From job ad to onboarding. It runs itself.
Job-ad management, candidate screening, interview scheduling and onboarding admin from one team, with human decision points. You decide on hiring; the team carries the admin.
The daily operational load.
- Half the applicants never get a reply, and that erodes your reputation.
- Screening and scheduling eat days.
- Onboarding is manual work all over again with every new hire.
- Employment documents are scattered, and deadlines slip.
Here's what the team's work looks like for you.
Job ads and applicant handling
Ad copy, application processing, and every candidate gets a reply, in your voice.
Screening and interview scheduling
Screening by your criteria, decision-ready candidate summaries, scheduling.
Onboarding admin
A starter pack, a document checklist and a first-week plan for every new hire, consistently.
You get exactly what your company needs.
One focused use case, the one that hurts most.
Two functions, working in sync.
A full industry operations layer.
Candidate experience
Every applicant gets a timely, decent reply. That builds your employer brand.
Personal data
Candidate data stays in-house, access is transparent, and you decide who sees what.
What we get asked most.
- Who decides on hiring?
- You and your leaders. The team prepares: it screens, summarises, schedules. The decision is always human.
- Does it write to candidates?
- Candidate communication follows your rules and your voice, with human approval in sensitive situations.
- Is it for small companies too?
- If you hire rarely, the onboarding admin and document order alone give back real time. The recruiting module earns its keep when you post regularly.
Let's talk through how this would look at your company.
On the call we look at your hiring and onboarding process, and what the team would take over first.