From requisition to first punch
Raise a requisition against sanctioned headcount, publish it to your careers page, keep the pipeline in one place, and send an offer the candidate signs on their phone. The moment they accept, onboarding already has their details.
Hiring, and the record afterwards
Requisitions
Raised against sanctioned headcount, so a role that was never budgeted cannot quietly become a hire.
Your Careers Page
A public listing page that stays in step with your open roles, with applications landing straight in the pipeline.
Résumé Search
Boolean search across every CV you have ever received — the database you already own, finally searchable.
Interviews & Scorecards
Scheduled interviews with scorecards that seal once submitted, so feedback is not rewritten after the fact.
Offers With Click-to-sign
Generate the offer, send it, and get it signed on a phone. Acceptance starts onboarding automatically.
HR Registers & Reports
Attendance, leave, payroll, headcount and attrition registers — on screen with a preview, and as CSV for whoever asked.
The join is where data gets retyped
A candidate's details are collected during hiring, usually more than once. Then somebody types them a third time to create the employee record.
Every retyping is a chance to introduce the name spelling that fails a PF claim eighteen months later. An accepted offer should become an employee record with the documents already attached — not a trigger for a fresh round of data entry.
Search that works the way recruiters think
Résumé search supports real boolean queries: this skill and that one, in this location, excluding agency submissions.
A search box that matches keywords loosely demonstrates well and fails against three thousand CVs, which is exactly the point at which you needed it. The database you already have is usually a better source than a new job posting, and it is only useful if it is searchable.
Requisitions against sanctioned headcount
A requisition raised against a budget that exists is a different object from a request sent by email. It can be approved, refused, or escalated because it is over budget — and the headcount ledger reflects it either way.
That is what makes the question "how many open roles do we have, and were they all approved" answerable.
AI that advises and never decides
Job descriptions, screening questions and candidate ranking are drafted and shown as suggestions. A person moves every candidate.
This is a deliberate limit. Automated rejection is the part of hiring automation that carries real risk — for the candidate and for you — and it is not worth the minutes it would save.
One thread, start to finish
Open the role
Requisition against headcount, job description drafted by AI for you to edit, published where candidates will see it.
Work the pipeline
Applications, screening, interviews and scorecards in one place, with ranking suggested but never decided by the machine.
Offer and onboard
The signed offer becomes an employee record with their documents already attached. Nothing is retyped between hiring and HR.
Hiring questions we actually get
Does AI decide who gets shortlisted?
No. AI drafts job descriptions, suggests interview questions and can rank candidates against the requirement — all of it advisory, all of it visible, and a human makes every decision that affects a person.
Can we post to Naukri, LinkedIn or Indeed?
Your careers page and the shareable job link work today, and roles can be pushed to channels like WhatsApp and Telegram. Direct job-board connectors depend on each board’s credentials and are being added as those become available.
What happens to CVs from candidates we did not hire?
They stay searchable. The next time you open a similar role, the shortlist starts with people who already applied to you rather than from zero.
Do you have performance reviews and training?
Not yet — performance, learning and succession are on the roadmap rather than in the product today. We would rather say that plainly than sell you a module that is a screenshot.
Is headcount planning connected to actual hiring?
Sanctioned budgets sit against an append-only ledger, so an over-budget hire escalates rather than passing silently. A plan nobody enforces is a spreadsheet, not a control.
Can we see cost of a role before approving it?
The budgeted cost is what the sanction is measured against, which is the point of sanctioning before advertising rather than after offer.
Can we switch this module off if we do not need it?
Yes. Modules are switched on per company and what is off is not billed. There is no bundle you have to buy through to reach the part you actually want.
Who can see this data inside our company?
Access follows the role you assign, and every company's data is isolated from every other company's by a boundary enforced in the software and covered by automated tests. Nobody at another company can reach yours.
Hire without the spreadsheet handoff
Open one role in the trial and take it all the way to a signed offer.