Recruitment
Hire without typing the same person in twice
Applicants become employees on the same record, so nothing is rekeyed between the offer and the first day.
Trusted by
The shortlist, without reading four hundred CVs
Volume is the Gulf hiring problem. Résumés parse on upload and every candidate is scored against the requisition, so a person reviews a ranked list rather than an inbox.
- Résumés parsed and organised the moment they land.
- Candidates compared against the requisition, not against each other's formatting.
- The ranking is a suggestion. A person still decides who to see.
Interview feedback that does not go missing
Interview feedback is the most valuable thing recruiting produces and the most likely to be lost. A stage that will not release a candidate until the scorecard exists is what turns good intentions into something that actually happens.
- Thirteen interview types, from phone screen to final panel, each with its own round.
- Weighted scorecards with nine question types, so feedback is comparable rather than anecdotal.
- Interviewers get a pending feedback queue, and a stage can hold a candidate until it arrives.
From offer to first day, with nothing rekeyed
This is where a standalone hiring tool stops and we do not. The offer and the contract are signed by both parties through a DocuSign integration and filed straight back against the candidate, who then becomes the employee record that onboarding, documents and payroll all read from.
- The hire is the record, not an export into one.
- Visa and document requirements raised before the start date.
- Day one works because nothing had to be typed in again.
Everything inside Recruitment
Grouped by what they do, all reading from the one employee record.
Attracting and sourcing
Budget Requests
Headcount raised against costed position codes, approved before a role exists.
Requisitions
The full record: pay range, hiring team, openings, replacements and package flags.
Career Site Designer
Your team builds the careers pages on a grid editor. No agency, no deployment.
Job Board Tracking
Which boards a posting is running on, recorded in one place.
Talent Pools
Curated pools with engagement ratings, so last year's runner up stays findable.
Agencies and Referrals
Named agency recruiters per requisition, and referrals tracked to the hire.
Careers Mailbox
Résumés arriving by email parsed on landing, with the channel recorded as a source.
Selecting
Résumé Parsing
A complete candidate record created from the CV, in structured searchable fields.
AI Matching
The database ranked against a live requisition, streaming scores and reasoning.
Candidate Review
A deep read of one candidate: strengths, gaps, red flags and suggested questions.
Configurable Pipelines
Defined per requisition, with a scorecard gate before a candidate moves.
Scorecards
Weighted criteria and nine question types, so feedback is comparable.
External Scoring
Outside interviewers score by tokenised link and one time code, with no account.
Converting and controlling
Offer Management
Built step by step, versioned, approved, with counter offers linked to what they replace.
Contract Templates
Contracts held as their own templates, separate from the offer letter.
E-Signature
Offers and contracts signed by both parties through DocuSign and filed back automatically.
Background Check Management
Consent, order, results and adjudication tracked through the whole lifecycle.
Immigration Cases
Per case checklists with documents, target against actual deployment dates.
Onboarding Handover
An accepted offer creates the onboarding record. Nobody retypes the hire.
Entity Scoping
A recruiter mapped to one legal entity never sees another one's pipeline.
Recruiting KPIs
Days to fill, offer acceptance, funnel conversion and vacancy against plan.
How it goes live
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Listen first
We learn your business, your industry and your goals before anything gets configured.
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Deployment
A proven methodology that gets you live on time and on budget.
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Training
Virtual courses through to in person workshops, in whatever format your team learns best.
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Support
As involved or as hands off as you want. Some of our customers are entirely self sufficient.
Recruitment questions, answered
No. Candidates are scored against the requisition so a person reviews a ranked list instead of an inbox, but the ranking is a suggestion. A person still decides who to see, and the reasoning behind a score is visible.
Yes. Offer letters and contracts are generated from your own templates, routed for internal approval, then sent for signature through a DocuSign integration and filed back against the candidate automatically. Nobody emails a PDF around and nobody files the signed copy by hand.
They become the employee record. Onboarding, documents and payroll read from the same record, so nothing is rekeyed between the offer and the first day. This is where a standalone hiring tool stops.
Yes. Immigration cases carry their own activity checklists with document upload, and target deployment dates are tracked against actual, so requirements are raised before the start date rather than discovered in week one.
No. Your team builds the pages themselves on a grid editor, with reusable layouts, brand and typography settings, navigation, a media library and live preview before publishing. There are over twenty content widgets, and enquiry forms can be read in the product.
No. Users only see requisitions, candidates, interviews and offers for the legal entities they are mapped to, and that scoping holds in the dashboard charts too. Recruiters and hiring managers see the requisitions they are actually on the team for, not the whole tenant.