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Hiring and pulse programs deserve a system of record, not a shared folder.

Candidates upload sensitive documents; managers submit session feedback; ERGs run anonymous pulses.

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Formspring keeps each flow in a queue with explicit retention, private file access, and exports when People Partners need to move analysis into their HRIS project. You spend review time on decisions, not reconciling five versions of the same spreadsheet.

HR, recruiting, and internal programs

  • Consent on the row
  • Private CV storage
  • Pulse + apply separated
  • Retention you can audit

What happens after they submit.

Step through the workflow at your own pace, or let it run.

Live walkthrough

  1. Application received

    Apply

    Role, consent checkbox, narrative - one timestamp

  2. CV + cover letter

    Files

    Private objects - signed download from dashboard

  3. Reviewer assigned

    Owner

    Hiring manager owns the row - status Open

  4. Pulse elsewhere

    Pulse

    Anonymous team survey - separate form, no cross-link

  5. Retention window

    Legal

    180-day applicant policy - countdown visible on form

  6. HRIS export

    Exit

    CSV for the migration window - columns match policy

What People can defend

  • Consent text stored with the answers that depended on it.
  • No CV URLs pasted into email footers.
  • Applicants and pulse respondents do not share the same dataset by accident.
Controls

Checklist language legal actually wants to hear

Plain statements you can paste into a vendor packet - then prove in the product.

  • Consent + narrative in one record with a single submission timestamp.
  • Private file handling-uploads are not public URLs in email footers.
  • Surveys for structured feedback with the same spam and rate protections as external forms.
  • Per-form retention aligned to each program - not one org-wide guess.
  • Exports for HRIS migration windows without screen-scraping your own inbox.
Programs

Three situations where “just use a form link” quietly fails People teams

Separate flows so anonymity and identifiable applications never collide by accident.

Open role: two hundred applications, one hiring manager

Resumes and cover letters stay attached to the submission row. Filtering and bulk export mean nobody forwards a 9 MB PDF through email “so recruiting can see it.”

Quarterly pulse: trends without burning anonymity

Careful field design and team-level aggregation live next to identifiable application flows - so you are not mixing those datasets by accident.

Our position

People data is high stakes. The bar is consent, retention, and who can see which file - not “we will figure out Drive permissions later.”

Boundaries

What we will not blur for a smoother demo

The compliance panel above is the happy path - these lines are the hard stops.

  • Formspring is not an ATS or HRIS; it is the intake and survey layer that feeds those systems via export or webhook.
  • If you require on-prem-only storage with zero cloud subprocessors, our hosted EU stack will not fit - talk to us about your constraints before procurement.

Product entry points

Patterns that match sensitive intake.

Give candidates and employees one trustworthy front door.

Start free, pilot one role or one pulse program, and expand when legal nods at the retention story.

Start free Explore Surveys

No card needed. 50 submissions a month on the free plan.