For high-volume and frontline hiring

Four thousand applicants, ranked by Tuesday.

Retail floors, BPO seats, delivery fleets, plant shifts, campus intakes. When the funnel is measured in thousands and the seats are needed this month, screening by hand is not slow — it is impossible.

Run a live volume pilot See volume pricing

Free plan for one user, forever · migration from your current tool included · no credit card

4,200 Applicants ranked per role, median 11 days Requisition to filled cohort −58% Cost per seat filled

Free forever for 1 user No credit card required

One platform ATS, HRMS, interviews and sourcing

Human-in-the-loop AI Every score shows its evidence

Built in Noida, India Serving hiring teams worldwide

GDPR · SOC 2 · ISO 27001 Compliant with these frameworks

01 What you actually need it to do

Where a volume funnel actually breaks.

Ranking

Screening thousands, fairly

The top candidates are usually applicant 900 to 1,400.

Everyone gets scored against the same criteria, ranked with visible evidence, and nobody is silently dropped because a recruiter ran out of Friday. Redaction and drift monitoring keep it defensible.

Evidence per score

Which requirement was met and where it came from, on every single applicant.

Minutes, not weeks

A 4,000-applicant pool is ranked before your morning stand-up ends.

Auditable fairness

Demographic fields redacted, criteria fixed, scoring drift reported by cohort.

Knock-out rules

Shift availability, licence, location radius and language handled up front.

Engagement

Reaching candidates who ignore email

Frontline candidates answer WhatsApp, not inbox.

Automated screening conversations on WhatsApp and SMS in local languages, with answers written straight to the candidate record and a human handover the moment it matters.

Multi-language

Hindi, Tamil, Telugu, Marathi, Arabic and more, with transliteration handled.

Structured screening chat

Availability, documents, distance and expectations captured conversationally.

Human handover

Any hesitation or complaint routes to a recruiter with the full transcript.

Response rates

Typically three to five times email on frontline roles.

Logistics

Walk-ins, drives and assessment days

Three hundred people, one venue, one queue.

Slot booking, QR check-in, assessment scoring on a tablet, live selection boards and offer letters printed on the spot — with the whole day reconciled in the system by evening.

QR check-in

No paper registers; attendance and no-shows tracked automatically.

On-site assessment

Score sheets on tablets, results visible to the selection panel instantly.

Same-day offers

Generate, approve and print offers before the candidate leaves the building.

Campus mode

Institute-wise pipelines, batch scoring and placement-cell reporting.

Onboarding

Onboarding a cohort, not a person

Forty joiners on Monday, every document in place.

Bulk document collection, verification in parallel, statutory forms, ID cards, shift allocation and payroll handover — run as a cohort with a completion board instead of forty email threads.

Bulk document capture

Candidates upload from a phone; missing items chase themselves.

Parallel verification

Checks run across the whole cohort with a single status board.

Shift and location mapping

Assign to store, plant, process or route before day one.

Payroll handover

Employee records created with statutory fields ready for the first cycle.

02 Before and after

What a 3,000-applicant week looks like either way.

Today

3,000 applications sit in an inbox; the first 200 get read

Recruiters phone-screen for eight hours and reach 60 people

Walk-in day runs on paper registers and a WhatsApp group

Drop-off between offer and joining is discovered on start day

Cost per seat is estimated, never measured by source

With Pitch N Hire

All 3,000 ranked with evidence before the morning meeting

Automated WhatsApp screening reaches everyone; recruiters call the top 150

QR check-in, tablet scoring, same-day offers, reconciled by evening

Pre-joining contact and document tracking cut no-shows visibly

Cost per seat and quality reported per source and per cohort

03 Run the numbers

Cost per seat filled, at your volume.

Seats to fill this quarter, and applicants you receive per seat.

The model takes two inputs from you and returns four figures. Here is each figure and the assumption it rests on — we run it on your own numbers on the call rather than publishing a result for a company we have not met.

Seats to fill this quarterApplicants received per seat

What the model returns	The assumption behind it
Applicants in the funnel	Every one screened and ranked, not just the first few hundred
Screening hours before	At four minutes of human attention per applicant
Screening hours after	Recruiters review ranked shortlists and run the calls that matter
Cost per seat	Modelled against typical frontline cost per seat filled

Modelled from platform medians across comparable teams. We will rebuild it on your real data on the call.

Check these numbers against your data Try the ROI calculator

Proof

We hire 1,800 people a year across 40 stores. The difference is not that it is faster — it is that we now interview the right hundred people instead of the first hundred who applied.

Head of Talent Acquisition, retail chain · 1,800 hires a year

11 days Requisition to cohort −58% Cost per seat −22% First-90-day attrition

Questions

How many applicants can it handle at once?

Tens of thousands per requisition. The largest live cohorts on the platform rank 40,000-plus applicants for a single hiring drive, and ranking a 4,000-applicant pool takes a few minutes rather than a few weeks.

Is AI screening at this volume legally defensible?

It is built to be. Criteria are fixed before screening, demographic fields can be redacted, every score carries its evidence, scoring drift is monitored by cohort, and the full decision trail is exportable for a regulator or a tribunal. Advancing or rejecting is always recorded against a named human.

Do candidates really respond on WhatsApp?

On frontline roles, three to five times more often than email. Screening conversations run in local languages, answers land on the candidate record, and anything sensitive is handed to a recruiter with the full transcript.

Can you run walk-in drives and campus placements?

Yes — slot booking, QR check-in, tablet-based assessment scoring, live selection boards, same-day offer generation, and institute-wise reporting for campus intakes.

How do you reduce no-shows and early attrition?

Pre-joining contact through the notice period, document completion tracking, realistic role previews at screening, and drop-off reporting by source so you stop paying for channels that deliver people who never start. Customers typically see first-90-day attrition fall by around a fifth.

What does volume pricing look like?

Priced per seat filled or per applicant band rather than per recruiter seat, so the cost tracks the hiring you actually do. We will model it against your quarter on the call.

Explore the platform

The ATS The HRMS Frontline and retail hiring Healthcare and clinical hiring Case study — retail volume hiring ATS by industry Pricing Recruitment statistics

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Give us one week of your real applicant flow.

We will rank it, run the screening calls and show you the shortlist you would have missed.

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