HR, recruiting, and internal programs

Hiring and pulse programs deserve a system of record-not a folder called “final_FINAL_resumes”.

Candidates upload sensitive documents; managers submit session feedback; ERGs run anonymous pulses. Formspring keeps each flow in a queue with explicit retention, private file access, and exports when People Partners need to move analysis into their HRIS project. You spend review time on decisions, not reconciling five versions of the same spreadsheet.

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Consent on the rowPrivate CV storagePulse + apply separatedRetention you can audit
Live walkthrough

Application received

Apply

Role, consent checkbox, narrative - one timestamp

CV + cover letter

Files

Private objects - signed download from dashboard

Reviewer assigned

Owner

Hiring manager owns the row - status Open

Pulse elsewhere

Pulse

Anonymous team survey - separate form, no cross-link

Retention window

Legal

180-day applicant policy - countdown visible on form

HRIS export

Exit

CSV for the migration window - columns match policy

What People can defend

  • Consent text stored with the answers that depended on it.
  • No CV URLs pasted into email footers.
  • Applicants and pulse respondents do not share the same dataset by accident.
Controls

Checklist language legal actually wants to hear

Plain statements you can paste into a vendor packet-then prove in the product.

  • Consent + narrative in one record with a single submission timestamp.
  • Private file handling-uploads are not public URLs in email footers.
  • Surveys for structured feedback with the same spam and rate protections as external forms.
  • Per-form retention aligned to each program-not one org-wide guess.
  • Exports for HRIS migration windows without screen-scraping your own inbox.
Programs

Three situations where “just use a form link” quietly fails People teams

Separate flows so anonymity and identifiable applications never collide by accident.

Open role: two hundred applications, one hiring manager

Resumes and cover letters stay attached to the submission row. Filtering and bulk export mean nobody forwards a 9 MB PDF through email “so recruiting can see it.”

Quarterly pulse: trends without burning anonymity

Careful field design and team-level aggregation live next to identifiable application flows-so you are not mixing those datasets by accident.

People data is high stakes. The bar is consent, retention, and who can see which file-not “we will figure out Drive permissions later.”

Boundaries

What we will not blur for a smoother demo

The compliance panel above is the happy path-these lines are the hard stops.

  • Formspring is not an ATS or HRIS; it is the intake and survey layer that feeds those systems via export or webhook.
  • If you require on-prem-only storage with zero cloud subprocessors, our hosted EU stack will not fit-talk to us about your constraints before procurement.

Product entry points

Patterns that match sensitive intake.

Give candidates and employees one trustworthy front door.

Start free, pilot one role or one pulse program, and expand when legal nods at the retention story.

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