Connecting Workday

#Where RemakeCV sits next to your system of record

Workday Recruiting is one part of a wider HCM suite, and that suite is usually the authoritative record for far more than hiring. RemakeCV works alongside it rather than reproducing any of it: it takes a candidate's CV, produces a branded version, and returns it. That is the whole remit — worth saying at the top, because it is almost always the first thing the people who own the suite want to establish.

#How the integration is set up

1. 1

   Tell us your hiring runs on Workday Recruiting

   Email support@remakecv.com with your organisation name, who prepares candidate CVs today, and what happens to the document afterwards.

2. 2

   Arrange API access on your Workday tenant

   In practice this sits with the HR systems or HRIS team who administer the tenant rather than with recruiting. What they are able to issue, and under what conditions, is the ground we build on.

3. 3

   Hand the credentials over through a secure channel

   We will nominate one. Credentials reaching into a live HR system should not travel by ordinary email, nor sit as an attachment on a ticket that stays open.

4. 4

   We build the connection and enable it

   Our team implements it against the access granted and switches it on for your organisation. The controls surface in your RemakeCV dashboard, with nothing for recruiters or hiring managers to install.

#Who to bring into the scoping conversation

Because Workday Recruiting shares a suite with the rest of your HR systems, the people who can answer our questions are rarely all in recruiting. Three perspectives usually cover it:

• Talent acquisition — what CV preparation looks like now, and who reads the finished document.
• The HR systems or HRIS team — who administers the tenant, what access can be granted, and how that fits the change process you already run.
• Whoever signs off on data handling — often IT security or privacy, since candidate documents leave one system and return to it.

None of that needs assembling before you write to us; a first conversation with recruiting alone works fine. Knowing early who will be involved just saves a round of forwarding.

#What the workflow looks like

With the connection running, the branded CV is produced as part of moving a candidate forward:

1. Requisitions, applications and progression carry on in Workday Recruiting as they do now.
2. The CV is rendered into your branded template, using the same editor and options as any other RemakeCV job.
3. The finished document returns to the candidate's record, where the hiring manager and interviewers pick it up.

Only the second step is ours. In a suite deployment that matters, because "can we add something for this?" usually turns on how much of the established process it disturbs — and here it disturbs none. See uploading a CV and reviewing and editing for what happens in between.

#Does the integration change the formatting?

No. A CV arriving over a connection is treated exactly as one dropped into the browser — same template, same editing, same anonymisation, same summaries, same download options. The connection settles where the file comes from and where it goes, so taking one on never reopens a decision your brand or talent team has already made.

If your organisation has never had a house CV layout — plenty of talent functions have not — our team designs and builds the template as its own strand of the same project. See requesting a custom template.

#Building it yourself

Organisations running a suite this size often have an integration team and a settled way of doing this work. Where that is true, the public REST API exposes the processing, retrieval and template endpoints directly, so your engineers can wire RemakeCV in on your own change calendar. See connecting RemakeCV to any ATS or internal system.

#Which plan includes it?

Business and Enterprise both include integrations — see plans and pricing.

#Start the conversation

Email support@remakecv.com with Workday and your organisation name. We will tell you what we need, confirm what the integration will do on your tenant, and — if it helps — take the technical questions directly with your HR systems team, rather than leaving recruiting to relay them in both directions.