If you’re a recruiter seeking help with candidate screening and interview preparation, Manatal brings those tasks alongside job and applicant management. It’s a cloud-based ATS and applicant tracking system.
The Manatal recruiting platform is the focus of the review, with department setup, applications, and career-page customization covered in detail. Chisom Nwanonenyi’s walkthrough shows a central recruiting workflow for talent acquisition, using tech talents as its example audience. The hiring process may support recruitment success, but the AI co-pilot interaction doesn’t demonstrate automatic interview booking.
Signing In With a Business Email
Chisom flags the email requirement before opening the account. In the sign-in flow he describes, a personal email address isn’t accepted. Google sign-in should use an account connected to Google Workspace, or the recruiter can use a business email directly.
The account shown already contains some prepared items, though the sign-in and setup don’t demonstrate data migration. The walkthrough covers creating a new department and job rather than relying entirely on those existing records.
Creating the Department and Job
Set Up an IT Engineer Department
The department example starts in the Departments area. Chisom selects the option to create a department, names it IT Engineer, and chooses himself as a team member.
He also opens the advanced options, where the walkthrough shows additional details such as a website and location. Those fields aren’t needed for his example, so he continues with the basic department information.
Next, he starts creating a job within that department, setting up the role before candidate sourcing begins. He also mentions the Jobs area as another place to begin the job-creation process.
Choose a Technical Support Engineer Template
The job-creation screen offers two approaches in the walkthrough: select a template or complete a form. Chisom chooses the template route and selects Technical Support Engineer for the IT Engineer department, giving him a starting point for defining the tech talents he needs.
The setup then covers the job team and the people assigned to it. He chooses himself for the example while pointing out the option to add other team members.
The template also supplies a starting job description and requirements. Chisom mentions a bachelor’s degree in information technology among the requirements for tech talents in the role and explains that the template wording can be edited.
Setting the Hiring Pipeline and Job Details
Review the Default Pipeline
During job creation, Chisom opens the default hiring pipeline. The stages he mentions include candidate submission and an HR interview handled by human resources.
The walkthrough covers configuring the pipeline to match the recruiting process. He also points to the Administration area as another place to manage pipeline settings, although he keeps the default pipeline for this example.
This setup is separate from the job description, which explains the vacancy. The pipeline tracks each candidate’s progress through the hiring process.
Enter Headcount, Location, and Compensation
Chisom changes the headcount to five hires for the tech talents needed in this example.
He sets the tech talent vacancy to remote, then covers entering minimum and maximum salary amounts and choosing a pay frequency. The salary figures aren’t clear enough to establish a meaningful range, but the fields themselves are part of the setup shown.
Before completing the job, he reviews the template’s description and requirements. Creating the job record is only the first step; publication happens separately.
Publishing the Job on a Career Page
The newly created job isn’t public immediately. Chisom opens the public-posting area and finds the career page is disabled, so he uses the career page builder to configure the applicant-facing page.
He then opens the unpublished job, scrolls to Publish Job Post, reviews the posting, and completes publication. The resulting career page displays the Technical Support Engineer vacancy for tech talents.
Manatal job posting channels also come up during this part of the walkthrough, including job boards. The demonstrated route, however, is the career page, not a completed campaign on those sites.
Chisom points out that the job page can be edited after setup, including its header. He returns to broader career-page customization later in the review.
Following the Applicant’s Experience
The application flow begins with the Apply option on the published vacancy. For a role aimed at tech talents, the example covers these steps:
- Enter the applicant’s name and contact details, including an email address and phone number.
- Attach a resume and add a cover letter through the application form.
- Agree to the terms and conditions, then submit the application.
A confirmation message follows submission. Chisom then returns to the recruiting account and opens the candidate database to locate the application.
The example makes the connection between the public-facing career page and the internal review process visible. An applicant submits information through the job page, and the recruiter reviews it in the candidate database.
Application completeness also comes up here. Chisom points back to the job and form settings when discussing information that wasn’t included in the example. The walkthrough shows a new application, not data migration of existing records, and doesn’t assess data privacy compliance.
Reviewing and Assigning Candidates
Open the Candidate Record
The candidate portion of the walkthrough shows a profile and resume within an applicant tracking system and recruitment crm. The example profile in the candidate database contains limited information because not every field was completed.
Chisom also mentions viewing and downloading the resume. For tech talents reviewing applications, the candidate record is where he returns to the submitted application and its attachment.
This distinction matters: receiving an application and having a fully populated candidate profile are separate things. The form settings determine which information applicants must provide. The review doesn’t show data migration into candidate records.
Connect a Candidate to a Job
When candidate sourcing identifies a qualified person, Chisom describes two ways to associate them with a job. Tech talents can use the profile’s three-dot menu and select Add to Job, or click the plus icon beside the job.
He also mentions an option to map a qualified candidate as an employee. The walkthrough doesn’t continue into a complete employee-onboarding process.
What the AI Co-Pilot Shows About Interview Setup
Chisom opens the AI co-pilot while discussing interview preparation for tech talents. The interaction involves asking for help setting up an interview, then using the information it produces.
The limitation is important. In the interaction shown, the co-pilot says it can’t send the interview directly to the candidate. Chisom describes copying the information and sending it separately.
The co-pilot interaction covers interview preparation, but it doesn’t show an invitation sent to the candidate or a confirmed calendar booking.
That distinction matters when comparing this AI recruitment software walkthrough with AI meeting scheduling tools. Interview preparation still leaves a separate sending step in this example.
Manatal’s official recruitment software description discusses a broader set of AI recruiting functions. Those product descriptions shouldn’t be confused with what this co-pilot interaction demonstrates.
Pricing and Plans Discussed in the Review
Chisom presents the entry option at $19 per month and outlines higher pricing tiers for larger recruiting needs. The figures below summarize that presentation, rather than establish a current offer.
| Plan discussed | Price or scope described in the walkthrough |
|---|---|
| Entry plan | $19 per month, up to 15 jobs, up to 10,000 candidates, and unlimited hiring managers |
| Enterprise | Unlimited jobs, candidates, and hiring managers, plus workflow automation and lower-tier features |
| Enterprise Plus | Enterprise features, an advanced report builder, AI integrations, and custom permissions and user groups |
| On-demand | Mentioned as an option for additional needs, without a detailed breakdown |
The main distinction in the presentation is the move from defined job and candidate limits to broader capacity and advanced features. Chisom considers the entry limits sufficient for many small and medium-sized businesses recruiting tech talents.
Billing terms matter when matching plan capacity to talent acquisition needs. The available pricing descriptions distinguish monthly and annual billing, so the $19 figure isn’t universal across subscription arrangements. Manatal’s official pricing and plans is the reference for current billing terms and plan entitlements.
Staffing agencies may want to compare job and candidate limits with their expected volume. Check current plan terms for customer support details, and confirm data migration scope with the vendor, since the pricing presentation doesn’t establish it.
AI Features Highlighted During the Plan Comparison
During the pricing discussion, Chisom names several AI recruitment software capabilities associated with the plans:
- Automated candidate-profile enrichment using CV and LinkedIn information.
- AI-generated candidate recommendations that may support candidate sourcing, including searches for tech talents.
- Around-the-clock automated screening.
- Custom job pipelines and support for all languages.
These are features discussed in the presentation, not independently verified results. The walkthrough provides no recruitment metrics for recommendation accuracy, screening quality, or time saved, and it doesn’t measure recruitment success.
The Enterprise Plus discussion also mentions an advanced report builder and integrations involving ChatGPT and other AI systems. Some integration names are unclear in the spoken explanation, so the review doesn’t establish a complete integration list.
The strongest visible detail remains the recruiting process itself: setting up a vacancy, receiving an application, reviewing the candidate, and asking the co-pilot for interview help.
Customizing the Career Page and Application Form
Adjust the Page to Match the Business
Chisom returns to the career-page settings to show how the career page builder can edit the page and add a job-page header.
He also says removing the Manatal logo requires a paid Pro plan. This can affect employer branding, but the review doesn’t establish that logo removal is included across every current subscription tier.
The career page is the applicant-facing part of the example and connects with the Manatal job posting channels discussed earlier. Its appearance and form settings are separate from the internal hiring pipeline. Businesses can tailor the public-facing vacancy and application experience for tech talents.
Decide Which Fields Applicants Must Complete
The form-editing portion covers importing fields and changing whether they’re required. Chisom mentions candidate description, education, languages, expected benefits, and cover letter among the available fields.
He discusses making some entries compulsory while leaving others optional. The resume, cover letter, and phone number also come up during this explanation.
Publishing a vacancy doesn’t establish which fields applicants must complete. Chisom handles required and optional information in the application-form settings.
This connects back to the minimal candidate profile shown earlier. The form configuration affects how much information reaches the recruiter with each application.
Frequently Asked Questions
Which job posting channels does the walkthrough demonstrate?
It shows a vacancy published on a Manatal career page and mentions job boards as another channel. It doesn’t demonstrate a completed posting campaign on external job boards or list specific supported sites.
Does creating a job make it public automatically?
No. In the walkthrough, the career page is enabled first, then the recruiter opens the unpublished job and completes publication.
Can the career page and application form be customized?
Yes. The review shows editing the page, adding a job-page header, and setting application fields as required or optional. It also notes that removing the Manatal logo requires a paid Pro plan, though current plan details should be confirmed with Manatal.
Does Manatal’s AI co-pilot book interviews automatically?
The interaction shown provides interview-preparation information, but the co-pilot says it can’t send the interview directly to the candidate. The review doesn’t show a sent invitation or confirmed calendar booking.
The Main Takeaway From the Manatal Walkthrough
The clearest value in Chisom’s review is the connected hiring workflow. The example links department setup and a published vacancy with an application and candidate record. It gives a focused view of applicant tracking system and recruitment crm use in talent acquisition, with tech talents as the example role.
The AI co-pilot adds interview-preparation help, but the interaction shown stops short of sending an invitation or confirming a booking. Pricing and advanced-feature claims also need to stay separate from the actions demonstrated. The walkthrough doesn’t measure recruitment success, so staffing agencies should assess fit against their own workflow.
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