Complete Employee Lifecycle Journey

General For All Users Hr Apps
Last updated: January 26, 2026 β€’ Version: 1.0
Table of Contents

Complete Employee Lifecycle Journey

This guide provides a comprehensive overview of the entire employee lifecycle in MangoAppsβ€”from identifying a hiring need through an employee’s eventual departure. Understanding this end-to-end journey helps HR teams, managers, and employees navigate each phase effectively.

1. The Complete Journey Overview

MangoApps manages the entire employee lifecycle through an integrated suite of tools:

graph LR A[Headcount Planning] --> B[Job Board] B --> C[Candidate Alerts] C --> D[Applications] D --> E[Screening] E --> F[Interviewing] F --> G[Offer Management] G --> H[Preboarding] H --> I[Onboarding] I --> J[Employment] J --> K[Offboarding] style A fill:#e3f2fd style B fill:#e8f5e9 style C fill:#fff3e0 style D fill:#fce4ec style E fill:#f3e5f5 style F fill:#e1f5fe style G fill:#e8f5e9 style H fill:#fff8e1 style I fill:#e8f5e9 style J fill:#e3f2fd style K fill:#ffebee

Journey Phases at a Glance

Phase Purpose Key Users
Headcount Planning Identify hiring needs and get approvals Managers, HR, Finance
Job Board Post positions and attract candidates HR, Recruiters
Candidate Alerts Notify qualified candidates System (automated)
Applications Receive and track applicants Candidates, Recruiters
Screening Evaluate initial qualifications Recruiters, Hiring Managers
Interviewing Assess candidates in depth Interviewers, Hiring Teams
Offer Management Extend and negotiate offers HR, Hiring Managers
Preboarding Prepare new hires before Day 1 New Hires, HR
Onboarding Integrate employees into the company Employees, Managers
Offboarding Manage employee departures Departing Employees, HR

2. Phase 1: Headcount Planning

What It Is

Headcount planning is the strategic process of identifying, justifying, and approving new positions before recruiting begins.

graph TD A[Manager Identifies Need] --> B[Create Position Request] B --> C[HR Review] C --> D{Approved?} D -->|Yes| E[Finance Review] D -->|No| F[Request Returned] E --> G{Budget Approved?} G -->|Yes| H[Position Approved] G -->|No| F H --> I[Ready to Post Job] style A fill:#e3f2fd style H fill:#e8f5e9 style F fill:#ffebee

Key Activities

Activity Description Who
Position Request Manager submits justification for new role Department Manager
HR Review HR validates role requirements and compliance HR Team
Budget Approval Finance confirms budget availability Finance/Leadership
Final Approval Executive sign-off for senior roles Department Head/Executive

What Gets Defined

  • Job title and level
  • Department and reporting structure
  • Salary range and benefits
  • Required qualifications
  • Target start date
  • Headcount justification

3. Phase 2: Job Board

What It Is

Once a position is approved, it’s posted to the job board to attract qualified candidates.

graph TD A[Approved Position] --> B[Create Job Posting] B --> C[Internal Job Board] B --> D[External Career Site] B --> E[Job Aggregators] C --> F[Internal Candidates Apply] D --> G[External Candidates Apply] E --> G style A fill:#e3f2fd style C fill:#e8f5e9 style D fill:#e8f5e9 style E fill:#e8f5e9

Job Posting Includes

  • Job Title & Summary β€” Clear, compelling description
  • Responsibilities β€” Day-to-day duties and expectations
  • Requirements β€” Must-have qualifications
  • Nice-to-Haves β€” Preferred but not required skills
  • Benefits β€” Compensation and perks highlights
  • Company Overview β€” Culture and mission statement
  • Application Instructions β€” How to apply

Distribution Channels

Channel Reach Best For
Internal Job Board Current employees Promotions, transfers
Company Career Site Direct applicants Employer brand awareness
Job Aggregators Indeed, LinkedIn, etc. Maximum visibility
Social Media Company followers Culture-fit candidates
Employee Referrals Employee networks High-quality referrals

4. Phase 3: Candidate Alerts

What It Is

MangoApps automatically notifies qualified candidates when relevant positions are posted.

sequenceDiagram participant JB as Job Board participant SYS as MangoApps participant CP as Candidate Pool participant C as Candidate JB->>SYS: New job posted SYS->>CP: Match job to candidate profiles CP->>SYS: Qualified candidates identified SYS->>C: Email/SMS alert sent C->>JB: Views job posting C->>JB: Applies (optional)

How Matching Works

Candidates are matched based on:

  • Skills β€” Required skills vs. candidate profile
  • Experience β€” Years of experience and job history
  • Location β€” Geographic preferences and remote eligibility
  • Salary β€” Compensation expectations alignment
  • Job Preferences β€” Role types and industries of interest

Alert Types

Alert Type Trigger Content
Job Match New job matches profile Job details + apply link
Application Reminder Started but didn’t submit Complete your application
Status Update Application status changes Next steps or decision

5. Phase 4: Applications

What It Is

Candidates submit their applications through the career portal, starting their journey through the hiring process.

graph TD A[Candidate Views Job] --> B[Click Apply] B --> C[Create/Login Account] C --> D[Complete Application Form] D --> E[Upload Resume] E --> F[Answer Screening Questions] F --> G[Submit Application] G --> H[Confirmation Email] H --> I[Application in Pipeline] style A fill:#e3f2fd style G fill:#e8f5e9 style I fill:#fff3e0

Application Components

Component Required Purpose
Personal Information Yes Contact details, work authorization
Resume/CV Yes Experience and qualifications
Cover Letter Optional Personal pitch and motivation
Screening Questions Varies Quick qualification filters
Portfolio/Work Samples Varies Evidence of skills (creative roles)
References Optional Professional recommendations

Candidate Portal Features

  • Application Dashboard β€” Track all applications in one place
  • Status Updates β€” Real-time visibility into progress
  • Document Management β€” Store and reuse resumes
  • Saved Jobs β€” Bookmark interesting positions
  • Job Alerts β€” Get notified of new matches

6. Phase 5: Screening

What It Is

Screening is the initial evaluation to identify candidates who meet basic qualifications before investing in interviews.

graph TD A[Applications Received] --> B[AI Resume Screening] B --> C[Recruiter Review] C --> D{Qualified?} D -->|Yes| E[Phone Screen] D -->|No| F[Rejection Email] E --> G{Proceed?} G -->|Yes| H[Move to Interviews] G -->|No| F style A fill:#e3f2fd style H fill:#e8f5e9 style F fill:#ffebee

Screening Methods

Method Time Best For
AI Resume Screening Instant High-volume filtering
Recruiter Review 5-10 min Quality assessment
Phone Screen 15-30 min Culture fit, salary alignment
Skills Assessment 30-60 min Technical validation
Video Introduction Async Personality preview

What Recruiters Evaluate

  • βœ… Meets minimum qualifications
  • βœ… Relevant experience
  • βœ… Salary expectations in range
  • βœ… Work authorization
  • βœ… Location/remote compatibility
  • βœ… Availability to start

7. Phase 6: Interviewing

What It Is

Qualified candidates progress through structured interviews to assess their fit for the role and company.

graph TD A[Candidate Passes Screen] --> B[Schedule Interview] B --> C[Interview Round 1] C --> D[Hiring Manager Interview] D --> E[Team/Panel Interview] E --> F[Final Interview] F --> G[Interview Debrief] G --> H{Decision} H -->|Hire| I[Move to Offer] H -->|No Hire| J[Rejection] H -->|Maybe| K[Additional Round] style A fill:#e3f2fd style I fill:#e8f5e9 style J fill:#ffebee

Interview Types

Type Duration Focus Participants
Phone/Video Screen 30 min Basic fit Recruiter
Hiring Manager 45-60 min Role fit, experience Hiring Manager
Technical 60-90 min Skills assessment Technical team
Panel Interview 60 min Team dynamics Multiple interviewers
Culture Fit 30-45 min Values alignment HR/Leadership
Final Round Varies Executive approval Senior leadership

Interview Scheduling Features

  • Automated Scheduling β€” Syncs with calendars
  • Self-Service Booking β€” Candidates pick time slots
  • Interview Kits β€” Standardized questions and scorecards
  • Feedback Collection β€” Interviewers submit ratings
  • Debrief Coordination β€” Compile team feedback

8. Phase 7: Offer Management

What It Is

When a candidate is selected, HR extends a formal offer and manages negotiations through acceptance.

sequenceDiagram participant HM as Hiring Manager participant HR as HR Team participant SYS as MangoApps participant C as Candidate HM->>HR: Recommends hire HR->>SYS: Creates offer package SYS->>C: Sends offer letter C->>SYS: Reviews offer C->>HR: Negotiates (optional) HR->>SYS: Updates offer SYS->>C: Sends revised offer C->>SYS: Accepts offer SYS->>HR: Triggers preboarding

Offer Package Components

Component Details
Base Salary Annual or hourly compensation
Bonus/Commission Variable pay structure
Equity Stock options or RSUs (if applicable)
Benefits Health, dental, vision, retirement
PTO Vacation, sick leave, holidays
Start Date Proposed first day
Contingencies Background check, references

Offer Statuses

Status Meaning
Draft Offer being prepared
Pending Approval Awaiting internal sign-off
Extended Sent to candidate
Negotiating Candidate requested changes
Accepted Candidate signed
Declined Candidate rejected
Expired Deadline passed

9. Phase 8: Preboarding

What It Is

Preboarding bridges the gap between offer acceptance and the first day, helping new hires prepare without needing company login credentials.

graph TD A[Offer Accepted] --> B[Preboarding Plan Created] B --> C[Welcome Email with Portal Link] C --> D[New Hire Accesses Portal] D --> E[Complete Forms & Documents] D --> F[Review Welcome Content] D --> G[Meet the Team] D --> H[Prepare for Day 1] E --> I[Ready for Day 1] F --> I G --> I H --> I style A fill:#e8f5e9 style D fill:#fff3e0 style I fill:#e8f5e9

Preboarding Portal Features

Feature Purpose
πŸ“‹ Tasks Complete forms, review documents
🎬 Welcome Content Watch videos, read guides
πŸ‘₯ Team Introduction Meet manager, mentor, buddy
πŸ“… First Day Info When, where, what to bring

Benefits of Preboarding

  • βœ… Less Day 1 paperwork β€” Administrative tasks completed early
  • βœ… Reduced anxiety β€” New hires know what to expect
  • βœ… Faster productivity β€” Hit the ground running
  • βœ… Stronger connection β€” Feel part of the team before starting

For detailed preboarding information, see the New Hire Onboarding Journey Guide.

10. Phase 9: Onboarding

What It Is

Onboarding officially begins on Day 1 when the new hire is converted to an employee account and continues through their first weeks or months.

graph TD A[Day 1 Arrival] --> B[Convert to Employee] B --> C[Receive Login Credentials] C --> D[Access Employee Portal] D --> E[Complete Remaining Tasks] D --> F[Attend Training] D --> G[Meet Team Members] D --> H[Start Role-Specific Work] E --> I[30/60/90 Day Milestones] F --> I G --> I H --> I I --> J[Fully Onboarded] style A fill:#e8f5e9 style J fill:#e3f2fd

Onboarding Phases

Phase Timeline Focus
Day 1 First day Account setup, orientation, introductions
Week 1 Days 1-5 Basic training, team meetings, systems access
Month 1 Days 1-30 Role training, initial projects, buddy support
Month 2-3 Days 31-90 Increasing responsibility, performance check-ins
Completion ~90 days Full productivity, onboarding evaluation

What Employees Access

  • Task Dashboard β€” Track remaining items
  • Training Modules β€” Complete required courses
  • Team Directory β€” Connect with colleagues
  • Company Resources β€” Policies, handbooks, tools
  • Progress Tracking β€” See completion percentage

11. Phase 10: Employment (Active Employee)

What It Is

The employment phase encompasses the employee’s entire tenure, from fully onboarded through their eventual departure.

graph LR A[Onboarding Complete] --> B[Active Employment] B --> C[Performance Reviews] B --> D[Career Development] B --> E[Promotions/Transfers] B --> F[Daily Operations] C --> B D --> B E --> B F --> B B --> G[Departure Decision] style A fill:#e8f5e9 style B fill:#e3f2fd style G fill:#fff3e0

Employee Lifecycle Activities

Activity Frequency Purpose
Performance Reviews Quarterly/Annual Feedback and development
Goal Setting Ongoing Alignment with company objectives
Training As needed Skill development
Compensation Review Annual Market adjustments
Career Pathing Ongoing Growth opportunities
Team Collaboration Daily Project work and communication

12. Phase 11: Offboarding

What It Is

Offboarding manages the employee departure process, whether voluntary (resignation) or involuntary (termination), ensuring a smooth transition.

graph TD A[Departure Decision] --> B{Resignation or Termination?} B -->|Resignation| C[Submit Resignation] B -->|Termination| D[HR Initiates] C --> E[Exit Interview Scheduled] D --> E E --> F[Knowledge Transfer] F --> G[Return Company Property] G --> H[System Access Revoked] H --> I[Final Paycheck] I --> J[Departure Complete] J --> K[Alumni Network] style A fill:#fff3e0 style J fill:#ffebee style K fill:#e8f5e9

Offboarding Checklist

Task Owner Timeline
Resignation/Termination Notice Employee/HR Day 0
Exit Interview HR Week 1-2
Knowledge Transfer Employee + Team Notice period
Return Equipment Employee Last day
Access Revocation IT Last day
Final Pay & Benefits Payroll Per policy
Certificate/Reference HR Upon request

Offboarding Portal Features

  • Task Checklist β€” Track completion items
  • Knowledge Transfer β€” Document critical information
  • Exit Survey β€” Capture feedback
  • Benefits Information β€” COBRA, 401k rollover, etc.
  • Final Documents β€” W-2, employment verification

13. The Complete Picture

graph TB subgraph Planning A[Headcount Planning] end subgraph Recruiting B[Job Board] C[Candidate Alerts] D[Applications] E[Screening] F[Interviewing] G[Offer Management] end subgraph Joining H[Preboarding] I[Onboarding] end subgraph Employment J[Active Employee] end subgraph Departing K[Offboarding] end A --> B B --> C C --> D D --> E E --> F F --> G G --> H H --> I I --> J J --> K K -.->|Rehire| B style A fill:#e3f2fd style B fill:#e8f5e9 style C fill:#fff3e0 style D fill:#fce4ec style E fill:#f3e5f5 style F fill:#e1f5fe style G fill:#e8f5e9 style H fill:#fff8e1 style I fill:#e8f5e9 style J fill:#e3f2fd style K fill:#ffebee

14. Key Benefits of Integrated Lifecycle Management

For HR Teams

Benefit Impact
Single Platform All data in one place, no context switching
Automation Reduce manual tasks and errors
Compliance Built-in audit trails and documentation
Analytics End-to-end metrics and insights

For Managers

Benefit Impact
Visibility Track hiring and onboarding progress
Efficiency Faster time-to-hire and time-to-productivity
Quality Better candidate and employee experiences

For Employees

Benefit Impact
Seamless Experience Consistent journey from candidate to employee
Self-Service Portals for applications, onboarding, and offboarding
Transparency Clear visibility into status and next steps

For the Organization

Benefit Impact
Retention Better onboarding = higher retention
Brand Professional candidate experience
Data-Driven Insights to improve processes
Cost Savings Reduced time and manual effort

15. Getting Started

For HR Administrators

  1. Configure Workflows β€” Set up approval chains for headcount and offers
  2. Build Job Templates β€” Create reusable posting templates
  3. Design Interview Processes β€” Establish standard interview stages
  4. Create Onboarding Plans β€” Build templates for different roles
  5. Set Up Offboarding β€” Configure exit checklists and surveys

For Managers

  1. Request Headcount β€” Submit position requests through the planning tool
  2. Participate in Hiring β€” Conduct interviews and provide feedback
  3. Support Onboarding β€” Meet with new hires and provide guidance
  4. Conduct Offboarding β€” Ensure knowledge transfer when employees leave

For Employees

  1. Browse Jobs β€” Explore internal opportunities
  2. Complete Onboarding β€” Finish all assigned tasks
  3. Request Offboarding β€” When departing, use the offboarding portal

This guide covers the complete employee lifecycle in MangoApps. For detailed information on specific phases, see the related help articles linked throughout this guide. For additional assistance, contact your HR team or MangoApps administrator.

Article ID: employee_lifecycle_journey