day legal maximum, are captured on the offer and carried into the employee contract. No retyping between offer, contract and Qiwa.

How it connects

How does a candidate become an employee in Odoo, and how does the pipeline connect to your website, job boards, Survey, Sign and HR?

1. Job published and shared
The position goes live on the bilingual careers page and the link is shared on LinkedIn, Bayt and WhatsApp, with the Jadarat or Taqat posting recorded as a source.

2. Applications land in the pipeline
Web form submissions and emails to the job alias create applicants with the CV attached, the source tagged and the nationality captured for reporting.

3. Interviews scheduled and scored
Interview slots are booked from the applicant card, the Survey form scores each interview and the hiring team compares candidates on the same criteria.

4. Hire converted to employee
The offer is signed through Sign, the applicant becomes an employee with one click, and documents for Qiwa, GOSI and Muqeem are attached to the record.

Implementation

What Naqlah configures in your implementation

  1. Job positions and departments. Naqlah maps your roles, departments and branches so each opening reports to the right manager and cost center.
  2. Careers page in Arabic and English. The careers page and application form are built on your website with the privacy notice and the fields Saudi hiring needs, such as nationality and iqama status.
  3. Stages, activities and email templates. The pipeline stages per job type, automated activities and bilingual email templates for invitations and rejections are configured.
  4. Interview survey templates. Scoring forms per role, from barista skills to customer service Arabic typing, are built in Survey.
  5. Access rights and PDPL retention. Hiring managers, recruiters and HR get scoped access and the retention rule for closed applications is set.
  6. Source tracking and reporting. Job boards, referrals and walk ins are tracked as sources, and dashboards for time to hire and Saudi applicant ratio are built, with customization where your reporting needs it.

Timelines depend on scope and the number of positions and branches, and Naqlah gives you a clear roadmap in the first consultation.

Who it is for

Companies that get the most from this module

  • F&B chains opening branches. Barista and shift lead pipelines per branch with walk in applications captured by QR code at the counter.
  • eCommerce and logistics operators. Seasonal hiring waves for Ramadan and White Friday with pipelines per warehouse role.
  • Contractors recruiting expat workers. Visa stage, iqama transfer status and paper contract timing tracked on the applicant.
  • Services firms hiring professionals. Structured interviews and skills matching for consultants, engineers and account managers.
  • Recruitment agencies. Odoo as a candidate database with pipelines per client mandate and PDPL controlled access.
Before and after

Email inboxes and WhatsApp groups vs Odoo Recruitment

AreaBeforeWith Odoo via Naqlah
ApplicationsScattered across email and WhatsAppOne pipeline per job with the CV attached
Careers pageNone, or a PDF on the websiteBilingual online form feeding the pipeline
InterviewsAd hoc calls and unstructured notesScheduled from the card with scored forms
SaudizationUnknown until Qiwa shows the ratioApplicants and hires tagged and reported per branch
Data privacyCVs on personal laptops and phonesRole based access and a retention policy
OnboardingDetails retyped into HR and payrollConverted to the employee record in one click
FAQ

Module questions, answered

Everything else, we cover in a free 30-minute consultation.

Can candidates apply in Arabic from our website?
How does Odoo handle candidate data under the PDPL?
Can we track Saudi applicants for Nitaqat?
Does the hire become an employee record automatically?
Can hiring managers see only their own candidates?
Does it work with LinkedIn, Bayt and Jadarat postings?
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Ready to run your business on one system?

Free consultation. Meet the team and get a clear roadmap in one call.

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