See the whole system in seven steps.
A requisition from approval to first payslip, exactly as your team would see it. Read it at your own pace — nobody is emailed, nothing is gated, and you can stop whenever you have seen enough.
The tour walks the hiring half of the platform, the applicant tracking system, straight through into the HRMS and payroll side, because that hand-off is where most stacks lose the record.
Approve the role before anyone sources for it.
Headcount, budget band and the scorecard are agreed in one flow. The band is checked against live market data, so nobody approves a salary the market will not accept.
Approval threads in email and a job description pasted into a spreadsheet.
Bengaluru · 2 openings · created four minutes ago
Primary action on this screen: Approve and open
The agents cannot touch the role until the scorecard exists. That is deliberate.
Illustrative sample data for a fictional requisition, not a customer record.
Your silent database gets searched before you spend a rupee.
Past finalists, silver medallists and lapsed applicants are matched against the new scorecard first. The point is to find shortlist candidates among people you already had, before you pay for new ones.
Buying the same candidates twice from a job board.
41 internal matches, 218 external
Primary action on this screen: Review shortlist
Nothing is sent without a human approving the batch.
Illustrative sample data for a fictional requisition, not a customer record.
Every applicant scored, and every score shows its evidence.
Every applicant is ranked against the four agreed criteria. Open any candidate and see which requirement was met, where in the CV or interview it came from, and what lowered the score.
Reading the first 200 CVs and calling that a shortlist.
Ranked against the four agreed criteria · evidence attached per score
Primary action on this screen: Open evidence view
This screen is what you would hand a regulator or a tribunal.
Illustrative sample data for a fictional requisition, not a customer record.
Four interviewers, one standard, one comparison view.
Slots are booked from real availability, panel briefs go out, and scorecards are prompted during the call. Finalists then sit side by side with their evidence and the places the panel disagreed.
A scheduling tool, a video tool, and four documents of notes.
12 interviews across three finalists
Primary action on this screen: Compare finalists
Dissent is surfaced, not averaged away — that is where bad hires hide.
Illustrative sample data for a fictional requisition, not a customer record.
Benchmark, draft, approve, sign — without leaving the record.
The offer is built against the band approved in step one, routed for approval and e-signed. After that the candidate is contacted on a schedule until they actually start.
A template document, a signature app and a hopeful silence.
Drafted from the approved band · 2 approvals pending
Primary action on this screen: Send for signature
The band from step one is enforced here — nobody negotiates past it by accident.
Illustrative sample data for a fictional requisition, not a customer record.
The hire becomes an employee without anyone retyping anything.
Documents, statutory forms, equipment, shift and the first-week plan all run from the same record. Payroll picks the employee up directly — offer to first payslip, unbroken.
An HR system that hears about the new hire on day one.
Joins 1 September · 9 of 11 tasks complete
Primary action on this screen: Hand over to payroll
This is the join most stacks do not have — and where context normally dies.
Illustrative sample data for a fictional requisition, not a customer record.
One number the CFO and the CHRO both trust.
Cost per hire, days to fill, source quality, vendor performance and manager responsiveness — live, from the same record, without anyone building a spreadsheet on Friday.
Four dashboards that disagree, and a monthly manual report.
62 hires · 9 open roles · 4 vendors active
Primary action on this screen: Export for the board
That is the tour. The free workspace is this exact product, with your data in it.
Illustrative sample data for a fictional requisition, not a customer record.
Go deeper on any part of it.
Each step above has a product page behind it. If you would rather ask a person, a 20-minute call on one of your own open roles is usually faster than reading.
Prefer to read rather than click through? Each step has a page of its own: the ATS, the sourcing engine, interview intelligence, vendor management and HRMS. Pricing for all of them is on one page.
Seen enough? The free workspace is the same product.
One user, free forever — or bring one open role to a 20-minute call and we will run it live on your own requisition.
