Recruiting
The hire is a record,
not an inbox.
A position has its own selection pipeline, its questions and its hiring team. Candidates arrive from the application form with their CV read for them, applications move through stages that are yours, and every interview leaves a scorecard instead of an impression.
The position carries its own process.
Description, requirements, benefits, skills, compensation range, the questions applicants must answer and the people who decide — all on the position, so two roles can be run two different ways without anybody agreeing a convention first.
The CV arrives already broken into fields.
An incoming CV is read by the AI into the fields a candidate record has — experience, education, languages, skills — so searching for somebody is searching a record rather than leafing through a folder of PDFs.
A candidate record built from the CV that arrived, field by field.
Interviews leave something behind.
Every interview has a scorecard, and interviewers see only their own until they submit theirs. What is left after a panel is a set of independent judgements.
Consent and retention are part of it.
Consent is recorded, a retention period applies, and an erasure request is a thing the system does rather than a task somebody is assigned.
A candidate’s consent, retention date and erasure state, on the record.
Everything it does
- Careers page & multipostingA careers page and post editor, published automatically to Indeed, Google for Jobs and other boards.
- Openings & hiring teamOpen a role, track seats to fill, and auto-close it when full, with a dedicated hiring team assigned.
- AI CV reading & analysisPDF, DOC, DOCX and TXT resumes, including from a dedicated inbox, read and analysed by AI.
- Online applications & talent poolCandidates apply online with custom questions; duplicates are merged, profiles kept or blacklisted.
- AI matching & rankingRank candidates by fit and knockout requirements, search in plain language, and promote a match.
- Pipeline board & candidate messagingA per-opening pipeline board with bulk actions; candidates get invites, reminders and delayed rejections.
- Interviews & structured scorecardsSchedule rounds using real availability, auto-create the Teams/Meet link, and score with blind scorecards.
- Job offersOffer terms, conditional approval above a threshold, automatic expiry and tracked response.
- Candidate privacy & complianceConsent with a data expiry date, logged CV access, and full candidate erasure in one action.
- Tests linked to applications · with the Questionnaires and Assessments moduleThe questionnaire outcome shows directly on the candidate's file.
Questions we actually get asked.
- Do candidates apply from our site?
- From an application form for the position, with the custom questions you set. What arrives lands as an application against that position.
- Can we keep a talent pool?
- Yes, alongside a blacklist, both on the candidate record and both subject to the same consent and retention rules as everything else.
- Who can see a candidate’s file?
- The hiring team on that position, and whoever you entitle. Private notes are separate from comments, so an internal remark is not one keystroke away from being shared.
- Does the hire become an employee?
- The record is there to be carried into the people side of the platform; the two are part of the same system, which is the point of hiring inside it.
Works with
- QuestionnairesQuestionnaires and skills tests with versions, no-login invitation links and graded results, used first in recruiting.
- AttendanceClock-ins that become a daily timesheet, reconciled against the hours logged on job orders.
- Shift planningPlan people by period against the jobs they work on, and see the load before it becomes overtime.
Tell us how you work today.
There is nothing to prepare. Half an hour on how your company runs — who tracks the hours, how an invoice comes together, when you find out whether a commessa made money — and we tell you which modules would fix it and what a quote looks like.