Hire well, and keep every candidate informed
Requisition to joining day in one place: a Kanban pipeline you shape per job, a proper email at every step, and interview scorecards your panel fills in independently. When the candidate joins, they become an employee in one click.
Illustration of a recruitment Kanban board for one job, with columns for Screening, Technical round and Offer, and candidate cards being moved between them.
A Kanban pipeline you set up your way
Every job gets its own board. Admins set the default stages once for the organisation; each job copies them and can then be customised. Add an "Assignment" column, a second technical round or a director round; rename, reorder and recolour stages as your process needs.
- Drag a candidate to the next stage, or move many at once
- Cards show tags, source, screening score, days in stage and feedback progress
- Offer and joining stages are protected, so they only move through the offer flow
- Rejecting or withdrawing asks for a reason, so the record stays honest
Illustration of the stage editor: a list of pipeline stages with colours, one being added for a second technical round.
Candidates hear from you at every step
Twenty candidate email templates come ready to use: application received, shortlisted, assessment instructions, interview invitation, reschedule, cancellation and reminder, on hold, kind rejections after screening or after interview, selection, offer, offer reminder, welcome, document requests, joining reminder and more. Each goes out in your branding, with the recruiter as the reply-to, and is editable before it is sent.
- Per stage, choose: send automatically, ask me first, or send nothing
- Interview invites carry a calendar (.ics) file; reschedules update it, cancellations remove it
- Interview and offer-expiry reminders go out on their own, never twice
- Every email is kept on the candidate's history, word for word
Illustration of the compose dialog shown when moving a candidate to Shortlisted: a prefilled, editable email with Send and Skip buttons.
Interview scorecards your panel fills in honestly
Define the hiring process per job: HR screen, technical rounds, managerial, director, each with its own panel, duration and criteria. Every panelist submits their own scorecard, and nobody sees anyone else's feedback until they have submitted their own.
- Rounds × panelists view with ratings, recommendations and an overall hire signal
- Feedback criteria configurable for the organisation, or per round
- Panelists get the invite, the candidate summary and the resume
- Missing feedback is chased automatically, and HR sees what is overdue
Illustration of an interview scorecard matrix: rounds down the side, panelists across the top, with ratings and one pending feedback.
Requisitions & openings
Hiring managers raise a requisition; HR approves it into a job opening. Openings move between open, on hold and closed, with vacancies filled and remaining, a recruiter, a target closing date, and a list of positions that are due to be closed.
Talent pool & smart search
One searchable candidate database. Duplicates are caught by email and phone. Tag people (Java, Fresher, Immediate Joiner, Rehire) and find them by name, mobile, email, skill, experience or candidate ID, with filters on top.
Structured screening
Screen every application the same way: skills match, a score and an HR recommendation, recorded on the application before it moves on.
Offers with approvals
Offers go through an approval chain, carry a salary breakup built from your salary structures, and produce an offer letter PDF. Acceptance and decline are tracked, and reminders go out before an offer expires.
Pre-joining to employee, in one click
A pre-joining checklist covers documents, background verification and joining forms. When it is done, one click converts the candidate into an employee, with an employee code generated and onboarding started.
Employee referrals
Every employee can see open jobs, refer someone, and follow their referral's progress. Referral rewards are tracked through to eligibility and payment.
Dashboard & MIS
Open positions, candidates in process, screening pending, interviews scheduled, offers released, joined, rejected and positions pending closure. Source effectiveness shows where good hires come from, and MIS exports to Excel or PDF.
Access that fits each role
HR and Recruiters run hiring. Hiring managers see their own jobs. Interviewers see only their interviews and give feedback. Management sees the dashboard and reports. Employees see referrals.
Hiring that ends in a real employee record
→ Core HR
A joined candidate becomes an employee on the same record, so nobody types their details in twice.
→ People Operations
Joining can start an onboarding checklist straight away, and pre-joining documents carry over to the employee.
→ Platform
Candidate emails use your logo and brand colour, and every recruitment screen respects role-based access.
Common questions
Which plans include Recruitment?
All of them. Recruitment is included in Starter, Growth and Pro, and in the free year. The comparison table shows exactly what each plan includes.
Can we change the pipeline stages?
Yes. Admins set an organisation-wide template, every new job copies it, and each job's board can then be customised: add, rename, reorder, recolour or remove stages. The offer and joining stages can be renamed but not removed, because the offer flow depends on them.
Can we edit the candidate emails?
Yes. The templates live in Settings → Email templates and can be edited for your organisation. Each email can also be edited before it is sent, and for every stage you choose whether moving a candidate sends the email automatically, asks you first, or sends nothing.
Can interviewers see each other's feedback?
Not until they have submitted their own. Each panelist fills in an independent scorecard, so the first opinion in the room does not shape the rest. Interviewers only see the interviews they are on.
Is there a careers page where candidates apply?
Not yet. Today HR adds candidates, employees refer them, and HR records offer responses and uploads pre-joining documents on the candidate's behalf. A candidate-facing link is planned; we will say so here when it ships.
What happens when a candidate joins?
Once the pre-joining checklist is complete, one click converts the candidate into an employee through the same path as adding an employee by hand: an employee code is generated, onboarding can start, and their pre-joining documents move onto their employee record.