This article is for administrators.
Overview
You can enable SSO so users with Single Sign-On access can access Paycor Recruiting from Paycor.com without signing in to Paycor Recruiting separately.
Enable Recruiting SSO Access for a User
- Go to Company > User Access > Access & Registration. The Access & Registration screen opens.
- Select the user's name. The Summary screen opens.
- In the Recruiting-Single-Sign-On section, select (Enable).
- By following the sample image here, verify that the email address matches the email address in Paycor Recruiting.
- Select the green check mark and then OK.
- If you have multiple Client IDs, make sure SSO is enabled for your users on each Client ID.
Grant Access to the Recruiting Widget
When you enable the Recruiting widget for a user, they can:
- See job listings and offers they are linked to in Paycor Recruiting
- Log in directly from the widget
The widget displays when the user is assigned to active jobs as a Hiring Manager or Recruiter, and Single Sign-On is enabled for them
Notes:
- User must be assigned to jobs with active candidates to see them on the widget.
- User must be a part of an active offer approval flow to see them on the widget.
User Receives Error Messages or Cannot Log into Recruiting from the Widget
First, make sure their email address matches in all 3 places listed in Step 4 of this article: Steps to Enable Single Sign-On Access to a User.
- Error message on the widget
- Can’t log into Recruiting from the widget
- Get redirected to a blank page/bad URL when they click Manage Recruiting
Additional Troubleshooting
If the user is trying to access Recruiting or a Paycor Support Center article and is directed to the Sign in to Paycor Recruiting page, tell the user to:
- Enter their email in Email Address
- Leave Password blank
- Select Sign In
Note: If you update an email address after SSO has been enabled, you must disable and re-enable SSO for SSO and the widget to work.
Updated: February 17th, 2026 10183 views 1 likes
*This content is for educational purposes only, is not intended to provide specific legal advice, and should not be used as a substitute for the legal advice of a qualified attorney or other professional. The information may not reflect the most current legal developments, may be changed without notice and is not guaranteed to be complete, correct, or up-to-date.