Employee Referral Management Platform
Employee referral SaaS that turns a company's existing staff into a recruiting channel. Employees submit candidates, recruiters track them through the hiring pipeline, and reward payouts trigger when a referred hire signs.
Three dashboards. One referral pipeline.
Platform admin provisions companies. Each company's HR tracks candidates through a Kanban pipeline and pays bonuses on every stage. Employees see their points and earnings on their own dashboard and refer in one click.
Companies on the platform
5 active · 1 trial
This is an animated mockup of the referral platform we'd build — not a live product. Companies, candidates, and referrer handles are illustrative.
Admin provisions companies
Platform admin signs up new companies, picks their plan, and unlocks their dashboard. Each company gets isolated data on the shared backend.
Company HR campaign dashboard
HR creates referral campaigns by role, sets bonus tiers, and invites employees. Each company tracks its own pipeline and payouts.
Employees submit candidates
Employees refer in one click with a name, role, and link. Every submission lands in the Kanban pipeline tagged with the referrer.
Kanban candidate tracking
HR moves candidates through Submitted → Interview → Hired → Retained → Long-term. Drag-and-drop or status update from the candidate detail.
Auto bonus payouts per stage
Each stage triggers an automatic bonus to the referring employee and adds points to their profile. The referrer sees the payout the moment HR moves the card.
Employee points + leaderboard
Every employee sees their own points, earnings, and ranking on the company leaderboard. Gamification with real money behind the score.
Employee referral SaaS that turns a company's existing staff into a recruiting channel. Employees submit candidates, recruiters track them through the hiring pipeline, and reward payouts trigger when a referred hire signs.
Recruiter dashboard for managing referral campaigns and reward tiers, employee portal for submitting candidates and tracking status, candidate pipeline that mirrors the recruiter's existing ATS. Multi-region front end on a shared backend so HR teams across countries get localised branding without forking the data layer.
Each company runs its own referral programme: define eligible roles, set reward tiers, invite employees, accept submissions, move candidates through the hiring stages, and trigger payouts on hire. Recruiters get a campaign-level view of which referrals are converting. Employees see their own submission history and where every candidate stands. The same backend powers regional front ends so the UK and Australia teams each see their own localised site.
How a request flows through it
Each request enters at the top of the diagram, flows through every box, and lands at the bottom — exactly the way the production system behaves. The scan-line traces where a live request would be right now.
What it's built with
The interesting parts
Recruiter campaign dashboard
Recruiters create referral campaigns by role, set reward tiers, invite employees, and track candidate progress through the hiring stages.
Employee submission portal
Employees submit candidates through a simple portal, get notified at every status change, and see their reward eligibility update as candidates advance.
Multi-region front end, shared backend
Each region runs its own localised front-end domain with country-specific branding, but the data lives in one backend — one source of truth for campaigns, candidates, and payouts.
Pipeline mirrors the recruiter's ATS
Candidate states map to the recruiter's existing hiring funnel so the referral platform doesn't become a parallel system to keep in sync.
The calls that did most of the work
A handful of engineering choices shape how a system feels. Here are the ones we'd still defend — alongside what each one cost.
Three dashboards on one tenant-isolated backend
Platform admin, company HR, and employees each need a different surface — admin provisions companies, HR runs the pipeline, employees track their own points. Building all three on one tenant-isolated backend keeps the data model coherent (a candidate belongs to a company, a payout belongs to an employee) and avoids three parallel systems to keep in sync.
Tradeoff: Every backend endpoint has to reason about three role scopes plus tenant ID — wrong-role-sees-data is a security issue, not just a UX one, so the permission matrix gets careful test coverage.
Stage-progression engine as the source of truth for payouts
Bonuses fire on stage transitions (Submitted → Interview → Hired → Retained → Long-term). Moving the logic into a single stage-progression engine means HR moves a Kanban card and the bonus payout, points award, and notification all fire from that one event — no manual reconciliation between the pipeline and payroll.
Tradeoff: Stage transitions are now load-bearing — every transition needs an audit log, a reversibility story (HR clicks the wrong column), and idempotency so retries don't double-pay.
Points + earnings as a ledger, not a counter
Points and bonuses need a history (per quarter, per campaign, per stage) — not just a running total. Treating them as an append-only ledger makes leaderboards, payout history, and retroactive corrections all queryable from the same source.
Tradeoff: Reads have to roll up the ledger (or maintain a cached projection) — slightly heavier than reading a counter column, but the audit story is bulletproof.
Multi-region front end on a shared backend
Region-specific front-end domains help with brand and local SEO without forking the data layer — one source of truth, one set of business rules across markets.
Tradeoff: Cross-region concerns (timezones, locale, currency for payouts) have to be handled deliberately in the API layer rather than per-region duplication.
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