The Training tab is where you hire external trainers for your organisation. Instead of managing a fixed pool of internal trainers, you post a training position — the course topic you need delivered — and external trainers apply with their CV and a desired day-rate in SAR. The platform auto-screens each CV against your position requirements and flags whether the requested price falls within your budget. You then move trainers through a hiring pipeline identical in shape to the standard job-candidate pipeline: from Applied through Screened, Shortlisted, Interviewing, Offered, and finally Hired or Rejected.
Why a hiring pipeline for trainers?
Training needs in KSA organisations are often episodic: a compliance course once a year, a technical upskilling block before a project, an onboarding workshop for a new cohort. Bringing a trainer in through a proper sourcing and evaluation process — with a defined budget, documented qualifications criteria, and a recorded selection decision — gives you a defensible audit trail for MHRSD and HRDF purposes and prevents informal, undocumented trainer engagements.
The two sides of the Training tab
The HR pipeline (admin side) — you post and manage training positions. Each position records the course topic (in Arabic and English), what qualifications, licenses, and experience a trainer must have, which logistics your organisation will provide (venue, instructional design, presentation materials, handouts, AV, certificates), the price range you will pay (SAR per training day), and scheduling details such as delivery mode, duration, number of trainees, city, and preferred start date. Incoming applications are auto-screened by the AI and placed on the kanban board in the Applied column, ready for your review.
The trainer side (trainer account + dashboard) — trainers create their own trainer account, browse public posting pages, and apply after logging in. After submitting, each trainer has a dedicated dashboard at /{workspace-slug}/trainer where they can track the status of all their applications, see screening results that have been shared with them, and follow up on any scheduled interviews. This gives trainers a structured, transparent way to follow their candidacy without you having to communicate every status change manually.
The pipeline stages
Every trainer application moves through these stages:
- Applied — the trainer submitted their CV and desired day-rate. Auto-screening is running or complete.
- Screened — the AI has scored the CV against your position requirements and computed a price-fit signal. You can review the screening narrative before deciding.
- Shortlisted — you have reviewed the screening result and decided this trainer is worth pursuing.
- Interviewing — a call or meeting is scheduled. You record the date, your notes, and a rating.
- Offered — you have extended an offer to the trainer.
- Hired — the trainer is confirmed. The application is closed.
- Rejected — the trainer is not proceeding. A rejection reason is recorded.
Hiring pathways
When you open a training position you choose one of three pathways:
- Internal only — the position is not published publicly. You can add trainers directly as internal candidates.
- Internal first, then external — the position is held internally for a configurable number of days, then automatically becomes publicly visible if not filled.
- External — the position is published immediately to the public posting page.
What the AI does
When a trainer applies, the platform parses their CV, matches it against your position's topic, required qualifications, required licenses, and required experience, and returns a screening score (0–100) with a written narrative, a list of strengths, and a list of gaps. It separately computes whether the trainer's desired day-rate falls within your stated price range and shows the delta to your target price. The score drives optional auto-advance and auto-reject thresholds you configure in workspace settings — so you only manually review applications that land in the middle band.
Trainer applicants receive an automatic email at each pipeline stage — applied, screened, shortlisted, interviewing (plus the interview-slot offer), offered, hired, and rejected — mirroring the candidate hiring pipeline. The copy is editable in Settings → Hire → Emails under the Trainer hiring section, in both Arabic and English.
Archive and restore positions
When a training position is no longer needed, archive it instead of deleting — the record and its pipeline history are always kept. Archiving from the position's Details drawer (admins only) moves it out of the active training list and the dashboard counts. If hiring is still open, archiving closes hiring and the trainer pipeline first, and the public apply link stops accepting applications.
Archived positions live on the Archived page, reached from the "Archived" link in the training header. From there you can Restore any position; it returns to the active list as closed (not hiring), ready for you to re-open hiring when you want.
What it does not do (yet)
- It does not issue training certificates or manage post-training assessments.
- It does not integrate with the HRDF portal API or compute HRDF subsidy amounts.
These are roadmapped. The data model is built to accommodate them without requiring a migration.