Release Notes Overview

This document outlines Springboard release version 7.42, scheduled for release in March 2026.

Version 7.42 introduces the following new features, outlined in the contents list below.

This release also covers bug fixes and other small improvements, which are outlined in these notes.

Contents

Release Notes Overview

Introducing Springboard’s Gen AI companion - ScoutAI

Feedback request automation

Simplified Interviews Experience

Seek job ad performance panel

Embedded PowerBI Dashboards (US-clients only)

Email Domain Validation on User Details admin screen

Be notified when a candidate uploads a document on Onboarding portal

Improving performing actions on candidates

Minor bug fixes & Enhancements

This document details each key change you will need to be aware of to leverage these improvements effectively. Please note that some screenshots in this document represent pre-release versions and may differ slightly in the production release.

Contact Information

IMPORTANT: Please contact your Springboard Account Manager if you have any questions regarding the information provided in these release notes.

Introducing Springboard’s Gen AI Companion - ScoutAI

 We’re excited to announce ScoutAI, the hero feature in Rel 7.42. It is a Generative AI capability designed to help you create high-quality hiring content faster with greater consistency. ScoutAI’s capability adds a new layer of intelligence to Springboard ATS, elevating the recruitment experience from an administrative burden to a smarter, more impactful and efficient system.

 In the Q1 2026 release, ScoutAI will support two powerful use cases:

• Job ad content generation
• Interview reference questions.

These capabilities help reduce manual effort, improve content quality, and ensure a consistent interview experience across candidates.

With just a few inputs, ScoutAI generates engaging job ads and structured interview questions, enabling you to spend less time on preparation and more time finding the right talent.

This guide provides a step-by-step walkthrough of how to use ScoutAI in Springboard so you can start utilising and realising value immediately.

Enablement:

This feature can be enabled on request through the Application Support Team or your Account Manager.

Key highlights

ScoutAI can be invoked anywhere from within Springboard by clicking on the icon shown below.

Alternatively, ScoutAI can be invoked from the top banner by clicking on this header icon.

ScoutAI, for this release, supports the following two use-cases:

1. Job- Ad generator: The Job Ad Content Generator enables recruiters and hiring managers to create high-quality, role-specific job advertisements quickly. By invoking ScoutAI directly within the Springboard, users can generate job ad content using one of the following:
   • Generate from brief - Create job advertisement content using a short brief/description or by uploading a position description document.
   • Generate from job - Create job advertisement content using job details and attached position description document to the job details screen.
   • Modify current job ad – Improve and optimise an existing job advertisement. This module helps the user create and/or refine the content using guided prompts, saving time while improving clarity, consistency, and candidate appeal. The generated output can be used as-is or further refined through customisation.
2. Interview reference questions: ScoutAI enables recruiters and hiring managers to generate interview reference questions that are tailored to either the job position description (PD) or a specific candidate profile. By analysing key inputs such as required skills, responsibilities, competencies, and experience outlined in the job PD or the candidate’s resume and application details, ScoutAI will produce relevant, structured, and role-specific reference questions that can be used for a candidate’s interview.

These questions are designed to help interviewers validate past performance, assess behavioural and technical competencies, and reduce bias by ensuring consistent evaluation criteria across candidates. This capability improves interview preparedness, saves time, and promotes higher-quality hiring decisions by aligning reference checks closely with role requirements and candidate suitability.

Note: If, for any reason, you do not want to use candidate-specific interview reference questions to be generated and displayed, then the tile can be hidden with configuration.

How this works

Although ScoutAI can be invoked from anywhere within Springboard, relevant context, such as job details, existing job ad content, and candidate information, is automatically passed when ScoutAI is launched from any of the job screens. This context shapes and enhances the subsequent user experience.

The steps outlined below walk you through how to use ScoutAI.

Generate job ad content

The job ad content can be generated via Generate from brief or generate from job.

1. Login to Springboard.

2. Go to the job that you want to create a job ad for and click on the ScoutAI icon.

   

3. The ScoutAI panel will open as follows.

   

4. Select Generate Job Ad tile.

5. When invoked from the job details screen, the default option selected would be Generate from Job. The job details fields are displayed along with the position description document if attached to the job.

   

6. The field is editable, and changes can be made by the user dynamically.

7. Click on the Generate Job ad button and the output is displayed.

   

8. If the user is happy with the generated content, they can click on Use this button.

   

9. Use this button transitions to Rate with 5 stars displayed. The user can rate the generated output on a scale of 1 to 5 stars, where 5 stars indicates the user is extremely satisfied with the quality and relevance of the content, and 1 star represents the lowest level of satisfaction.

   

10. After providing the rating, the user is redirected to the Create Ad screen.

    

11. The content is pasted in the Job Description field on the Create Ad screen.

    

Generate from brief

1. Invoke ScoutAI from the job screen and select Generate from brief.

2. The user can either select Type brief/description or Upload document.

   

3. Add a brief description or a couple of sentences to the AI prompt and click on the Generate Job ad button.

   

4. Alternatively, the user can upload a document describing the role to create job ad content.

   

   

Modify existing ad content

Use this option if the job ad and its content already exist. Follow the steps mentioned below to refine the content.

1. Click on Edit Job Ad and invoke the ScoutAI icon.

2. The ScoutAI panel opens, and the Modify current ad option is selected by default. The existing content is displayed.

   

3. Click on Improve Content.
4. The new content is generated and displayed.

Optimise the output

This option allows recruiters to control writing style and output through clear, guided settings such as persona, tone, formality, content length, and industry context, emphasis, ensuring the generated content matches both the role and the organisation’s brand.

It highlights what matters most to the users, for example, work-life balance, innovation, or diversity, helping the AI companion to produce job ad content that is not only role-specific but also aligned with employer values and candidate expectations.

Follow the steps mentioned below to optimise:

1. When an output has been generated, click on the Optimise button on the ScoutAI.

   

2. The user can select from the available filters to align the output with their organization’s branding and values.
3. If the user wants more refinements, it can be defined and selected from Advanced Settings available from this screen.

Interview reference questions

The interview questions generator can be invoked from any screen within Springboard. Like job ad content generator, if AI companion is invoked from a job or a job ad screen, from where the context can be fetched, then no redirection or navigation is required. However, if invoked from anywhere else, the user needs to provide the job reference number.

1. Login to Springboard.
2. Go to the job on which interview questions need to be generated on.

3. Invoke ScoutAI on the job and select Interview questions.

   

4. ScoutAI will now prompt you to select one of the two options:
   • Job-based questions: This option is used to generate interview questions based on the job role, requirements, and responsibilities that are perfect for initial screening.
   • Personalized questions: This option is used to generate tailored questions based on both the job requirements and the specific candidate experience using their resumes attached with the application. This is the best option for targeted interviews.

Job-based questions

5. Select this option to generate generic interview questions for a specific job.

   

6. The user can use the questions configuration section to customize the input. By default, 10 questions are generated but it can be changed.
7. The question type distribution can also be changed according to the requirements.

8. Ensure that the experience level selected is as required.

   

9. Click on the Generate Interview Questions button.

10. Each question is displayed with a guide.

    

11. If the user is happy with the generated output, they can click on Use this button.

    

    

12. The output is saved on the Job Details screen as the Interview questions. Clicking on this will display the interview questions panel.

    

    

13. Similarly, the output can be accessed from the Stars icon displayed against the job title on the candidates’ job grid.

    

    

14. The generic interview questions are also displayed under the AI companion tab in Candidate Review Mode.

    

15. The interview reference questions can be sent to the hiring managers or feedback panel using the request feedback tool.

16. The interview questions can be downloaded as a pdf and saved to the user’s system.

    

17. If for any reason, the user wants to delete the interview questions, these can be deleted for all candidates and all screens using the Delete button.

Personalised questions

5. Select this option to generate interview questions for a specific candidate.

   

6. The user selects the candidate for whom personalized questions needs to be generated.

   

7. The question configuration, distribution, and experience level can be selected.
8. Click on Generate Interview questions.

9. The output is generated using position description, job details fields and resume document attached on the candidate’s application.

   

10. Click on Use this to save the output.

    

11. On the candidates’ job grid, the Star icons will be displayed to signify that the personalised interview questions have been generated for this candidate.

    

12. When the Star icons are clicked, the personalised interview questions are displayed as a side panel.

    

13. The personalised interview questions can also be viewed from the AI companion tab under the candidate review mode and will replace the generic interview questions generated on the job.

    

14. The personalised interview questions will also be displayed on the HMF portal for the panel members' review and reference.

Optimise the output

1. The generated output can be optimized the Optimise button, and the available settings are displayed.

2. If the user needs further refinements and customisations, it can be done using the Advanced settings available under this screen.

Feedback request automation

We have expanded the feedback request module The hiring manager feedback requests can now be automated based on the recruitment workflow. The feature will be supported for the clients on HMF version 2. If you are still using the HMF (Request Feedback) version 1 and want to switch to the newer version, please reach out to your account manager or Application Support team. More details on HMF (Request Feedback) version 2 can be found here.

This feature will help the Springboard users in several ways, such as:

• Saves Time: Eliminates manual tracking and sending of feedback requests to the hiring managers.
• Ensures Timeliness: Sends feedback automatically before or after interviews, keeping hiring processes on schedule.
• Improves Consistency: Standardises feedback requests across workflows, reducing missed or delayed responses.
• Customisable: Allows configuration by workflow, step, template, and timing to match specific recruitment processes.
• Reduces Administrative Burden: Automatically updates requests when candidates are booked, avoiding repetitive manual tasks.
• Better Hiring Decisions: Ensures timely feedback from hiring managers, improving the quality and speed of candidate evaluations.

Key features

A new Request Feedback Automation section has been added under Administration → Admin Console → HMF Admin, allowing admins to configure when and how feedback requests are sent.

Admins can set up rules to automatically send feedback requests when a candidate enters a workflow step or when they are booked into an interview, with the option to trigger emails before or after the interview date.

Requests are automatically updated as candidates are added, with one email sent per day.

Each automation can be customised with workflow steps, templates, instructions, and due dates, and can be easily added, edited, or deleted from the admin console. This reduces manual follow-ups and ensures timely, consistent feedback from hiring managers.

How this works

1. As an admin user, go to Administration --> Admin Console --> Hiring Manager Feedback Administration --> Request Feedback Automation.
2. Click on the Add button.
3. Complete the following fields:
   • Workflow: A drop-down listing all active workflows, allowing you to select the workflow where the feedback request should be automated.
   • Step Name: A drop-down field displaying the workflow step based on what was selected at Workflow drop-down.
   • Feedback criteria template: The request feedback template to be used on HMF.
   • Request Sent when candidates: Toggle button between [Enter this Step | Booked into Interview]
     • Enter this step: The feedback request will be triggered when the candidate enters this workflow step. Requests are automatically updated as candidates are added, with one email sent per day.
     • Booked into interview: This trigger is used when the feedback request automation has to be done in correlation to the interview booking. When selected, an additional field appears, to configure the timing of the request.

       • Send the invite how many days prior to the interview?: This field is used to specify when the invite will be sent to the hiring manager in relation to the candidate's interview date. This is defined as the number of days before or after the interview date. Positive is before the interview date, negative is after: 

         1 = send invite today for an interview booked tomorrow 

         0 = send invite today for an interview booked today 

         -1 = send interview today for an interview conducted yesterday.

   • Review Guidance for Panel: This field is used to add review guidance and instructions for the panel members.
   • Feedback due after: This field is used to determine the feedback request due date. The drop-down displays 7, 14, 21 and 28 days.
   • Enabled: This field is used to enable or activate the feedback request automation.

4. The feedback request is sent to the users configured under Job details àConfigure Hiring Managers section.
5. If for any reason, the automation needs to be updated, it can be done by clicking on the pencil icon under the Actions column on the main table.

6. The automation can be removed by clicking the Trash icon in the Actions column of the main table.

   

Simplified Interviews Experience

We have improved the Interview module with a series of interaction enhancements to make it easier to use and less overwhelming. The updated experience introduces clearer layouts, smoother interactions, fields show and hide based on relevance and usage, and new entry points that make key interview actions faster to access.

These improvements are designed to simplify interview management, improve adoption, and support a more intuitive experience for recruiters and hiring teams.

Key Benefits

• Improved user experience: Cleaner layouts and intuitive interactions make managing interviews faster and easier.
• Smart Field Display: Fields are now shown or hidden based on usage, reducing clutter and focusing on what matters.
• New Entry Points: Quick access to key actions throughout the module for smoother navigation.
• Enhanced Adoption: Simplified workflows and reduced complexity ensure the module is easier to use and less overwhelming for hiring teams.

How this works

Single Interviews:

For creating a single interview, i.e., creating an interview event where the recruiter, candidate and panel member have agreed upon a specific time, please follow the steps mentioned below.

1. On the candidates’ job grid, please right-click on Candidate Name --> select Manage Interviews --> Create New Interview.

2. Interview Name – This field is prefilled from the Job title and workflow step name, so that the user doesn’t have to type it in. However, it is editable and can be updated to a desired value.

   

3. Fill in fields like Interview Type, Location, and Start date for the event.

4. Start time: This field has been updated to a drop-down to select the timing more easily.

   

5. End time: This field considers the value selected on the Start time and displays options from there. However, if the preferred value is not available in the drop-down menu, then the user can type it in.
6. Appointment instructions: This field can be used to add any information to be sent to the candidate for this event. For example, arrive 15 mins before the interview, dress in formal attire, etc.
7. More Options: A new More Options checkbox is included on the interviews screen. On clicking it, the following fields are displayed:
   • Room
   • Status
   • Send Notification to the candidate
   • Send Notification to the panel member(s)
   • Attachments
   • Send reminder to candidate 24 hours before scheduled interview.

Note: Values for fields c-f are copied from the default communication settings as configured under Administration --> Admin Console --> Interview Auto Comms --> Single interview communication.

Generating interview slots or Bulk-interview:

A new action has been added to this menu, allowing you to create interview slots for candidate self-booking. Candidate self-book slots are time slots that recruiters can create on Springboard and make available for candidates to book themselves.

Instead of back-and-forth emails to find a suitable time, candidates can choose from the available slots displayed on the careers portal or via link received on SMS/email.

Please follow the steps below to create interview slots:

1. On Springboard, go to a job and click on the workflow step on which the interview slots need to be generated.

2. A side panel opens.

   

3. Fill in the details.
4. Interview Name - This field is prefilled from the Job title and workflow step name so that user doesn’t have to type in. However, it is editable and can be updated to a desired value.
5. Fill in fields like Interview Type, and Location.
6. Panel Members: The interview panel members can be added by selecting existing users from the drop-down. New users can be added using the Create New button.
7. No panel members check-box: This option can be used when recruiters want to create interview slots and share them directly with candidates, without requiring interviewer involvement, such as during a recruiter phone-screening stage.
8. If only one panel member is added, then the calendar view is displayed for slot generation.
9. The recruiters can paint the calendar, and slots will be generated.
10. The interview slots are generated for the panel member added, and with their current settings.

11. The settings can be edited by clicking on the pencil icon.

    

    

12. If no panel is selected or more than 1 panel member is added, then the interview slots can be set as bulk.

    

13. Fill in the details and click on the Generate button.
14. The More options check box contains more settings and configurations required for advanced settings. All these fields are existing settings that are not-so-frequently used, or used with default settings, hence wrapped under the check box.
    • Code: Unique code for the interview (existing field)
    • Room: Name of the room where the interview has to be conducted.
    • Cordinator: Name of the coordinator helping with the interview.
    • Status: Status of the interview.
    • Appointment Instruction:  This field can be used to add any information to be sent to the candidate for this event. For example, arrive 15 mins before the interview, dress in formal attire, etc.
    • Notes: Any specific notes or information for the interview event.
    • Self-Book: Defaulted to Yes as candidates should be able to book the desired slot themselves.

    • Self-book end date: By default, this is set to the interview date. You can adjust it by selecting a new date from the date picker.

      

15. Communication settings: The communication settings are hidden and are copied from the default settings configured at Admin Console --> Interview Auto Comms --> Bulk Interview Communications.

    The content is dynamic and changes based on the switched-on configuration.

    To display or edit the communication settings, click on the pencil icon.

The communication settings section expands, and the existing configuration can be updated and saved.

Note: The screen and changes on this screen are auto saved. For any reason, if you want to make any changes to the event, please use Synch with the event button to update the existing event.

Synch with the event: This option applies any changes made to all current and future interviews.

• Update any of the event or communication details.

 Delete: To cancel or delete the event along with these settings, click the Delete button on the bottom right.

Note: The existing entry point for creating interview slots has been updated to lead to the new Interviews interface.

Seek job ad performance panel

The SEEK Ad Performance Panel provides visibility into how your job ads are performing on SEEK, directly within the Springboard. The panel displays job search views, job ad clicks, application starts, and application completes. It can also provide insights such as market performance, bench marked against ads posted with similar job titles and locations.  Application completions will be visible for:

• Job ads using Seek Optimised Apply, where candidates complete SEEK’s Apply Form.
• Job ads using an external apply form, if the candidate arrived from SEEK.  This is derived from application complete signals where the candidate source is SEEK. It does not include scenarios where the candidate arrived from another source but used Apply with SEEK.

Note: The feature will be rolled out to all clients on release night. For clients using custom job ad templates, the feature will be implemented progressively over the following 2–3 weeks.

Key Benefits

• Centralised insights: View SEEK ad performance without leaving the ATS.
• Faster optimisation: Identify underperforming ads early and take action to improve results.
• Smarter decisions: Use data-driven insights to refine job ads and maximise return on ad spend.
• Reduced manual effort: Eliminates the need to switch between platforms or pull separate reports.

The panel is accessible on the Sourcing Channel Header when an Ad has a current posting on Seek. A link will appear in the sourcing channel header once the job ad has been successfully posted to Seek.

Note: The link will show on all job ads (current, archived or deleted) and display the details for the last posting to Seek for that ad, whether live or expired (since last 180 days).

Embedded PowerBI Dashboards (US-clients only)

With Release 7.41, we introduced Prebuilt reports supported by PowerBI within Springboard. Now, we have expanded our analytics and reporting module to support Dashboards on Power BI.

Springboard users can now access advanced analytics through dashboards built on Power BI directly within the platform, delivering seamless hiring insights without switching tools.

For SaaS clients, please get in touch with our Application Support team to know more or enable these reports and for RPO clients, please contact your Peoplescout Account Manager.

Note: The feature is available for US-based clients.

Key Benefits

• Insights: View up-to-date recruitment metrics, pipeline health, and candidate trends directly in the ATS.
• Interactive visualisations: Filter, drill down, and explore data without switching to a separate Power BI app.
• Seamless experience: Embedded dashboards provide a consistent look and feel, keeping your workflow uninterrupted.

How this works

For admin user: The access to the reports can be provided by the admin user by following the steps below:

1. Go to Administration --> Admin Console --> Prebuilt Report & Analytics access.

   

2. Select the user to whom access needs to be granted.
3. Click on the User Access drop-down, select Grant User Access from the drop-down

4. Select whether the user(s) should have access to all available reports and analytics dashboards or be restricted to specific reports and dashboards only.

   

5. If All is chosen, then the user will have access to all the paginated reports and analytics dashboards built on PowerBI.

6. If Specific is chosen, then the admin user will have to select which reports/ dashboards will the user-access will be granted to.

   

7. Click on Grant access.
8. If, for any reason, the user-access to the reports/dashboards needs to be removed, it can be done by selecting the user and then clicking on User Access drop-down --> Revoke User Access.
9. If the user-access needs to be updated, it can be done by selecting the user and then clicking on User Access drop-down --> Grant User Access and then choosing which dashboards/reports to grant access to.

For recruiters and other analytics users:

Once admin has granted access to the dashboards, the recruiters and analytics users will be able to use these dashboards within Springboard by following these steps:

1. Click on Analytics icon from the left-hand navigation menu.

   

2. The dashboards will be displayed as multiple tabs. 

   

3. Click on one of the tabs and select the report that needs to be displayed.

   

4. For each report, the filters are available for better data interpretation.

5. Each chart has following options available:

   • Smart Narrative – Converts data and charts into clear, plain-language insights, summarising key trends and changes so users quickly understand what the numbers mean and what actions to take.

   

   • Personalize this visual: Use this option by selecting and configuring key metrics, enabling more relevant and actionable insights.

     

   • Focus Mode: It expands the visual to full screen, making it easier to explore data without distractions.

     

   • More options: There are some other options available with each chart like:
     • Export Data
     • Show as table.
     • Spotlight
     • Get Insights
     • Sort axis – Sort descending and Sort ascending.

Email Domain Validation on User Details admin screen

Following feedback from a recently commissioned security test, Springboard now supports ensuring that users’ email addresses conform to a list of valid email domains.

For example, it would be possible to set a user’s email address to someuser@valid_company.com.au, but not to someuser@gmail.com.

This enhancement follows similar email domain validations that are already supported in the product in the Email template administration and send email areas of the product.

For customers already using this validation feature, it is enabled automatically on the User Details screen as part of this release.

For customers interested in enabling this feature, contact the Support desk.

PeopleScout will be working with all customers to enforce turning this feature on over the coming weeks to increase security and reduce risk for the benefit of all Springboard clients.

Be notified when a candidate uploads a document on Onboarding portal

With this release, it is now possible to configure an alert notification when candidates upload documents or accept offer letters, contracts and other documents from the Onboarding Portal.

Setup these notifications from the Notification Centre -> Settings menu, where you set up all notifications.

Improving performing actions on candidates

In recent releases, customers have experienced issues performing actions on candidates under some scenarios. For example, a user must be selected before clicking the 3-dots action menu, the system would no longer automatically select the candidate if just clicking the 3-dots.

This issue, and other candidate action related problems, were introduced whilst resolving some more critical issues with performing actions on candidates when filters had been applied.

With this release, all of these issues have been resolved, and users can now quickly and easily perform actions on a candidate by directly selecting the 3-dot action menu for that candidate.

Minor bug fixes & Enhancements

The following lists other items that have been fixed or improved as part of this release. If you would like further information on any of these items, please contact Application Support.

SBATS-XXXX numbers refer to the PeopleScout internal User Stories linked to each of these changes / enhancements.