eHiring runs the whole selection cycle for a Schools Division Office — from the public application form to the Initial Evaluation Result and CAR-RQA — with the comparative assessment computed from your own criteria, not a spreadsheet.
What a cycle looks like
95%
Faster Evaluation
From 3 weeks of spreadsheet work to 2 days
100%
Defensible Ranking
Fully compliant with DO 007 s. 2023 & DO 020 s. 2024
0
Spreadsheet Errors
Automated rubric formulas eliminate manual mistakes
1-Click
Official Output
Board-ready IES, IER & CAR-RQA reports instantly
Built for the selection board
Not a generic ATS. The scoring, the forms and the reports follow the way a division office actually evaluates applicants.
Define criteria and sub-criteria per position category and salary grade. Education, training and experience score themselves against your rubric.
Try Applicant SimulatorBoard-ready documents with your letterhead, signatories and Qualification Standards — printed for the HRMPSB straight from the evaluated data.
Role-based permissions down to the sub-district. A district account sees and prints only its own applicants — enforced on the server, not just the UI.
Move an applicant between districts with a two-sided request and approval, keeping their scores and rewriting their UAN safely.
Every score change, status move and transfer is logged with who did it and what changed — per applicant and per evaluator.
Upload your SDO logo, set your division name and print header/footer. The accent colour flows through the app, the public portal and every printed report.
Every item number, pinned to its school — filter by district, level and Published/Occupied/Vacant status, then drill into any item's or employee's full transfer history.
Memos & guidelines
The usual problem isn't posting the vacancy — it's proving, months later, which Division Memorandum it came from and which guidelines the ranking followed. eHiring binds the DM to the posting itself, so the applicant, the evaluator and the HRMPSB are all looking at the same authority.
DM attached to each posting
A "View Official Memo" link sits on the public vacancy card — applicants read the authorising DM before they apply, not after.
Qualification Standards on every report
The QS used to score an applicant is printed on the IES, IER and CAR-RQA — so a ranking can always be defended against the standard that produced it.
Guidelines one click from the portal
The governing DepEd Orders are surfaced on the applicant portal itself, so nobody has to hunt for them.
Aligned to
Criteria, weights and Qualification Standards are configurable — when an order is amended you update the rubric, not the software.
For the selection board
By the time the HRMPSB sits down, the arithmetic is finished. The panel spends its time on judgement — not on re-reading folders or re-adding scores in the room.
Captured during application
Each applicant rates themselves 1–5 against competency statements written for that position category — so a Teacher I and an Administrative Officer are never asked the same questions.
Self-ratings are a conversation starter for the panel, not a score — they never affect the comparative assessment. Ask the candidate to justify the five, and the four.
One printable A4 handout per candidate
Generated only for candidates who actually reach the interview — Qualified status, or a Teaching Entry total of 50 and above. Everything the panel needs, on paper:
Team composition
A hiring cycle is rarely a one-person job. A district head can bring co-workers into the evaluation and hand each of them a defined slice of the work — without anyone sharing a login, and without HR issuing new accounts.
Assigned by the district head
Members are drawn from the head's own department. Each one signs in as themselves — every score and edit is attributed to the person who made it.
Four rules the server enforces
Division Office Stakeholders
Designed specifically to address the core priorities of Superintendents, HRMPSB Chairs, HRMOs, and Division IT Officers.
Guarantees 100% legal compliance and defensible rankings that eliminate formal appeals and audit findings.
Automated criteria scoring, pre-checked Qualification Standards, and clear score breakdowns for transparent board consensus.
Eliminates manual data entry. Automatic duplicate flags, instant transfer processing, and 1-click IES/CAR-RQA printing.
Empowers Administrative Officers (AOs) to execute delegated evaluation tasks aligned directly to their Key Result Areas (KRAs), with server-enforced batch boundaries.
Applicant experience
Most of the phone traffic during a hiring cycle is three questions: where is my application, I lost my number, and do I have to encode everything again? Each one has an answer the applicant can reach without you.
Every applicant gets a Unique Applicant Number at submission. They enter it on the tracker and see exactly which stage they are in.
Self-service recovery behind an identity check, so an applicant who has misplaced their number can retrieve it without opening a ticket with your HR unit.
Try recoveryWhen a previous applicant applies to a new batch, their training and experience from an earlier application can be carried over instead of typed again.
Imported rows re-score against the new position's Qualification Standard — carrying the record forward never carries the old points forward.
Post the vacancy with its item number, deadline and the districts allowed to apply.
Applicants submit through the public portal and can track their status by UAN.
Encode training and experience; the rubric scores it and flags who qualifies.
Print the IER and CAR-RQA for the board, onboard the selected applicant and issue the CS Form 33-B appointment.
Pricing
Every tier is priced at what one plantilla position costs you each month — and it runs the whole division's hiring instead. Full recruitment cycle, every report, unlimited roles and permission sets on all four. VAT exclusive.
No budget line for it this year? A tier can be taken up as a donation — an alumni association, private partner or local government unit can sponsor a division's subscription, and the office runs on it exactly as a paying one would.
For one district office or a pilot rollout.
₱50,000 billed annually — 2 months free
Request a quoteFor a cluster of districts hiring together.
₱100,000 billed annually — 2 months free
Request a quoteFor a full Schools Division Office.
₱200,000 billed annually — 2 months free
Request a quoteFor a large division or a regional deployment.
₱300,000 billed annually — 2 months free
Request a quote| Capacity | ENCODER | AIDE | ADAS | AO |
|---|---|---|---|---|
| Price per month | ₱5,000 | ₱10,000 | ₱20,000 | ₱30,000 |
| Applicants per position | 200 | 750 | 1,000 | 2,500 |
| Active positions concurrentlyUnlimited total postings (simply close an open vacancy to publish a new one) | 3 | 5 | 10 | 20 |
| Staff accounts (AO or Board Member access) | 50 | 100 | 200 | 300 |
| Districts | 1 | 10 | 20 | 30 |
| Schools per district | 15 | 20 | 40 | 50 |
| Roles & permission sets | Unlimited | Unlimited | Unlimited | Unlimited |
| IES · IER · CAR-RQA reports | ||||
| Audit trail & activity logs | ||||
| Custom branding & print letterhead |
Reached a cap mid-cycle? Nothing you already have is affected — existing records keep working, only new ones are held until the tier is raised.
Existing records are never touched — editing, evaluating and printing all keep working. Only the creation of a new record is held, with a message telling you which capacity was reached. Raising the tier lifts it immediately.
Staff accounts do count — everyone who signs in holds an employee record, and that is the figure each tier caps. What is unlimited on every tier is roles and permission sets: you can model as many job functions, delegations and district scopes as your office needs without affecting the price.
Yes. Upgrades take effect the same day and are pro-rated against the remaining term. Hiring peaks around the start of the school year, so most offices size for their busiest batch.
Each office runs on its own database and its own branding. Data is never pooled between divisions, and an export of your applicants and evaluations is available at any time.
Book a walkthrough of a live division. Tell us your headcount, districts and how many vacancies you post in a year, and we will size the right tier.