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September 22, 2020

Our Product Journey Continues: Able’s September 2020 Release

Hiring is a painful process. It’s long and complex. There are a ton of steps along the way, and when it comes to the staffing industry and high-volume hiring, these problems get amplified and those workflows become more complex.

From the beginning, we set out to build a comprehensive onboarding product that can support any hiring workflow, no matter how complex. Of course, with that comes its own challenges -- building a product that can be both configurable and scalable enough for the largest staffing firms in the world, as well as user-friendly and people-centric enough for any candidate to be able to jump right in and complete every step along their journey to day one on the job.

We’ve certainly faced growing pains along the way, and still do. It’s not easy to take all of this complexity and make it dead simple, especially while looking to change the way onboarding is done today via automation and an elevated experience for any candidate. We have work to do, but are excited to share some of the recent progress we made, as well as committing to more regular communications around new updates and fixes that we’ll be bringing all Able users more often.

In doing that, we also need to focus. Our recent name change was about aligning with our industry, as well as our vision for the product -- one that’s based around creating the best onboarding experience for candidates and recruiters alike by streamlining and automating the processes that take a candidate from filling out an application to completing onboarding.

With that focus in mind, we’ve made some recent changes and investments to accelerate our path to that vision:

  • We’re increasing our focus on quality by hiring more members of our QA team, including a new leader, and creating a more sophisticated, multi-environment software development life cycle.
  • We’ve expanded monitoring of our systems and applications to alert us to issues in the infrastructure, applications, and user experience so that we can discover and resolve issues as fast as possible.
  • We’ve reorganized our engineering team. We’ve historically had a team of engineers that were focused on feature enhancements, and a team focused on support. We hired three additional developers and elevated our support engineers into a first-class client delight team, one whose charter isn’t just to squash bugs, but to perform deep root-cause analysis and find ways to prevent the bugs from happening again.

So as we continue our focus on a more scalable and resilient product that can handle any of today’s hiring challenges, we’re excited to announce our newest release of Able that continues improving the onboarding process for candidates and recruiters alike.

This release includes enhancements and fixes based on improving the candidate experience, providing stronger permissions management, giving customers more comprehensive remote I-9 tools, and offering healthcare users a more intuitive skills checklists feature.



First of all, recruiting is all about finding great talent and we never want the experience candidates have to take a backseat in what and how we build. When filling out applications, we’ve reduced the number of steps candidates have to take to share when they can start their new gig with a single “Earliest Available Start Date” field with a date selector.

Additionally, when completing “Job Preferences” in a candidate’s profile, there’s now a type-ahead field that contains a comprehensive, alphabetized list of all available job categories to speed up selection.



As a recruiter or administrator working in Able, there are times when you need to log into the system as an applicant, namely when validating a configuration or providing guided assistance to see what a candidate is seeing. However, as teams grow or more recruiters enter the system, it’s important that this functionality is locked down for some team members or third parties. Now, only certain system users will have access to this functionality by default.



Validating employment authorization using Form I-9 requires a lot of moving pieces, including types of documentation and second signers, especially when being completed remotely. In this release, we’re giving I-9 second signers the ability to choose multiple file types to upload identification documents. In addition to images, identification can now be uploaded as .doc, .docx, .pdf, .txt, and .rtf types.

Multiple fixes are also making the I-9 process more complete, including validation to ensure only accurate dates can be entered for date of birth and making sure documents always download in the correct file format identified by users, reducing errors and time spent revisiting I-9s.



The need for efficient healthcare staffing is only on the rise, so we’ve invested in making our skills checklists for credential management more intuitive for recruiters and candidates. The process for signing off on a skills checklist is easier with more space in the margins provided for signatures, prompts to complete missed fields when navigating between categories, and a clearer “Sign to Complete” prompt that becomes available only after reaching the final skills group.


Administrators can also choose if candidates are allowed to skip over the skills checklists while filling out the application and calling out an outstanding skills checklist in the applicant profile, rather than making it required to fill out the rest of the application.

For more details on this month's release, including additional enhancements and fixes, check out our release notes here.

Topic(s): Product