For TA teams filling roles through more than one recruitment partner. A shortlist you can defend requirement by requirement, gates that hold, and one invoice to the partner who genuinely submitted first.
Real screen. Rows rank by consequence, so an over-filled role is flagged as urgently as one with no applicants.
Nothing reordered to flatter the product, including the two places it deliberately does not help.
Today“Strong Java, must have led a team.” Two weeks later nobody agrees what strong meant.
With CheckedInPaste the JD, edit the must-haves it produces, approve, publish.
TodayProfiles in three inboxes, a WhatsApp thread and a shared drive. Duplicates found by accident.
With CheckedInFour doors, one funnel. Parsed, deduplicated and ranked in about two minutes.
TodayYou send five. The manager rejects all five and cannot say why, so the next five are wrong too.
With CheckedInRanked against the spec you approved, with a row per requirement you can point at.
TodaySomeone reaches the final round before anyone finds out they cannot do the thing.
With CheckedInThe measured result replaces the CV's claim. Below the bar, they are held there.
TodayFeedback arrives three days late, in Slack, from someone who was not on the panel.
With CheckedInSchedule over email as you do today and copy in an address. It reads the thread.
TodayAn offer went out above band because the approval was an email somebody forgot to send.
With CheckedInDraft, approve, send, track. Two guards on the amount, one chase task if it goes quiet.
The ceiling defaults to effectively unlimited, so nothing is gated by value until somebody sets it. Set it in week one.
TodayTwo agencies claim the same placement and finance settles it by reading an email thread.
With CheckedInThe payable reads who owned the candidate, at the terms in force then.
Recruitment fees get argued about because the evidence lives in email.
Derived from the ownership record, not from whoever raised the paperwork first. Someone already in your database is flagged in-house, and no fee arises.
Who submitted, when by the server clock, who won, until when. Append-only, so it is a history rather than a field somebody updated.
Versioned per partner. A renegotiation next quarter does not alter what is owed on a placement made under the old agreement.
One honest gap: there is no role called Finance in the permission system yet, so invoice approval currently sits with an administrator. If a separate finance seat matters to you, ask about it in the demo rather than assuming it.
Counters drift. Every figure here is folded from the history at the moment you ask, so a tile always equals the list it links to, and a new metric next quarter is a replay rather than a migration.
Operations, performance, money and ownership, governance, executive. Plus a builder, scheduled delivery, and links you can share with someone who has no account.
Time-to-fill here is requisition opened to joined. Not opened to offer accepted, and not time-to-hire.
Stages, rounds, scorecards, screening questions, approval chains, notification rules, fee terms and scoring weights. All editable without a developer.
Nothing is overwritten. Roles already in flight stay pinned to the version they started under, which is what makes people willing to change the process at all.
Screening, scorecards, the apply form and joining forms on one engine: six answer types, branching, self-scoring with banded verdicts, and reusable question banks.
One exception: screening questions are not version-pinned per application, so editing them mid-role changes the rules for candidates already in flight.
No SAML, OIDC or SCIM. Usually a procurement condition above ~200 employees, so raise it early.
Neither exists. What does is on Security & Trust, and it is specific rather than reassuring.
Ask anything through a form and score it. You cannot yet add a field to the candidate record itself.
A careers page and apply form, but no distribution to Naukri, LinkedIn or Indeed, and no theming.
A stated design decision. It reads the scheduling thread you already send and captures the time, the panel and the link.
Templated offer, a response page, and a recorded decision. Not a signature platform.
Representation is reported by classification tags rather than by self-identified demographic data, deliberately.
Three of four intake channels, every task, notification and email need the worker process. If it stops, screens still load and nothing new arrives.
Their name, email, phone and CV become permanently unreadable, because the decryption key is destroyed rather than a row marked deleted.
The funnel count does not move, the agency's fee is still defensible, and the ownership record still names who won.
The duplicate-check hash survives erasure, so re-ingesting the same CV later does not resurrect a record.
Data reaching its retention limit raises a review task rather than deleting quietly.
An auditor can be handed the audit log, because it carries identifiers and never personal data.
That is a design constraint, not a policy promise.We will publish the requisition, run your candidates through it, and hand you the ranked list with the receipt behind each score. Then you tell us which row is wrong.