Roles and permissions help your team collaborate safely. They define what each user can access and what actions they can perform. This is especially important in hiring because candidate profiles may include resumes, evaluation notes, interview feedback, AI insights, and decision history.

Why permissions matter

Permissions help you:

• Protect candidate data

• Avoid accidental changes to jobs or workflows

• Keep hiring decisions controlled

• Limit sensitive actions to the right people

• Make collaboration easier for interviewers and reviewers

Common role types

Your team may include several types of users.

The four standard roles

Talinty uses four built-in roles with progressively expanding access. Most workspaces never need anything beyond these.

• Owner. Full access, including billing and workspace deletion.

• Admin. Operational control: users, jobs, settings, integrations. No billing.

• Recruiter. Day-to-day recruiting work: jobs, candidates, assessments, communications. No user management.

• Hiring Manager. Job-scoped collaboration on hiring decisions for assigned roles only.

Each role inherits everything in the role below it. An Admin can do everything a Recruiter can. A Recruiter can do everything a Hiring Manager can, within the same scope.

Per-role detail

Owner

Owner is the most powerful role. Owners can delete the workspace, change billing, and reassign other Owners. Two principles:

• Keep the list short. One or two Owners is enough for most companies; a small workspace might have one.

• Owner access is tied to the relationship with Talinty, not to the recruiting function. The person who signed the contract or pays the bill is the right Owner; the head of recruiting might not be.

Admin

Admin is the working power role. Admins run the workspace day to day, manage users, configure settings, set up integrations, and tune the AI. The head of recruiting, the talent ops lead, and senior recruiters are good Admin candidates. Admins can't touch billing, which protects against accidental damage.

Recruiter

Recruiter is the role most of your team will have. Recruiters do the actual recruiting work: posting jobs, reviewing candidates, running assessments, talking with candidates, submitting scorecards. They can't add users or change settings, but they can do anything related to filling roles.

Hiring Manager

Hiring Manager is the scoped role for people outside the recruiting team. The classic case is an engineering manager interviewing engineers for their own team. They need to see the candidates, review their work, leave feedback, and weigh in on decisions. They don't need to see other roles in the company, change AI settings, or manage anyone else.

Hiring Managers are job-scoped, which means access expires when the role closes. If they need access to a new role, you reassign them.

Picking the right role

A few principles:

• Default to the most restrictive role that lets the person do their job. You can always grant more access; revoking access after the fact is awkward and sometimes embarrassing.

• Match the role to the function, not the seniority. A senior engineering manager interviewing for their team is a Hiring Manager, not an Admin. A junior talent ops specialist who runs the day-to-day workspace might genuinely need Admin.

• Reserve Owner for the smallest possible group. Owners can delete the workspace. That's a real power.

• Don't use Recruiter to give people "lots of access" when they should be a Hiring Manager. The scoping on Hiring Manager is a feature, not a limitation.

Changing roles later

Changing someone's role takes effect immediately, with no data loss. The teammate keeps their authorship on past notes, scorecards, and actions; only their permissions for new actions change.

The exception is moving someone down to Hiring Manager. If they previously had access to all roles as a Recruiter, they'll lose visibility into anything they're not explicitly assigned to. Make sure their assigned roles are set before the change takes effect.