Overview

Replaces the old keyword-based auto-matcher with an AI matching agent that ranks candidates on the Job > Talent screen and explains why each match was suggested.

Why We Built It

Keyword-only matching missed qualified candidates who phrased their skills differently, and treated every job the same regardless of what mattered most for that role. The Matching Agent ranks candidates using five weighted factors: pay, location, position categories/skills, resume keyword match, and company history. Recruiters can tune the ranking to what matters for each job and see the reasoning behind every match.

What to Expect

A ranked list of candidate matches automatically appears on the Job > Talent screen, generated from five configurable factors: pay, location, position categories/skills, resume keyword match, and company history. Each candidate includes a Match Reason explaining why they were suggested. Recruiters can adjust the relative weight of each factor per search, and admins can set organization-wide default weights under Jobs > Auto Matcher Options in Table Editor. Rankings are meant to inform recruiter judgment, not replace it. Final placement and hiring decisions should always involve human review of each candidate's full profile.

Reference the article for more information: Matching Agent.

Overview

24/7 Onboarding now supports combining multiple Adobe Sign documents into a single signing transaction, matching functionality that previously only existed in legacy onboarding.

Why We Built It

24/7 Onboarding now matches legacy's combined-signing capability, so talent sign multiple related documents in one transaction and clients can move fully onto the 24/7 platform.

What to Expect

Onboarding workflows can group compatible Adobe Sign documents, grouped by signer and excluding I-9 templates, into a single signing transaction. Completed documents split back out into Talent > Documents once signed, and the Adobe Audit Report captures a separate PDF for each document.

Overview

BOLD can now block a job posting from publishing if it's missing a required salary range, based on state and job type rules the client configures. This feature is rolling out in phases; Avionтé must enable the feature flag per tenant before any configuration or enforcement takes effect.

Why We Built It

Pay transparency laws are expanding to more states each year. Salary Enforcement gives agencies a built-in way to guarantee required salary ranges are included automatically, so compliance keeps pace with the changing map.

What to Expect

Configure which states and job types require salary disclosure from the renamed Job Post Configuration page. Salary data flows automatically to Indeed, ZipRecruiter, Google for Jobs, the Careers Page, and the Partner API. The Job Post Summary Report now includes Min Pay Rate, Max Pay Rate, and Target Pay Rate columns for compliance tracking.

Reference the articles for more information: Posting and Managing Jobs, Create a Job, Posting Jobs to Indeed, Job Post Defaults (Table Editor), and Job Post Summary Report.

Overview

Admins can mark any Custom Field as required, pre-populated, or optional at the point of record creation for Talent, Company, Company Office, Job, or Placement records.

Why We Built It

Custom Fields let clients capture extra information beyond standard fields. The new required and pre-populate controls make sure that information is actually collected every time, so teams get complete data without extra follow-up.

What to Expect

Users can't submit a record until required Custom Fields are filled in, and designated fields can be set to pre-populate automatically when the creation screen opens. Applies to the Add New Talent, Create New Company, Create New Office, Create Job, and Start on Job panels.

Reference the article for more information: BOLD Custom Fields (Extras).

Overview

WC/WSIB codes are now scoped to specific offices instead of showing up across every office in an agency, closing a gap that was causing payroll errors. Admins can also create, edit, and manage codes entirely within BOLD's Table Editor, without a separate Back Office setup step.

Why We Built It

WC/WSIB codes now stay scoped to the office they're approved for, giving agencies office-level control and one consistent source of truth. Admins can also configure codes, rates, and dates directly in BOLD's Table Editor, with no separate Back Office step.

What to Expect

A redesigned Table Editor screen lets admins set Division and office-level access per code, with duplicate-code prevention and a full audit trail. Restricted WC/WSIB dropdowns apply across Company, Job, and Job Template screens, and job-creation APIs now enforce the same office-level validation.

Reference the article for more information: Set up Worker Comp Codes.

Overview

The company record's Billing tab now brings Credit Limit and Invoices together in one place. Credit limit tracking moves from Back Office into BOLD, so agencies can view and manage a company's credit limit, Payment Options, and Hold Code without switching systems.

Why We Built It

Completing company onboarding while tracking credit exposure used to mean switching between BOLD and Back Office. Bringing credit limit visibility into BOLD lets teams complete onboarding in one system, and every change is now logged automatically in BOLD Audit.

What to Expect

A new Credit Limit section appears on the Billing tab of the company record, showing Credit Limit, current AR Balance, Hold Code, Alert Value, Payment Options, and a Credit Limit Exposure slider. The Invoices tab, previously its own tab, now sits within Billing alongside Credit Limit, with invoice search moved into a Filter panel.

Reference the article for more information: Billing in BOLD.

Overview

Recruiters get a new Mobile Distribution section on the Job > Talent screen. It shows which talent a job went out to, in what order, how they were notified (SMS, in-app, or email), and whether they responded.

Why We Built It

Recruiters want to see exactly how a job moved through Avionтé 24/7 Work distribution. Mobile Talent Distribution gives them that visibility directly on the Job > Talent screen, so they can act on job-specific fit instead of nominating or pipelining talent broadly.

What to Expect

On the Job > Talent screen, view ranked talent distribution, notification method, notification time, response status, and distribution order for jobs sent through 24/7 Work. Move talent directly into Pipeline, Nominate, or Start from the same row.

Reference the article for more information: 24/7 Distribution in Candidate Management.

Overview

Avionтé Chat gets three related updates for all Chat users. Job links inserted into the composer now render as clean, removable tags instead of raw text or long URLs; for PIXEL clients, this also applies to Pixel Bot links and Talent Engagement templates. Chat Admins can set an In-App Activity Threshold in Table Editor to control when notifications deliver in-app versus by SMS. And recruiters can block a talent's conversation from the same kebab menu used for Hide/Unhide, a hard stop needed for App Store compliance.

Why We Built It

Three updates make Chat easier to manage. Job links, and for PIXEL clients Pixel Bot links and Talent Engagement templates, now render as clean, removable tags instead of raw text. Chat Admins can fine-tune when notifications fall back to SMS based on a talent's activity, and recruiters can block a talent's conversation directly from the message thread.

What to Expect

Job links (all users), and Pixel Bot links or Talent Engagement templates (PIXEL only), render as removable tags in the composer. Chat Admins set an In-App Activity Threshold in Table Editor > Misc > Chat Settings, and recruiters can Block a talent's conversation from the row kebab menu, with a new Blocked filter alongside Hidden in the conversation list.

Will fold into Avionтé Chat and Avionтé Chat – PIXEL at launch.