From requisition to signed offer, in one thread
Hiring that ends where HR begins: the accepted offer becomes an employee record with the documents already attached, so nothing is retyped at the handover.
Recruitment & ATS
Requisitions
Raised against sanctioned headcount, so an unbudgeted role cannot quietly become a hire.
Careers Page
A public listing that stays in step with open roles, with applications landing in the pipeline.
Résumé Search
Boolean search across every CV you have received — the database you already own, finally usable.
Interviews & Scorecards
Scheduled interviews with scorecards that seal on submission, so feedback is not rewritten later.
Offers With Click-to-sign
Generated, sent and signed on a phone; acceptance starts onboarding.
AI That Advises Only
Job descriptions, interview questions and candidate ranking are drafted — a human decides.
Hiring that ends where HR begins
The join between recruitment and HR is where data is retyped: the candidate's details, already collected twice during hiring, are entered a third time to create the employee. Every retyping is an opportunity to introduce the spelling that will later fail a PF claim.
An accepted offer becomes an employee record with the documents already attached. Nothing is transcribed at the boundary, because there is no boundary.
Search that behaves like search
Résumé search supports real boolean queries, because that is how recruiters actually think — this skill and that one, in this location, excluding the agency submissions. A search box that only matches keywords loosely is pleasant in a demo and useless against three thousand CVs.
AI that advises and never decides
Job descriptions, screening questions and candidate ranking are drafted. They are suggestions attached to a requisition, visible as suggestions, and a human moves every candidate.
This is a deliberate limit rather than a missing feature. Automated rejection is the part of hiring automation that carries real risk — to the candidate and to the employer — and it is not worth the minutes it saves.
Requisition to employee record
Requisition
Raised against a sanctioned position, approved through the chain, and escalated if it is over budget.
Sourcing
Careers page, job channels and boolean résumé search over everything you already hold.
Interviews
Scorecards per stage, with AI-drafted questions the interviewer can accept or ignore.
Offer to record
Click-to-sign, and acceptance creates the employee with the documents already attached.
Questions about recruitment & ats
Does AI decide who gets shortlisted?
No. It suggests and ranks; every decision affecting a person is made by a human, and the suggestion is visible rather than hidden in a score.
Can we post to job boards?
Your careers page and shareable job links work today, and roles can be pushed to channels like WhatsApp and Telegram. Direct job-board connectors depend on each board’s credentials.
What happens to CVs we did not hire?
They stay searchable, so the next similar role starts with people who already applied to you.
Does the AI decide who to shortlist?
No. It ranks and drafts; a human decides. Every AI output waits for confirmation before it becomes a record — a hiring decision made by a model nobody can question is not a decision you could defend.
Can we post to job boards and channels?
Publishing goes to configured channels including Telegram and webhooks. WhatsApp cannot post to groups — a platform limitation, not a gap we can close for you.
Can we search old applications?
Yes, with boolean search across stored resumes, so a candidate rejected for one role can be found for the next one. Most businesses have a better pipeline in their archive than they realise.
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.
See it on your own data
Fourteen days, no card, no consultant. Import your Excel and watch the first record draft itself.