Roles, access control, audit trails and SSO: the governance a large org needs, on top of AI screening that keeps every team fast.
The problem
Hiring the way most teams still do it, before Aster does the first pass for you.
How Aster helps
Granular access
Role-based permissions keep candidate data on a need-to-know basis.
Security you can sign off on
Encrypted in transit and at rest; data stays in your workspace.
A full audit trail
Every action is logged, so you always know who did what.
Fits your stack
SSO, calendar and messaging integrations, plus custom work on Enterprise.
Aster gives large teams centralised governance and a consistent process across every department and region.
3×
faster shortlists
46 → 3
applicants to a shortlist
~2 weeks
sooner to a hire
Typical results teams see after switching to Aster.
More by company stage
By the time a company is hiring across five departments, candidate data is usually scattered across a dozen inboxes, spreadsheets and shared drives, with no one able to say who can see what. A hiring manager in sales can open a candidate meant for engineering. An account from a contractor who left six months ago still has access to last year's applicant pool. None of this is malicious, it is just what happens when growth outpaces the systems built to support it. For an enterprise recruiting team, that lack of structure is not a minor inconvenience, it is a liability sitting quietly in your stack.
How it works
Connect SSO and provision access
Your team signs in through your existing identity provider, no separate Aster passwords to create or forget. Roles are tied to your provider, so when someone joins, changes teams or leaves, their access to candidate data updates automatically instead of lingering as an open door.
Assign role-based access per person
Admins, hiring managers, interviewers and recruiters each get access scoped to what their job actually requires, by role, by stage, by department. An interviewer scoring candidates for one req never sees the sourcing pool built for another team's confidential search.
Screen and collaborate as usual
Once access is set, everything else works the way it does for any Aster team. Resume parsing, match scoring, the shared kanban pipeline, scorecards and scheduling run the same whether it is a five-person team or a five-hundred-person one, control does not slow anyone down.
Pull the audit trail on demand
Every view, status change and scorecard submission is logged automatically in the background. When legal, security or a candidate asks who accessed a record and when, you produce a real answer in minutes instead of reconstructing a guess from old emails.
In depth
Most hiring tools offer one setting: everyone sees everything, or nobody does. Neither matches how enterprise hiring actually works, where a recruiter runs the pipeline, a hiring manager weighs in at certain stages, an interviewer scores their one interview, and an executive search stays confidential to a handful of people. Aster's role-based access lets you set permissions at that level of granularity, by person, by role, by req. A regional hiring manager can see candidates for their market without seeing another region's pipeline.
An interviewer can submit a scorecard without browsing the full candidate profile history. An admin can grant temporary access for a specific search and remove it the moment the role is filled. None of this requires a ticket to IT or a workaround with a shared login. Access is a setting you control directly, and it is the same setting that makes your next security review and your next audit far less painful to sit through.
Most hiring tools offer one setting: everyone sees everything, or nobody does. Neither matches how enterprise hiring actually works, where a recruiter runs the pipeline, a hiring manager weighs in at certain stages, an interviewer scores their one interview, and an executive search stays confidential to a handful of people. Aster's role-based access lets you set permissions at that level of granularity, by person, by role, by req. A regional hiring manager can see candidates for their market without seeing another region's pipeline.
An interviewer can submit a scorecard without browsing the full candidate profile history. An admin can grant temporary access for a specific search and remove it the moment the role is filled. None of this requires a ticket to IT or a workaround with a shared login. Access is a setting you control directly, and it is the same setting that makes your next security review and your next audit far less painful to sit through.
In practice
A confidential executive search
An enterprise is replacing a VP quietly, before the news is public internally. The recruiter opens the role to a small, named group, one admin, one hiring manager, two interviewers, using role-based access to keep every other employee, including other recruiters, out of the pipeline entirely. Scorecards, notes and the candidate's resume stay visible only to that group until the hire is ready to be announced, with no separate confidential spreadsheet required.
FAQ
It controls who can view a candidate's profile, who can move them through the pipeline, who can submit or see scorecards, and who can see a given role at all. You can scope access by person, by role or req, and by department, so an interviewer only sees what they need for their one interview, a hiring manager sees their team's pipeline, and an admin sees everything. Access can be granted for a specific search and removed once it is filled, without waiting on a ticket to IT.
Every meaningful action on a candidate record: profile views, stage changes, scorecard submissions, and changes to who has access. Each entry records who did it and when, automatically, with no manual logging required from your team. That means if legal, security or a candidate asks who accessed a specific record, you can produce a real, timestamped answer instead of reconstructing a guess from old emails or Slack threads.
Yes. Every workspace is its own boundary, data is encrypted in transit and at rest, and scoped strictly to your workspace. It is never visible to, or mixed with, another company's data, and it is never used to train shared models. You can export your data or delete it at any time, whether you are closing out a single search or offboarding from Aster entirely.
Enterprise plans include single sign-on so your team signs in through your existing identity provider rather than managing separate Aster passwords. This keeps access to candidate data tied to the same offboarding and role changes you already manage centrally, so when someone leaves or switches teams, their access updates automatically instead of requiring a separate step someone has to remember.
Yes, white label is included on Enterprise. Your branded career site runs on your tenant URL at jobs.hireaster.com/{slug}, so candidates experience it as part of applying to your company rather than a third-party recruiting tool, from the job board through to interview scheduling links.
Enterprise includes custom integrations to connect Aster with the rest of your stack, so candidate and hiring data does not sit disconnected from your ATS, HRIS or reporting tools, and dedicated support to help set that up and keep it running as your process changes.
Enterprise hiring should not force a choice between moving fast and staying accountable. Aster gives every team AI screening, shared pipelines and scheduling that keep hiring moving, built on top of role-based access, encrypted and isolated workspaces, a full audit trail, and single sign-on that keeps your access rules consistent everywhere else your company runs. White label and custom integrations mean it fits into your existing stack rather than becoming one more disconnected tool. When the next security review, compliance request or simple internal question of who saw what comes up, you will have a real answer already sitting there, not a scramble to reconstruct one. Talk to us about setting up SSO and access controls for your team.
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