Release notes — v0.6 + v0.7

Two releases in the past week brought around 30 user-visible improvements to Jadiroon. Here's what changed.

Demo workspaces retired (October 24, 2026)

The self-serve demo workspaces and the live sector tours (culture, digital, health, retail) are retired. Demos are now run by our team in a real, fully populated workspace: book a demo and we will walk you through it. Every workspace now behaves the same way, including sending real emails.

v0.6.7 — Job-family mandates; org chart is now a coverage grid (July 12, 2026)

Every job family a workspace adopts is now adopted under a mandate — Regulatory, Executive, or Internal — and the same family can be adopted under more than one mandate at once (each adoption is its own instance with its own competencies and Levels). The Job families page lists every adopted instance under its sub-sector, with a mandate-colored indicator on each row. You can change a family's mandate from its edit page (even for shared-catalog families — the mandate is workspace-scoped), and Duplicate a family into a mandate it isn't using yet, choosing whether to carry over its Levels and Positions (competencies stay linked to the same job family; People are never copied).

The org chart is rebuilt around this: it is now a flat, read-only grid of colored boxes — one per job-family instance, grouped by mandate — each showing a filled-versus-desired headcount. This replaces the old interactive, drag-to-reparent reporting-tree canvas.

As part of this, the Level-to-Level reporting hierarchy (Level.reportsToId) and its Bulk import / Export spreadsheet flow (see v0.6.6 below) are retired — there is nothing to wire on the org chart anymore. Career paths, Succession planning, and Internal mobility already scored people from grade seniority and the org-structure vertical tree rather than the reporting line, so those surfaces are unaffected.

• Book a demo with sales. Guests can now pick a time and book a demo directly from the site (Contact our team → Book a demo). Bookings arrive in the sales inbox with a calendar invite.

v0.6.6 — Bulk org-chart import (June 11, 2026)

The org chart now has a Bulk import button (HR administrators and Line managers) for seeding a whole reporting tree from a spreadsheet instead of adding levels one at a time on the canvas.

• Cascading template — download an .xlsx with Level name, Sub-sector and Job family. The Job-family dropdown cascades — pick a sub-sector on a row and that row's job-family list narrows to only its families. No ids.
• Build the reporting tree in the sheet — four more columns, Reports to and Direct report 1–3, are dropdowns of the level names you type in the first column. Name a row's manager, or list its direct reports — whichever end is easier. On import the file is read in two passes: the first creates every level, the second wires the tree.
• Upload up to 500 rows — .xlsx or .csv. Everything except the Level name is optional; a name-only row is fine.
• Safe + all-or-nothing — every picked label is re-checked against your own workspace, so a stale or hand-edited file can't attach a foreign sub-sector or family. If any row has a problem (missing Level name, unknown sub-sector, a job family not in the chosen sub-sector, a reporting name that matches no level or more than one, a level given two managers, or links that form a cycle) nothing is imported and the dialog lists each offending row so you can fix and re-upload. Imported Levels land as placeholders wired into the tree you described, ready to complete.

The cascade and reporting dropdowns use standard validation that Microsoft Excel evaluates live; Apple Numbers doesn't support dependent dropdowns, so fill the file in Excel.

v0.6.5 — Branded loading indicator (June 9, 2026)

Page transitions and longer actions now show a small branded loader — the Jadiroon mark, in the brand palette — instead of a blank flash. It appears as a light overlay that doesn't hide the page underneath: the current screen stays visible (dimmed slightly) while the loader spins, so you keep your context. It shows automatically when you navigate between pages, and on actions that take a moment (such as adding a recommendation to a plan). The indicator respects your reduced-motion setting.

v0.6.4 — Bulk employee import (June 9, 2026)

The People tab now has a Bulk import button (next to Add employee, HR administrators only) for seeding a whole roster from a spreadsheet — not just sending invitations, but creating the employee records and linking each to a position.

• Position-aware Excel template — download an .xlsx whose Position and Role columns are pre-filled dropdowns. The Position dropdown lists every position (role / level) in your workspace at the moment of download, so every imported employee lands in the right seat.
• Upload up to 200 rows — .xlsx or .csv. Columns: First name (required), Last name, Email, Phone, Nationality (ISO-2), National ID / Iqama, Start date (YYYY-MM-DD), Manager email, Role, Position.
• Smart invitations — plain EMPLOYEE rows create a roster record only (no login invite, mirroring the single Add employee form). Rows whose Role is HR_ADMIN or LINE_MANAGER and that include an email also get a login invitation.
• Safe + transparent — rows matching an existing person, user, or pending invite are skipped, never overwritten. The dialog reports imported / skipped counts with a per-row reason for every skip.

v0.6.3 — Roles are now Levels; Positions are hiring seats (June 8, 2026)

The org structure and taxonomy have a clearer two-concept model:

• Level — the role or grade definition: name, required competencies, reporting tree placement, target headcount, salary band, and Saudization policy. Levels are what the org chart and the Levels admin screen manage.
• Position — a hiring requisition / seat beneath a Level. One Level can have many open Positions (e.g. hire three Software Engineers at the same grade at once). Employees occupy a Position; a Level's filled headcount is the total employees across all its Positions.

The admin tab formerly labelled Positions is now Levels. Existing roles have been migrated automatically — no action required.

v0.6.2 — One plugin per competency (May 20, 2026)

The plugin-to-competency binding moved into the manifest. Every starter manifest now declares which GeneralSkill slug it assesses (top-level for single-competency plugins, per-dimension for multi-dimension ones). installTemplate resolves the slugs against the global competency catalog automatically, so callers no longer have to thread skillId or dimensionMapping for community plugins.

The database now enforces one plugin per general competency, per workspace — AssessmentTemplate carries a @@unique([workspaceId, generalSkillId]) index, and the installer also sweeps multi-dimension mappings to catch overlaps the unique index can't see into. Installing a second plugin that targets an already-bound competency fails with a clear error.

To support stable cross-workspace slugs, the ten trait competencies used by the v0.6 starter catalog (the five Big Five traits, Perseverance, Work Preference, plus Politeness / Problem Solving / Urgency Sense for SJTs) are now pre-seeded as global GeneralSkill rows visible from every workspace.

v0.6.1 — Assessment plugins (May 19, 2026)

The assessment library now has a plugin architecture. Ready-made instruments install onto workspace competencies in a few clicks, and HR Admins can upload their own JSON manifests to add private instruments without a code change.

New: community catalog

Six ready-made public-domain instruments ship in the starter catalog at /{workspace}/app/develop/library/community:

• IPIP-VIA Perseverance (8 items) — Goldberg / VIA, fully public domain. The commercially-safe alternative to Duckworth's Grit-S.
• Big Five Inventory Short (BFI-10) — Rammstedt & John (2007). Two items per Big Five trait.
• Mini-IPIP (20 items) — Donnellan et al. (2006). Four items per Big Five trait. Better reliability than BFI-10.
• IPIP Big Five Full Battery (50 items) — Goldberg / IPIP public-domain. Ten items per trait. The deeper option when reliable trait estimates matter more than respondent time.
• Work Preference (8 forced-choice pairs) — internal probe of working style.
• Customer Service SJT (10 scenarios) — measures politeness, problem-solving, and urgency sensitivity. Used by retail + healthcare demo workspaces.

The previous Grit-O (Duckworth 12-item) plugin is now archived (deprecated) — Angela Duckworth's FAQ explicitly prohibits commercial use, so it is hidden from the library catalog. Existing installs continue to function; new installs should pick IPIP-VIA Perseverance instead.

Plus the jsPsych Cognitive Battery code-based plugin with 11 in-browser cognitive tasks: flanker, go/no-go, 2-back, Simon Says, symbol-digit, Wisconsin card sort, adaptive resilience, mental rotation, Tower of London, change detection, task switching.

New: bring your own manifest

HR Admins can upload custom JSON manifests through the catalog's "Upload custom manifest" section. The manifest schema validates client-side as you type — JSON syntax errors and schema violations surface inline. Uploaded manifests are workspace-private and can be deleted (the system refuses delete if any installed templates depend on the manifest).

Provenance + validation badges

Every installed template now carries small pills on its library card showing provenance (Community / Proprietary / Workspace custom) and validation status (Beta translation, Experimental — hidden when fully validated). The provenance signals where the instrument came from so reviewers know which to trust for what.

Competency detail surfaces assessability

Every workspace competency now shows a banner indicating whether any assessment templates link to it. Competencies with zero templates show "Not yet assessable" and a one-click button to browse the community catalog.

Backwards-compatible cutover

Existing behavioral, cognitive, technical, and simulation templates from earlier releases continue working without changes — the cutover is opt-in per template. New installs flow through the plugin path; legacy templates keep the existing path.

v0.7 — Polish & Truth Sweep (April 27, 2026)

A focused round of UAT-driven fixes plus several new features. The demo is now CHRO-grade: every dashboard updates in real time, every notification reflects something that actually happened, and the brand now ships on a single Saudi-tuned typeface everywhere.

New features

• Saudization (Nitaqat) dashboard — see your current Saudization rate, your Nitaqat tier (Platinum / High Green / Mid Green / Low Green / Yellow / Red), and how far you are from the next tier. Covers all 54 HRSD sectors × 6 size bands. Available under People → Saudization (Nitaqat).
• Internal mobility first — a new automation setting (default ON) opens new roles to your existing employees for 14 days before they go public. You can override per role at creation time. The role auto-flips to public on schedule.
• Saudi-only role enforcement — mark roles as Saudi-only or Saudi-priority. Saudi-only roles disappear from non-Saudi candidates' job listings and block their applications with a polite Arabic and English notice.
• Bigger assessment banks — Behavioral Core and Cognitive Core now draw from banks of 52 and 51 items respectively. Every attempt draws 50 items, stratified so every facet appears in every attempt. Every attempt is unique; replays are consistent. Cognitive timer extended to 25 minutes (was 15).
• Custom assessment library — HR Admins can now create custom assessments for their organisation. Two paths: clone an existing template, or AI-generate items targeted at a specific competency from your taxonomy. A one-click "Auto-populate library" shortcut appears on fresh workspaces.
• Assessment instances page — clicking "Behavioral", "Cognitive", "Technical", or any other type on the Develop dashboard now takes you to a paginated, filterable list of every assessment of that type — by status, by person, by date.
• Rich candidate documents — candidates' CVs, certificates, transcripts, and other uploaded files are now viewable directly from the candidate's profile page. HR can also upload reference documents.
• Assessment reports inline — click "View report" on any completed assessment in a candidate or employee profile to see the full bilingual PDF report. Previously only available from the employee's own portal.
• Stage-aware action buttons — every candidate stage now shows the right next-step buttons. A rejected candidate sees Archive and Re-open. A hired candidate sees a link to their employee profile.
• Public job posting helper — every role's admin page now has a Public posting card with copy-link, QR-friendly URL, AI-generated post body in Arabic and English, and one-click share buttons for WhatsApp and LinkedIn.
• Email invitations — invite team members and they receive a branded bilingual welcome email when an email service is configured. The modal always offers a copy-link and WhatsApp share button as fallback, so invitations work in any environment.
• Mass CSV upload — import up to 200 competencies or 200 team members from a CSV file. Downloadable templates included. Errors are flagged row by row before import.
• Login from the marketing site — the marketing nav now has a Log in button next to "Take a Tour". The login form asks only for email and password — Jadiroon resolves your workspace automatically.
• Profile page for HR admins — clicking your name in the top-right now opens a real profile page where you can update your name, phone, locale, password, and avatar.

What's improved

• Single brand font everywhere — Jadiroon now ships in Montserrat Arabic across both Arabic and English. Numerals, headlines, body text, and percentages all share the same metrics.
• Truthful notifications — the notification bell now shows only events that actually happened in your workspace. Notifications are display-only — they're for awareness, not navigation.
• Reactive dashboards — KPIs and lists on the home page, Develop, and Hire pages refresh automatically after every action. Hire someone, assign an assessment, schedule an interview — the numbers update without a page reload.
• Consistent green sidebar icons — Team & invitations and Career paths icons now match the green tone of their neighbors. Behavioral Core renamed from "Behavioral v0.1".
• Arabic email-template stage labels — the email-template editor now shows "تقدّم", "تمّ الفرز", "عرض مقابلة", etc. on Arabic pages.
• Calendar preference honored — the Hijri / Gregorian / Both setting in workspace settings is now actually respected by date displays.
• Better L&D deep-links — when we have a direct link to a specific course on the provider's site (IPA, TVTC, etc.), we use it. When we don't, the link says "Browse provider catalog" so you know what to expect.
• Privacy and Terms unified contact — both pages now point to hello@jadiroon.sa.
• Mobile-friendly application form — public job pages and the candidate apply form audited and tightened for phone-sized viewports.

v0.6 — Data-driven Team Building (April 25, 2026)

Closes the last open marketing promise — the Grow section now has all five features end-to-end.

New features

• Project entity — define a project with required competencies, dates, and headcount. Jadiroon proposes a ranked top-three team that maximises competency coverage and behavioural complementarity.
• Team builder — /app/grow/teams lets HR Admins create projects, see three candidate teams with rationale, swap members, pin or exclude individuals, and save the staffed team.
• Member swap — for any saved team, drill into any member to see alternative candidates ranked against the team's current shape, and swap with a single click.
• Behavioural complementarity — when behavioural profiles exist, team scoring rewards profile diversity (different working styles complement each other). When behavioural data is missing, the algorithm falls back gracefully to competency-only scoring.
• Employee project view — /me/projects shows employees their active project assignments and what competencies they are contributing.
• Project assignment notifications — employees get a bell notification when added to or removed from a project.
• Person 360° projects card — the People profile pages now show how many active projects a person is on.

Coming next

Looking ahead:

• Email service domain verification (@jadiroon.sa sender)
• Real psychometric validation against a Saudi norm sample
• Customer Service simulation expansion
• Technical assessment runner supporting multiple-choice items
• Larger Finance, Retail, and IT technical assessment banks
• Anonymous candidate post-submit document upload
• Saudi-specific job board share helpers (Bayt, Taqat, Jadarat)
• Real-time WebSocket dashboard updates
• Tree-style career path visualisation
• CSV import raised from 200 to 1,000 rows