Jadiroon Docs · دليل جديرون

A condensed map of every feature in Jadiroon, organised by where it lives in the platform. One paragraph per feature, with a link to the full page where you would learn how to use it. If you only read one page in this manual before opening the product, this is the page.

Workspace foundations

Creating a workspace — the Jadiroon team creates your workspace and invites you as its first HR administrator; you activate your account from the invitation email, then complete the mandatory onboarding wizard that selects your sector's slice of the Saudi-curated competency taxonomy (sector → sub-sectors → job families → job descriptions). A workspace set up as a copy of another one skips onboarding.
Bilingual: AR + EN — every administrator and employee surface, every email template, every assessment item, every report narrative — all bilingual. Arabic is a peer language, not a translation. The interface mirrors right-to-left in Arabic with logical CSS, not flipped icons.

Bringing your team in

Three roles, briefly — HR Administrator (full access), Line Manager (team-scoped), Employee (self-scoped only). Three roles cover the cases an organisation in the first hundred employees needs.
Inviting users — one-by-one or via CSV roster import (up to 200 rows). Invitations send a branded bilingual email when an email service is configured; the modal always offers a copy-link and WhatsApp share as fallback. Seven-day token-based links. Recipients land on a one-page accept form, set their password, and are dropped into the right surface for their role.

Hire — the full hiring lifecycle

Authoring a role — three-step wizard: title and basics → required competencies (with required levels) → AI-generated job description.
AI job description generation — produces a structured, bilingual JD from a short seed description and the required competencies. Fully editable. Cached against inputs so re-generation is free for the same inputs.
Interview rubric authoring — questions tied to required competencies, scored on a 0–4 ordinal scale. AI suggestion button proposes questions per competency.
Internal mobility first — a workspace automation setting (default ON) opens new roles to existing employees for 14 days before going public. Override per role; auto-flips on schedule.
Public job page — every open role gets a public URL /{slug}/jobs/{roleId} you can share. The role admin page includes a Public posting card with copy-link, AI-generated post text in Arabic and English, and one-click share buttons for WhatsApp and LinkedIn. Candidates apply with no account creation: name, email, phone, CV upload, optional cover note.
CV screening — automatic on application: parses CV, extracts competencies, computes deterministic match score against the role, generates a narrative summary. Auto-advances candidates above your workspace's threshold (default 70).
Pipeline Kanban — six stages (APPLIED → SCREENED → INTERVIEWING → OFFERED → HIRED / REJECTED), drag-drop, bulk actions, automatic stage emails (12 templates: 6 stages × 2 locales).
Stage emails — workspace-editable bilingual templates for each pipeline transition. Variable substitution for candidate name, role title, etc. Per-locale matching to the candidate's preferred language.
Interview scheduling — propose 2–5 slots, candidate picks one via tokenized link (no login). .ics calendar file generated for confirmation.
Conducting interviews — rubric-guided notes, per-question 0–4 ratings, free-text observations. Multiple interviewers rate independently; aggregation surfaces divergence rather than averaging it away.
The hire handoff — single atomic transaction: candidate → employee, role → filled, growth plan drafted, welcome email sent.

Develop — five assessment types

Behavioural — forced-choice items (50 drawn per assessment from a bank of 52) producing a 4-axis dimensional working-style profile with narrative.
Cognitive — strictly time-bounded MC test (25 minutes) across verbal, numerical, abstract, and logical reasoning. 50 items drawn from a bank of 51. Score band: developing / proficient / advanced.
Technical — employee self-rates on the role's required competencies with evidence notes; line manager validates with their own rating; platform blends 0.3 self / 0.6 manager / 0.1 other evidence.
Structured interview — rubric-driven assessment conducted by a human, recorded against pre-defined questions per competency.
Simulation — branching situational judgement scenarios (5 scenes, 4–6 options each). HR-authored with AI assistance. Highest fidelity in the v0.5 set.
Assessment library — every template available to your workspace, both global (seeded) and custom. Workspace-private custom authoring for behavioural, cognitive, structured interview, and simulation. HR Admins can create custom assessments via clone-from-template or AI-generate-from-competency. A one-click Auto-populate shortcut seeds an initial library for fresh workspaces.
Assigning — pick assignee(s), pick template, set deadline. Notification fires immediately. Assessments expire after 30 days unassessed.
Reading reports — score, narrative (AI-generated, regeneratable), per-competency profile contribution, PDF download.
Competency profile mechanics — every assessment contributes to the assessee's profile, weighted by fidelity (0.4–0.9) and recency (12-month half-life). Confidence rises with agreement, falls with divergence.

Grow — moving people forward

Competency profile — per-person, per-competency aggregate of every measurement made of someone. Versioned. Read-only (no manual editing); built only from observed measurements.
3-lens gap dashboard — same data, three lenses: by person (employee vs role requirements), by role (team's distribution), by competency (org-wide level distribution).
Career paths — for each employee, top 3 roles where their profile is the strongest match, with competency-level breakdown and AI narrative.
Internal mobility — like career paths but for lateral moves only (same band as current role).
Succession planning — for each role marked succession-critical, ranked bench of internal candidates with readiness bands (Now Ready / 6–12mo / 1–2y).
Co-edited growth plan — HR + line manager + employee all edit the same document. Milestones, target role, learning items. No approval workflow; activity log gives accountability.
Learning recommendations — top 5 courses or programmes from a Saudi-market catalogue (IPA, TVTC, university executive ed, HRDF-supported), ranked against the employee's gap profile. Deep-links to specific course pages on provider sites where available.
Team building — define a project with required competencies and headcount; Jadiroon proposes a ranked top-three team maximising competency coverage and behavioural complementarity. HR can swap members, pin or exclude individuals, and save the final composition.
Activity log — read-only audit trail for every plan change, with actor and diff.

The employee portal

Personal dashboard at /{slug}/me — pending assessments, target-role progress, top learning recommendation, recent activity. The employee's whole world.
Notifications — bell with unread count; in-app only; display-only (not navigation links). Trigger types include assessment assigned, report ready, plan edited, and project assignment.
Competencies page — bar chart per competency with target marker and gap badge. Evidence drawer on each competency traces every contributing measurement.
Take an assessment — type-specific runner UX (forced-choice for behavioural, timed MC for cognitive, self-rating for technical, branching scenes for simulation, rubric-guided form for structured interview).
Career options — same matching as HR-side career paths, framed for the employee.
Co-edit growth plan — every employee can read and edit their own plan; HR and the line manager are the other two parties.
Profile edit — name, phone, avatar (managed cloud storage, 2MB cap), language, password. Forgot-password recovery with 1-hour token.

Workspace administration

Team and permissions — invite, change role, edit team scope, revoke access, sign-out-everywhere, manual password reset. Mass-import up to 200 team members from a CSV file.
Taxonomy — the four-level competency taxonomy (Sector → Sub-sector → Job family → Competency) that every workspace shares. Picked during onboarding; read-only in v0.5. An HR Administrator editor is on the watch list.
Saudization (Nitaqat) — Nitaqat tier dashboard covering all 54 HRSD sectors × 6 size bands; Saudi-only and Saudi-priority role flags; nationality visibility on the People roster.
Hiring configuration — auto-advance threshold, 12 stage email templates, and internal-mobility-first automation toggle.
Notifications-as-HR — what triggers fire to admins, how batching works.
AI usage and quota — visibility into which features call AI, current consumption, quota controls. Quota exhaustion degrades AI features gracefully without breaking the platform.
Workspace settings — display name, default locale, branding (logo + accent colour for the public job page), calendar preference (Hijri / Gregorian / Both), and the sector + size band fields that drive the Nitaqat dashboard.
Audit log — who did what, to which record and when: every change, sign-in and export, AI-made changes tagged, and every platform super-admin visit. Filters, CSV export, and a History panel on records.
Roles and permissions — roles you define: View or Act per module, named permissions, a data scope, and candidate contact details masked for roles that don't need them.

Platform administration

The Platform Console — for the platform's super admins: indicators across all workspaces with group subtotals and CSV export, creating workspaces (empty or copied from an existing one) and their first admins, users across workspaces, the global taxonomy, entering a workspace, and suspending or deleting one.

Trust and data

Where your data lives — hosted entirely within the Kingdom of Saudi Arabia on sovereign-cloud infrastructure, aligned with the Personal Data Protection Law (PDPL) and the National Cybersecurity Authority (NCA) requirements.
AI transparency — a leading large language model consumed via API. Seven features use AI. Zero data retention for training. Per-generation audit trail.
Data export — workspace-level and individual-employee. JSON archives, schema-versioned, signed.
Data deletion — three sizes (record, individual, workspace). Most records are retired (preserved for audit) rather than deleted; explicit deletion follows PDPL data-subject rights.
Account security — bcrypt-hashed passwords, JWT sessions, no account lockout (rate-limited instead), 30-day session lifetime.

Where to go next

A new HR administrator should read Start here as an HR administrator next.
An employee with an invitation should read Start here as an employee.
A reader who wants the philosophy behind the platform's flow should read The Hire → Develop → Grow arc.