2.43 Release overview

The People Directory filtering experience has been updated to align with the filtering approach used across other pages. Users can apply multiple filter criteria through a unified filter panel and manage active filters via removable filter chips. No changes were made to the underlying data, filtering logic, or APIs.

The permission for managing company-submitted forms is now called View and manage company requests. The clearer name reflects its scope in the product and helps administrators select the right permission when configuring custom roles. Existing role assignments remain unchanged.

Separate cover images can be added for the desktop and mobile sign-in pages in Settings > General > Personalisation. This allows companies to upload and manage different images optimised for each device type, ensuring the sign-in experience looks polished and on-brand.

Custom Reports now include an Objectives & Key Results data source. You can combine employee details (such as department, manager, or any custom fields you’ve created) with objectives and key results. Each row in the report represents a single objective and its related key result, and objectives without key results are still included, so you always have a complete view.

Compensation Types are moving from Core product to Payroll → Compensation Components, creating a more structured way to manage additional compensation categories. Existing compensation names and combinations are migrated without data loss, with unique codes generated where needed. New Payroll customers use Compensation Components by default, while existing accounts can transition through a tenant-based migration process.

The Knowledge Base editor now supports additional formatting blocks: callouts, separators, quotes, code blocks, and checklists. These options are available from the slash menu and render correctly in published articles, making it easier to create clearer instructions, highlight important information, and format technical content.

New hire form now includes full compensation and work pattern fields, allowing complete employee record setup during hiring rather than requiring post-hire profile updates.

Job group added to assignable rule sets, allowing workflow filtering by engineering team or other job groups.

Added one-time password security requirement for admin logins from unrecognized devices to prevent unauthorized access from breached passwords, reducing security risks for enterprise customers.

Improved placeholder logic in offer templates. Offer templates now use an updated system for placeholder variables. Information from candidate records, vacancies, and company profiles is populated more consistently when generating offers. This improves reliability and reduces the need for manual corrections.

Telegram icon added to candidate phone numbers. Candidate cards now display a Telegram icon next to phone numbers. Clicking the icon allows recruiters to start a Telegram conversation directly with the candidate, enabling faster communication via a preferred channel.

New source filter in recruitment reports. The Pipeline Funnel, Pipeline Statistics, and Vacancy Funnel reports now include a source filter. You can filter data by one or more candidate sources (for example, LinkedIn, referrals, or your careers page) to better analyze channel performance across the hiring process.

Restricted permissions for scorecard deletion. Scorecards can now only be deleted by their creator or super admins. This prevents unintended data loss and ensures evaluation history is preserved. Previously, any user with access to scorecards could delete them.

Legal entity field no longer pre-selected. The Legal entity field in vacancy request forms is no longer auto-filled. Users must now manually select the appropriate legal entity from the available list when creating a request, reducing the risk of incorrect defaults.

Better visibility for job board integration errors. Integration error indicators now appear directly in the vacancy list when issues occur with job board integrations. Errors are categorized as either account-level (credential issues) or campaign-level (publication issues), making troubleshooting faster and more precise.

Quickly identify participants who still need peer reviewers assigned. The review-cycle participant list now includes a Peers filter with empty and not empty options. This makes it easier to identify participants who still need peer reviewers assigned and check peer-nomination progress across the cycle.

Send targeted reminders only to reviewers who still need to complete their reviews. The Nudge action lets cycle administrators send reminders to a specific reviewer group. The dropdown shows Nudge all and every enabled reviewer group. Reminders are sent only to outstanding reviewers, while participants who have already submitted a review or received a reminder within the last 24 hours are excluded.

Keep review reminders organized with a single daily email. Performance review reminders are consolidated into one daily email for each participant. The reminder includes all outstanding self, peer, and manager reviews, with direct links to complete them. These reminders are sent to users who have been nudged by the review creator. Participants without pending reviews do not receive an email, helping keep inboxes focused during an active review cycle.

Choose whether to evaluate active or completed objectives in a review cycle. Review cycle settings include an option for choosing which objectives are evaluated during the selected period. Select Concluded in period to include completed goals or Active in period to include goals that were active during the review period. This supports longer-term objectives, including goals that remain in progress when a review cycle starts.

Assign peer-nomination tasks only to the responsible users. Peer-nomination tasks and reminders are now assigned only to the user who created the review cycle. When manager nomination is enabled in the cycle settings, direct managers also receive the relevant peer-nomination task for their employees. This keeps nomination responsibilities clear and prevents unrelated administrators from receiving reminders.

Manage Lifecycle survey participants more easily with improved list navigation. The Lifecycle survey participants page has been updated to provide a more consistent list experience, including standard filtering, sorting, and pagination. The updated page aligns with other list views in the product, making it easier to navigate and manage participants while also supporting smoother performance and enabling future enhancements to participant management.

Use updated, platform-neutral names for survey templates. Survey templates have been rebranded from Gallup-specific naming to neutral names. “Gallup's Q12 alternative” is now “Engagement Deep Dive”, and “Gallup’s Q12 main” is now “Team Engagement Pulse”, aligning the naming with a more general and platform-neutral terminology.

The Attendance company view now uses a flexible date range picker instead of a fixed month selector. Users can choose any start and end date within a maximum range of 60 days. Once a date range is selected, all attendance metrics (such as Expected hours, Worked hours, breaks, and related columns) are automatically recalculated to reflect only the selected period. The export function also respects the selected date range and generates data accordingly.

Overtime request approvals can trigger a webhook event. This allows payroll, time-tracking, and other connected systems to receive approval details automatically and keep overtime data in sync.

Attendance policies support the configuration of night hours, helping you accurately track and compensate work performed during late shifts. You can define a custom night-time period, assign a clear label, add an optional payroll code, and set a compensation multiplier to reflect higher pay rates. Configuration is done within attendance policy settings, allowing flexibility per team or location. Once set, PeopleForce automatically detects time-log entries that fall within the defined period and includes these classified night hours in payroll exports, reducing manual adjustments and ensuring compliance with internal or legal requirements.

The Candidate Applications API now supports time-based filters for created and updated applications. Use created_at_from, created_at_to, updated_at_from, and updated_at_to to retrieve applications within a specific ISO 8601 date-time range and support more efficient incremental data synchronisation.

CV download URLs generated through the API are now more secure. Each link requires authentication and is only valid for a limited time, meaning access is restricted to authorised users and expires automatically. If you’re integrating with our API for the first time, this helps protect candidate data by ensuring CVs can’t be accessed indefinitely or shared unintentionally, while still allowing you to retrieve documents when needed.