For in-house talent and HR teams

One system from requisition to first payslip.

Most talent teams run four tools that do not talk: an ATS, a spreadsheet of interviews, an HR system that starts at onboarding, and agency email. This is all of it on one candidate record — with hiring managers who actually log in.

See it on your own requisition See pricing

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

−41% Time to hire in the first quarter 83% Hiring-manager feedback inside 24 hours 4 → 1 Tools replaced by one record

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

The four things that quietly slow an in-house team down.

Adoption

Hiring managers who never log in

If managers will not use it, nothing else matters.

Managers get one link, one screen, and three actions: read the evidence, leave a scored comment, advance or decline. No training, no licence to buy, no dashboard to learn.

One-link access

No password ceremony for an occasional user; SSO where you want it.

Feedback in 40 seconds

Scorecard prompts written for the role, not generic star ratings.

Nudges that work

Reminders in Slack or Teams, escalating to their manager if a pipeline stalls.

Their own numbers

Each manager sees their time-to-decision against the company median.

Quality

Interviews that cannot be compared

Four opinions and no shared standard.

Competency scorecards agreed at kick-off, the same questions asked in the same order, evidence captured as it happens, and a comparison view that puts finalists side by side.

Scorecards per role family

Reusable templates so every engineer is assessed on the same four things.

Side-by-side finalists

Scores, evidence and dissent in one view for the debrief.

Recorded and transcribed

Optional recording so a panel member who missed the call can catch up.

Bias controls

Redact demographic fields, monitor scoring drift by interviewer.

Sourcing

A pipeline you rebuild every time

Your best candidates already applied once.

Past finalists, silver medallists and lapsed applicants are searched and ranked against every new requisition before you spend on job boards or agencies.

Silver medallists surfaced

Automatically matched to new roles, with the reason they were close last time.

Talent pools that stay warm

Segmented nurture that a recruiter can send in two minutes.

Sourcing built in

Outbound search and outreach without a separate sourcing licence.

Less agency spend

Most teams cut agency dependency by a third in two quarters.

Onboarding

The gap between offer and day one

Where good hires quietly go cold.

Offer, documents, background checks, equipment, statutory forms and the first-week plan run from the same record — and the employee file exists before they arrive.

Offers and e-sign

Approval chain, letter generation and signature without leaving the record.

Checks in parallel

Verification ordered at offer, status visible to the recruiter and the manager.

Employee record created

Nothing retyped into a separate HR system; payroll picks it up directly.

Pre-boarding contact

Scheduled touchpoints through notice period, so fewer renege.

02 Before and after

What your Monday looks like after the switch.

Today

Requisition approval lives in email; nobody can find the latest version

Interview notes in four different documents, none comparable

Managers reply 'looks fine' six days later, and the candidate is gone

Onboarding starts by retyping the offer into an HR system

Reporting means a monthly spreadsheet somebody builds by hand

With Pitch N Hire

Requisition, budget and scorecard approved in one flow with an audit trail

Every interviewer scores the same competencies, side by side

Managers decide in a day because the evidence is already in front of them

Offer flows into the employee record; payroll and documents follow automatically

Live dashboards on time to hire, source quality, and manager responsiveness

03 Run the numbers

What the tool sprawl is costing you.

Annual hires and the number of separate tools your hiring runs on today.

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.

Hires a yearSeparate tools in use today

What the model returns	The assumption behind it
Recruiter hours returned	Coordination, retyping and status chasing removed across the year
Operating cost avoided	Those hours valued at a blended ₹900 per hour
Agency spend avoided	Roughly 28% of hires filled from your own pipeline instead
Duplicate licences dropped	Interview, onboarding and analytics tools folded into one plan

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 were paying for an ATS, a scheduling tool, a video interview tool and an HR system that started at onboarding. One of those bills now covers all four jobs, and our managers finally give feedback in a day.

Head of Talent, 700-person SaaS company · 90 hires a year

24 days Time to hire, from 41 −34% Agency spend 1 day Median manager feedback

Questions

Will our hiring managers actually use it?

That is the design constraint. Managers get one link to one screen with the shortlist, the evidence and three actions, plus reminders in Slack or Teams. Across our customer base, 83% of manager feedback lands inside 24 hours after switching.

Do we have to buy the HRMS to use the ATS?

No. The ATS stands alone, and the HRMS is included in the same plan when you want it. There is no separate module charge for interviews, onboarding, analytics or sourcing either.

How long does implementation take?

Small teams are live the same day. A typical 500-to-2,000-person company takes two weeks including data migration, SSO, scorecard templates and manager training — which is a 30-minute session, because there is not much to learn.

Can we migrate from Greenhouse, Lever, Workday or Zoho?

Yes. We import candidates, applications, notes, attachments and offer history, keep your original IDs on the record for audit, and run a parallel week so nothing is lost mid-pipeline.

How does the AI decide who to rank first?

It ranks against the scorecard you agreed, and every score shows the evidence behind it — which requirement was met, where in the CV or interview it came from, and what lowered it. A human always makes the advance or reject decision, recorded by name.

What about compliance in multiple countries?

Data residency in India, the US, the EU and the UAE, GDPR and DPDP workflows, configurable retention per workspace, and an immutable audit trail you can export for a regulator. The security page has the full control list.

Explore the platform

The ATS The HRMS All features Pricing Security and data protection High-volume hiring GCC hiring in India Integrations

Built for recruiters & hiring teams

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Bring the role your manager keeps chasing you about.

Twenty minutes, your requisition, a ranked shortlist with reasons — and a straight answer on fit.

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