2.41 Release overview

✨ This update includes both major enhancements and a wide range of smaller improvements designed to make everyday work in PeopleForce more efficient. In this release, you’ll find more precise Job tab permissions, more flexible review cycle setup, a cleaner approach to overtime request handling, and a simpler way to place candidates into the right stage of a hiring pipeline.

At the same time, we’ve also expanded form capabilities with custom tables, improved Knowledge Base content management and search, added bulk CV downloads for recruiters, updated reports and filters across several areas, and introduced multiple UI and terminology improvements throughout the platform.

🚀 Together, these changes help make PeopleForce more flexible, consistent, and easier to use across HR, recruitment, performance, and time management processes.

We’ve redesigned Job tab permissions to give admins more precise control over what employees, managers, and custom roles can see in job-related data. Job and Compensation are now separated, and while Compensation keeps the existing permission logic, the Job tab now supports more granular visibility for the Positions, Work status, Job profiles and Lifecycle tables, including custom fields. This makes it easier to hide specific information, such as Job level, Employment type, or selected custom columns, without hiding the entire tab.

Unlike the other Job tables, Lifecycle is not managed field by field. Instead, its permissions are grouped more logically, so companies can control access to hire and tenure information separately from termination details. This makes Lifecycle permissions clearer and avoids the confusing logic where users could sometimes see parts of the table without having clear access to termination-related data.

In addition, each Job table now has a separate Historical records permission, which controls whether users can see only the current record or also past and scheduled changes. If a role has edit access to a table, edit applies to the whole table, and historical records remain available automatically.

Overall, these changes make Job permissions clearer, more flexible, and much easier to manage across employee profiles. More details here.

We’ve made review cycles more flexible by introducing a new Peer group reviewer type. Previously, a review cycle could include only one Peer reviewer type, while the Custom reviewer type could add only one reviewer based on an employee reference field. This worked well for many review setups, but companies with more complex review structures often needed additional flexibility when collecting feedback from different groups.

With the new Peer group reviewer type, you can add multiple reviewer groups to one cycle and name them based on the role they play in the process, such as Tech leads, Project team, or Cross-functional peers. This helps keep feedback organized and makes it easier to understand which input comes from which group.

The new reviewer type also combines the flexibility of both previous options. It uses the same General question template, manager review visibility, and sharing options as the previous Peer reviewer type. It also supports the same nomination methods as Peer, with Employee reference field added as an additional option. This means the previous Custom reviewer logic is now included within Peer group setup: when you select Employee reference field as the nomination method, the system uses the selected employee field to assign the reviewer.

As a result, you can collect feedback from peers, team leads, project-based collaborators, and reviewers linked through employee reference fields in one review cycle, without separating them into different reviewer types or multiple cycles. More details here.

We’ve updated the overtime request flow to better separate approval work from confirmed overtime records. Previously, pending and approved overtime requests could appear together in the Attendance > Company overtime view.

Now, overtime requests are handled through the Requests page, where they appear as a separate Overtime request type.

Unapproved overtime requests are shown under Awaiting approval and All, making it easier for managers, HR, and payroll teams to track requests that still need action.

At the same time, the Overtime tab in Company Attendance is now focused on approved overtime only, so it works as a cleaner payroll-ready view of confirmed extra hours.

The request layout has also been updated to match the structure of other request types, including support for collaborators, and export functionality now includes overtime requests as well. Overall, this update makes overtime data easier to review, reduces clutter in Attendance, and helps lower the risk of payroll mistakes by separating pending requests from approved overtime records. More details here.

We’ve made it easier to place candidates in the right stage of the hiring pipeline from the start. Now, when recruiters add a new candidate to the database and assign them to a vacancy, or assign a previously added candidate to a vacancy, they can select the target stage during this step. The available stages are applied automatically based on the pipeline used for the selected vacancy, so the candidate is placed directly into the correct stage once the form is submitted.

This is especially useful when a candidate should not start from the first stage, for example, if they are already known to the team, were screened earlier, or are joining the process at a later point. Instead of assigning the candidate first and then moving them manually, recruiters can place them into the needed stage right away. This saves time, helps keep candidates correctly positioned in the pipeline, and reduces the risk of triggering unnecessary actions tied to earlier stages. Additional details here.

In addition to the major enhancements, we've also rolled out several other updates to improve your overall experience with PeopleForce. Here's a quick overview of these: