The ATS your Hiring Managers
will actually use.
Full pipeline visibility for every department. Structured evaluations. Documented feedback. Analytics your CHRO can present to the board. No 6-month implementations.
Built for corporate
talent acquisition workflow.
Hiring Manager Roles
Each HM sees only their positions and candidates. They can shortlist, leave notes and give structured feedback — without access to other departments' data.
Board-ready Analytics
Time-to-fill by department, conversion rate per stage, source of hire, cost-per-hire. Reports the CHRO can present to the CFO without building any Excel.
Structured Evaluations
AI-generated interview guides per role. Standardized scorecards. When two interviewers evaluate the same candidate, the criteria are comparable — not just opinions.
Departments & Permissions
Organize positions by department, plant or region. Finance recruiters don't see Operations positions. Permissions configured by role, not manually per user.
AI Throughout
Automatic CV parsing, AI Candidate Brief, Boolean Search for mass sourcing, and role fit score. 6 hours recovered per recruiter per week.
Talent Planning
Quarterly headcount planning, visibility of open vs in-progress positions, and closing projections. Your CHRO has real context before their CEO meeting.