This article highlights powerful updates that make PeopleForce faster, clearer, and easier to use across key workflows.
🔍 Cleaner recruiting insights with accurate pipeline statistics and seamless linking of existing job postings.
⭐ More flexible performance reviews with editable templates and better structure for managers and employees.
⏱ Smarter attendance & navigation thanks to forgotten clock-out detection, a unified Inbox for all actions, and simplified Attendance access.
Pipeline statistics report
We’ve updated the Pipeline statistics report so it now reflects a more accurate picture of your recruiting performance.
Previously, the report counted every movement a candidate made between stages. If a candidate moved back and forth, they could be counted multiple times, inflating the totals and making it harder to read real conversion rates. Now, the Pipeline statistics report is based on unique candidates. Each candidate is counted once per stage within the selected period, which gives you cleaner numbers and more reliable insights into how your pipeline actually performs. Detailed description here.
For teams that still rely on the previous logic, we’ve kept the old version as a separate Pipeline movements report. It can be enabled on request.
❗If you compare past exports or screenshots with data from the updated report (for the same period), the numbers may no longer match and can look significantly lower. This is expected and caused by removing duplicate movements, not by losing data.
Performance reviews: more flexible and editable templates
We’ve significantly improved how performance review templates work so that HR teams can easily configure different forms for employees and managers, keep questions well-structured, and safely edit templates over time. More details here.
You can use separate self and manager templates within the same review cycle. Manager and self reviews can use different sets of questions, so you no longer need to duplicate templates and manually match them.
Each performance review template now shows how many cycles it is used in, with a “Used in cycles” counter. Clicking it opens a list of review cycles where this template is applied, giving you better visibility and control.
Question text in templates now supports basic rich text formatting (bold, italic, underline, bullet points, links), so you can structure longer questions and descriptions more clearly for reviewers.
You can also edit templates even if they are already used in review cycles. For templates in use, you can rename the template, change the order of questions, and edit question titles, descriptions, comments, and label names on scales. Structural elements (such as adding/removing questions or changing the scale structure) remain locked to keep existing review cycles consistent.
Resolve forgot clock-out issue
PeopleForce now helps prevent incorrect attendance data caused by forgotten clock-outs. If an employee forgets to clock out, the system detects the unfinished shift and sends them a mobile push notification, an email reminder, and shows a prompt when they next clock in. The employee must confirm whether to record scheduled hours or the actual tracked time. Unconfirmed time is not added to reports, ensuring accurate attendance and billing. More details here.
Connect an existing vacancy on a job site to PeopleForce
Recruiters often start using PeopleForce when some job postings are already live on external job sites. With this update, you can continue working with these postings and keep all new candidates flowing directly into the vacancy pipeline in PeopleForce.
You can now link an existing job site publication to a vacancy in PeopleForce and maintain a smooth, unified recruitment process, even if the posting was originally created outside the system.
In the Vacancy → Promotions settings, choose whether to create a new publication or link an existing one. The system displays a searchable list of active job postings from the integrated job site, so you can quickly find and connect the correct one. Once linked, all new applicants from that publication will automatically appear in the vacancy pipeline. More details here.
Inbox: one place for all your actions
We’ve introduced Inbox — a new space that brings together everything that needs your attention.
Instead of showing only tasks, the sidebar badge now includes tasks, approvals, reviews, surveys, and e-signatures. Inbox collects all these items in one list, with clear context and action buttons, so you can complete work without jumping between sections. More here.
Attendance: simpler navigation
We’ve simplified how Attendance works in the sidebar. Clock-in is now part of Attendance, so everything related to time tracking lives in one place.
Inside Attendance, you can switch between Company for company-wide attendance and My for your personal attendance, which was previously available as Clock-in.
Nothing has been removed. This update makes Attendance clearer, more consistent with other sections, and easier to use. If you used Clock-in before, you’ll now find it under Attendance → My.
Other improvements
In addition to the major enhancements introduced in version 2.37, we've also rolled out several other updates designed to improve your overall experience with PeopleForce. Here's a quick overview of these:
Core HR
Core HR
If a document has the status Failed to process, you can retry sending it for eSignature. Once the issue is resolved — for example, if a missing email address has been added — the document can be sent again. Click the three dots and select Retry eSignature. The document will be sent for signature once more.
You can now add custom department-level fields to leave policy approvals, giving you more flexibility and control over how approvals are structured across different departments.
Recruit
Recruit
Sync candidates starting from the selected date. When connecting a vacancy or creating a new publication, you can now choose whether to synchronize all candidates or only those who applied after a selected date. This helps avoid importing outdated applicants and keeps your pipeline focused on recent, relevant candidates.
You can now quickly add or update multiple vacancies in PeopleForce by importing them from a spreadsheet, making recruitment setup faster and more efficient. Simply prepare your file using the required template, and all vacancy details will be uploaded accurately and consistently.
You can now import data to quickly assign candidates to vacancies and place them into the correct pipeline stages, eliminating the need for manual updates.
We’ve expanded the Greenhouse integration to support internal hire transfers, allowing existing employees who are hired for a new role in Greenhouse to be recognized as internal transfers in PeopleForce. Instead of triggering the New Hire flow, PeopleForce now offers you to fill in People data change request forms, making it easy to update the employee’s role or position with minimal manual input.
Perform
Perform
View participant list in upcoming cycles. You can now see the full participant list for review cycles that haven’t started yet. The interface (progress, participants, etc.) looks the same as for active and completed cycles, making it easier to review, verify, and add employees before the cycle begins.
Preserve performance review formatting. Text styling that you configure while creating a review is displayed correctly for submitted responses.
Export results with average competency scores to Excel. Export of review results now includes a Summary tab with average competency scores by rater type (manager, self, peer, upward and custom employee reference fields), as well as overall average and rating.
Cycle owners can request revisions of a submitted review, not only account administrators. This gives HR managers more control over the quality of review responses.
The review participant list now shows the manager’s full name and position in the same format as the employee’s information, making reporting lines easier to read and verify.
We’ve added a new export option to the PeopleView inside Objectives. You can now open the People tab and download a dedicated export report. All active filters apply, allowing you to export data for all employees or limit the report to a specific person.
Time
Time
We’ve added a new attendance policy option that allows you to make the Project and Comment fields mandatory for all time entries. This ensures that employees must fill in these fields before submitting their time.